Best Employment Lawyers in Augusta, GA

FAQs

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

  Residents of Augusta with non-emergency concerns may call the Richmond County Sheriff's Office at 706-821-1080.

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

  To get a copy of a police report in Augusta, call 706-821-1010 to ensure the availability of the report. Download and print the "Consent For Personal Records Check Form" on the Richmond County Sheriff's Office website at www.richmondcountysheriffsoffice.com. Return the completed form to the Records Bureau of the Richmond County Sheriff's Office, located at 400 Walton Way, Augusta, GA 30901.

• How does Act 809 impact the unemployment benefits criteria in Augusta, Georgia?

  Act 809 alters Augusta's unemployment compensation landscape by broadening the employment concept to include service-based wage earners. This shift places importance on the nature and scope of one's work rather than the traditional control factor. Criteria like having the freedom to accept or reject work or to set one's schedule now help determine if an individual qualifies for benefits.

• Are employers in Augusta required to provide breaks or meal periods?

  Augusta employers, as per Georgia state laws and the Fair Labor Standards Act, aren't obliged to provide breaks or meal periods. Yet it's common for businesses to voluntarily allow short respites, often from 5 to 20 minutes. In line with the FLSA, these short pauses warrant worker compensation. However, for meal durations exceeding 30 minutes, no compensation is required if employees are not tasked with work duties during this interval.

• What actions should employers in Augusta take to ensure their employees clearly understand federal employment laws and state regulations?

  To ensure workers understand federal employment regulations and state provisions, employers in Augusta are encouraged to develop a comprehensive employee handbook that outlines policies and procedures. It is also vital to execute non-disclosure agreements and work-for-hire arrangements, regardless of whether the workers are under at-will employment. Taking these steps helps protect the interests of both employers and employees.

• What are some circumstances in which employers in Augusta might be held liable for improper termination?

  An employer in Augusta may be legally accountable if they've unjustly dismissed an employee. Instances of such illicit terminations encompass contract breach, terminating on the grounds of race or ethnicity, gender, disability, or as an act of retaliation. Prior to pursuing any legal avenues, it's advisable that the individual initially seek a conversation with the concerned employer or their human resources department.

• What laws regulate employment discrimination in Augusta?

  Title VII of the Civil Rights Act of 1964, a federal law, prohibits employment discrimination based on race, religion, sex, and national origin in Augusta. In addition to Title VII, Augusta employment law adheres to Georgia's Fair Employment Practices Act, which also forbids various forms of employment discrimination. These laws safeguard individuals from unfair treatment based on protected characteristics, ensuring equal opportunities and fair treatment in the workplace.

• 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.