Employment Attorney Atlanta
If you are facing a problem at work in Atlanta, an experienced Atlanta employment attorney can explain your rights and legal options under federal and Georgia law. Employment disputes can affect your job, income, and future.
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Award Winning Employment Lawyers In Atlanta
Cantrell Schuette represents employees across Atlanta in discrimination, harassment, wrongful termination, wage and hour, and other employment matters. Our employment lawyers handle claims before the Equal Employment Opportunity Commission (EEOC), other administrative agencies, and the federal courts.
Employment Law Representation in Atlanta
Most private employers in Georgia use at-will employment, which lets either side end the relationship for almost any lawful reason. Federal employment laws still set important limits, and Georgia has its own rules on issues such as restrictive covenants and the state minimum wage. Federal agencies, including the Occupational Safety and Health Administration and the National Labor Relations Board, also set workplace standards.
Areas We Cover
As Atlanta employment law attorneys, we provide legal representation and counseling on employment law issues, workplace issues, and legal challenges, and we take legal action when a dispute requires it. Our practice areas cover:
- Workplace discrimination and harassment under federal civil rights laws.
- Wrongful termination and retaliation claims.
- Unpaid overtime, minimum wage, and other wage and hour violations.
- Family and medical leave disputes.
- Non-compete agreements, restrictive covenants, and trade secret matters.
- Severance agreements and employment contract review.
Employment Discrimination Under Title VII and the Civil Rights Act
Discrimination based on protected classes is illegal under federal and applicable state laws. Title VII of the Civil Rights Act bars discrimination based on race, color, religion, sex, and national origin, and related laws cover additional protected groups.
What's Considered Discrimination
Discrimination can appear in hiring, promotion, pay, discipline, and termination. Employees who experience workplace discrimination in Atlanta can file a charge with the EEOC, generally within 180 days in Georgia.
- Race, color, religion, sex, and national origin discrimination under Title VII.
- Equal Pay Act violations and sex-based pay discrimination.
- Pregnancy discrimination and discrimination based on protected class status.
Sexual Harassment and Hostile Work Environment Claims
Sexual harassment is a form of sex discrimination under Title VII. It includes unwanted sexual comments, advances, or conduct, as well as harassment based on a protected characteristic that creates a hostile work environment.
What's Considered Sexual Harassment
Employers are expected to take harassment complaints seriously and respond. When they do not, an employee may file a charge with the EEOC.
- Unwanted sexual comments, advances, or physical conduct.
- Workplace harassment based on race, sex, religion, age, disability, or national origin.
- A hostile work environment that interferes with your ability to work.
Age, Disability, and Pregnancy Discrimination
Separate federal laws protect older workers and employees with disabilities. The Age Discrimination in Employment Act protects workers age 40 and older, and the Americans with Disabilities Act requires employers to provide reasonable accommodations.
- Age discrimination against employees 40 and older.
- Failure to provide reasonable accommodations under the Americans with Disabilities Act.
- Denial of job-protected leave affecting healthcare professionals and other workers.
Wrongful Termination and Retaliation in an At-Will State
Georgia is an at-will employment state, so an employer can usually end employment for any lawful reason. Termination becomes unlawful when it is based on a protected class, retaliation, or a breach of an enforceable employment contract. We represent employees fired in violation of law, including by a former employer. Review the signs of wrongful termination if you believe you were let go for an illegal reason.
Key Federal Laws
Federal law prohibits retaliation against employees who report illegal activity. Retaliation can take the form of termination, demotion, or negative performance reviews.
- Termination based on discrimination or a protected characteristic.
- Retaliation for whistleblowing or reporting illegal activity.
- Retaliation for filing a complaint or participating in an investigation.
Unpaid Overtime and Wage and Hour Violations
The Fair Labor Standards Act (FLSA) requires overtime pay of one and a half times an employee’s regular hourly rate for hours worked over 40 in a workweek, and it sets the federal minimum wage. Employment attorneys help protect worker rights and ensure compliance with labor laws.
Georgia’s state minimum wage is lower than the federal minimum, so most employees are covered by the federal rate. Misclassifying employees as exempt or as independent contractors is a common source of wage and hour violations, and the Georgia Department of Labor also handles certain state wage matters.
- Unpaid overtime for non-exempt employees working over 40 hours, plus minimum wage violations.
- Misclassification of employees as exempt or as independent contractors.
- Recovery of lost wages and liquidated damages.
Family and Medical Leave Rights
The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for serious health conditions and certain family care needs. The Medical Leave Act protections apply alongside other workplace rights.
- Denied or interfered-with FMLA leave.
- Retaliation for requesting or taking medical leave.
- Job-protected leave for a serious health condition.
Non-Compete Agreements and Restrictive Covenants
Georgia enforces reasonable restrictive covenants under the Georgia Restrictive Covenants Act. Non-compete agreements, non-solicitation clauses, and confidentiality terms must be reasonable in scope, time, and geography to be enforceable.
These disputes often involve trade secrets, fiduciary duty, and related business torts. We advise employees on whether a restrictive covenant is enforceable.
- Non-compete agreements and non-solicitation clauses.
- Restrictive covenants tied to confidential information or trade secrets.
- Fiduciary duty and business tort claims between employers and employees.
Severance Agreements and Employment Contracts
Before signing a severance agreement, employees should understand what they are giving up. These agreements often include a release of claims, confidentiality terms, and restrictive covenants.
- Review and negotiation of severance agreements and severance packages.
- Employment contract, bonus and commission, and employee handbook review.
- Contract disputes over pay, terms of employment, or workplace policies.
What Our Clients Say
About Cantrell Schuette - Employment Law Firm
Employment law combines federal statutes, Georgia law, and strict administrative deadlines, so experience with these agencies and courts matters. Cantrell Schuette is an employment law firm that focuses on legal guidance and clear communication, with attorneys licensed to practice in Georgia.
When you work with our Atlanta employment attorneys, your matter is handled with your best interests and legal needs in mind, whether it resolves through an administrative agency, arbitration, or in federal court before the U.S. District Court for the Northern District of Georgia, which covers Atlanta, Fulton, and Clayton County.
- Direct access to the attorneys handling your matter.
- Representation before the EEOC, the Department of Labor, and other administrative agencies.
- Clear guidance on strategy, the legal process, the fee structure, and litigation costs.
Speak With an Experienced Attorney Today
Employment matters move quickly and carry strict deadlines, so early legal review helps protect your rights in these legal matters. It is wise to seek legal advice promptly.
Contact Cantrell Schuette today at (877) 858‑6868 or email [email protected] to schedule a consultation with an Atlanta employment attorney who understands the employment issues you face under Georgia and federal law.
Atlanta Franchise FAQs
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How long do I have to file an EEOC charge in Georgia?
In Georgia, employees generally must file a charge of discrimination with the EEOC within 180 days of the discriminatory act. Because Georgia does not have a state agency that extends this period for most claims, the deadline is strict, and missing it can bar a claim.
Is Georgia an at-will employment state?
Yes. Georgia is an at-will employment state, so an employer can generally end employment for any lawful reason. An employer still cannot terminate someone for an illegal reason, such as discrimination, retaliation, or in breach of an enforceable employment contract.
Am I owed overtime pay under the FLSA?
Under the Fair Labor Standards Act (FLSA), most non-exempt employees are entitled to overtime pay of one and a half times their regular hourly rate for hours worked over 40 in a workweek. A salary or job title alone does not make an employee exempt; the actual job duties control.