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Blog Posts in April, 2014

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  • Overtime Compensation And Sleeping On The Job
    Overtime Compensation And Sleeping On The Job

    A recent overtime lawsuit raised an interesting question – what employment laws apply when workers are required to “sleep on the job”? The Fair Labor Standards Act (FLSA) provides workers many ...

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  • Is Your Physical Presence at Work an Essential Job Function?
    Is Your Physical Presence at Work an Essential Job Function?

    The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) protect certain qualified individuals with disabilities from discrimination at work. This means ...

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  • Example of the Minority Squeeze Out in Action
    Example of the Minority Squeeze Out in Action

    The following is a ruling I received from the Georgia Court of Appeals regarding a classic minority squeeze out scenario. I have included this Order because it provides a very useful summary of all ...

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  • Your Employer Must Pay You What You Deserve: Consenting to
    Your Employer Must Pay You What You Deserve: Consenting to "not" be paid overtime wages violates FLSA

    A recent wage and hour lawsuit underscored an important point – if you are a non-exempt employee and you work overtime, you must be paid overtime pay at one and one half times your standard rate of ...

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  • Derogatory Comments By Manager Could Be Grounds For Claim of Retaliation
    Derogatory Comments By Manager Could Be Grounds For Claim of Retaliation

    A recent case evaluated whether alleged comments by a white human resources manager could be used as evidence to support a claim for retaliation. In Willis v. Cleco Corp ., a black worker – Gregory ...

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  • Minority Shareholders: Their Rights and the Problems They Face
    Minority Shareholders: Their Rights and the Problems They Face

    INTRODUCTION TO THE "SQUEEZE-OUT" In many small companies the individual or group who own the majority of stock shares may try to remove the minority shareholder from the company or reduce his or her ...

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