Sometimes, problems arise between employees and employers. Perhaps it is something minor, such as a dress code violation. Sometimes, it is more serious, potentially involving litigation or the Department of Labor. These disputes can be lengthy and expensive, but luckily there are ways to prevent problems through proactive measures.
If you oversee employees, talk to the experienced attorneys at Sparks Law about the procedures you use in the workplace. One of our Johns Creek employment lawyers could spot potential problems before they balloon into bigger ones and help resolve any legal disputes.
Management should work with a nearby attorney to scrutinize many employment areas, such as employee discipline and discharges, record-keeping, contracts, and employee manuals. At Sparks Law, our skilled lawyers could provide the following services:
However, even with all these proactive measures, employment disputes may still arise. When employees lodge complaints against management, our local employment lawyers are skilled at using various defense strategies.
Most serious employee complaints end up before the state’s labor department or in court. Some complaints are more common than others, including overtime disputes, wrongful termination, minimum wage violations, discrimination, and hostile work environments, primarily for sexual harassment.
The state’s minimum wage, according to the Georgia Department of Labor (DOL), is $5.15 per hour. However, Georgia employers must match the federal minimum wage set in the Fair Labor Standards Act (FLSA), which is $7.25. The FLSA is in charge of overtime, child labor, and ensuring employees are not misidentified as independent contractors.
Employee complaints about employers’ unfair practices could prompt action by the Wages and Hours Division of the state or the federal DOL, which is responsible for enforcing the FLSA and Family Medical Leave Act. Our skilled attorneys in the area could represent employers or employees at these proceedings.
According to the Equal Employment Opportunity Commission (EEOC), companies with at least one employee must pay men and women equally for the same jobs. Companies with fifteen to nineteen employees must follow additional discrimination rules pertaining to race, religion, gender (including pregnant women, gender identity, and sexual orientation), nationality, and disability. Employers with twenty or more employees must follow the above rules and cannot discriminate against people over age 40.
An employee may file a complaint for discrimination if they are treated differently than other employees or excluded from workplace activities. Discriminatory behavior also includes fostering a toxic work environment to make a reasonable person quit the job.
Discrimination complaints are a common source of employment dispute, as are sexual harassment complaints. These can range from unwanted advances to conduct that another person in the workplace would find offensive. The employment lawyers at Sparks Law are experienced at handling these matters and could help Johns Creek employers or employees navigate the legal proceedings.
Workers who feel unsafe or believe they are owed unpaid wages have options for filing complaints. However, litigation is often time-consuming and stressful for all parties involved. There are many proactive measures that employers can take to prevent disputes and ensure a safe, comfortable working environment.
At Sparks Law, our team of skilled lawyers can help you implement fair labor practices that you can communicate to your employees through employee manuals, contracts, and an in-house system for reporting grievances. To discuss your needs and concerns with a Johns Creek employment lawyer, call us today.
