Employment Law

Many people face religious discrimination each and every day of their lives. Sometimes it even occurs in the workplace. But luckily, if it does, there are things that can be done to stop it.

Police officers are trusted to prevent and stop crimes from occurring. But while most do an excellent job of this, not every officer can be trusted. As with any profession, there are “bad apples.”

Recently a former Atlanta city employee has accused her former police supervisor of sexual harassment and is seeking a federal trial against the supervisor and the city for what she says is failure to stop the criminal behavior.

Hopes of Compensation

Michelle Anderson alleges that she has endured inappropriate actions from Wellington Clarke for more than two years.

Just because you have a disability, it doesn’t mean that you shouldn’t be entitled to the same rights as someone without one. Unfortunately, this isn’t always what occurs; sometimes people discriminate against individuals with disabilities. This was the catalyst for the Americans with Disabilities Act (ADA). The Act, which went into effect in 1990, entitles those with disabilities to the same rights for fair housing, education, public transportation, public accommodations, employment, and telecommunications. The ADA requires that businesses provide reasonable accommodations for individuals with disabilities and prohibits them from discriminating against them.

When someone suffers a workplace injury, it can greatly impact his or her life. Whether the employee’s injuries are physical and/or emotional, they are likely accompanied with financial distress. Workers’ benefits help to alleviate the financial strain on those who are injured in the workplace. When a worker is approved for Workers’ Compensation, they will receive weekly benefits until either their medical condition improves or when 400 weeks from the date of the injury have passed. But what about catastrophic injuries that prevent the worker from recovering or going back to work in any capacity?

Under Georgia’s state workers’ compensation laws, those employees who suffer a catastrophic injury are an exception.

In the state of Georgia, most employees are considered to be “at will.” This means that they can be terminated or may quit for any reason or no reason at all. However, there are some exceptions to this. There are certain protected classes of people. This means that employers are prohibited from terminating an employee simply because he or she falls into one of these classes of people.

With a shortage of workers in the workforce, more people are working longer hours than before. Unfortunately, not all of them are being compensated for their work.

Under the Fair Labor Standards Act, employees are entitled to overtime pay. However, this is not true for independent contractors. In order to prove that you are an employee and are entitled to overtime pay, you must use what is called the “economic reality test.

Sometimes a job just doesn’t work out. Whether you had a difficult time with your co-workers or boss, or you found your job responsibilities to be intolerable, sometimes it’s in your best interest to leave your place of employment. Some people are able to secure a new job prior to giving notice, while others end up performing a job search after their two weeks are up.

When the coronavirus pandemic hit the U.S., all non-essential businesses were forced to close in-person offices in an effort to slow the spread of the disease. As time has gone by many businesses have chosen to continue working remotely, while others have cautiously returned to office life. But with the approval of the COVID-19 vaccines, going back to working around others has become safer (for those who have been fully vaccinated).

Despite being considered a civic duty, few people are pleased to receive notification that they must serve on jury duty. The last thing you want to imagine is that doing so could cost you your job. That’s why under Georgia law it is illegal to fire an employee over his or her absence from work due to jury duty.
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Employers across the United States have relied on non-compete agreements to protect their business interests for a long time. Each state takes a different stance on non-competes, with some favoring employers and others the employees. As such, the enforceability of a non-compete, and the extent to which it will be enforced, is dependent on the state.
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Non-compete agreements have become a hot topic as social media and 24-hour news coverage frequently turn the spotlight on employers abusing non-compete agreements to the detriment of their employees. Non-compete agreements are intended to protect a company’s intellectual property (“IP”). If an employee with specific, non-public knowledge about the way a business or its products operate were to leave for a competitor, they would naturally take their knowledge with them to the new competitor and it would jeopardise their original employer’s IP.

To protect employer’s IP, non-compete agreements limit the ability of employees to freely move to competitors. While non-competes can serve a legitimate purpose, they are often a tool of abuse for employers to gain leverage over their employees.
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