Best Employment Lawyers in Savannah

FAQs

• What is the non-emergency contact number for the local police station in Savannah, Georgia?

  Non-emergency incidents in Savannah can be reported to the Chatham County Police Department at 912-652-6500.

• Where can I get a copy of police reports for incidents related to my case in Savannah, Georgia?

  You can request police reports via email to the Savannah Police Records Unit at SPDrecords@savannahga.gov. Alternatively, you can go in person to the Northwest Precinct at 602 East Lathrop Avenue, call Records at 912-651-3617, and fax your request to 912-525-1748. You can also send a mail request, along with your contact information, to this address:

  Savannah Police Department Records Unit PO Box 8032 Savannah GA 31412

• In which cases are employees in Savannah protected from employer retaliation?

  Workers in Savannah are protected by Georgia law against possible retaliation by their bosses when they are selected to serve on a jury. They also receive anti-retaliation protection under several laws, including the Fair Labor Standards Act (FLSA) and Occupational Safety and Health Act (OSHA). Such laws prohibit employers from harassing an employee if they have filed a complaint about wages or workplace safety.

• Can you hold a colleague accountable in Savannah for workplace bullying?

  Unfortunately, no. Unless your employer has rolled out an anti-bullying policy, there is no protection available to you under Georgia or federal law against bullying incidents in Savannah workplaces. However, please consult an employment attorney if the bullying is related to discrimination based on your race, religion, gender, disability, or age, against which you are protected by federal laws.

• Can you record a conversation at work in Savannah?

  It depends on whether your employer has rules that ban you from doing so. Savannah follows Georgia law, which permits “one-party consent” recordings: if you are involved in the conversation, you can record it just fine. However, if your employer does have anti-recording policies, you are putting your job at risk.

• Does the law allow a Savannah employer to fire an employee for no reason?

  Yes, but with conditions. Following Georgia laws, business establishments in Savannah may hire or fire staff members “at will”—they are not required to provide a reason for it. However, they can be held accountable for breaking laws that protect workers against discrimination. For example, if a company decides to terminate an employee just because they are over 40 years old, it may be violating the Age Discrimination in Employment Act (ADEA) and can be held accountable accordingly.

• How does the ADEA protect older employees in Savannah when it comes to severance agreements?

  Workers more than 40 years old receive rights under the Older Workers Benefit Protection Act (OWBPA) as part of the ADEA. It allows employers to request age discrimination complaint waivers from older workers upon separation only on strict terms. The request must be written, have no jargon, and cite the ADEA. Employees are also given 21 days to decide and seven days after signing the offer in case they want to revoke it. This period is extended in some cases.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.