Atlanta Employment Lawyer

Justin Scott has represented clients in wage-and-hour matters in Atlanta and in federal and state courts across the country, litigating hundreds of individual, collective, and class actions involving a variety of wage-and-hour issues. With substantial experience representing both plaintiffs and defendants, he has filed and defended lawsuits involving the alleged misclassification of employees as exempt, the alleged misclassification of independent contractors, and “off-the-clock” matters in which employees claim that they were not properly compensated for all time worked. He has additionally performed audits for companies seeking to assess their compliance with applicable federal and state laws. Contact Scott Employment Law, P.C. for assistance with claims involving exempt or independent contractor misclassification, unpaid overtime, unpaid minimum wage, off-the-clock work, unlawful deductions, and improper calculation of the overtime rate.

For more than a decade, Atlanta discrimination lawyer Justin Scott has represented both individuals and employers with respect to claims of discrimination, harassment, and retaliation. He has routinely achieved superior results for his clients both in terms of settlements and, when necessary, final judgments. Having represented both individuals and companies, Justin Scott is able to materially benefit his clients with a comprehensive understanding of litigation and negotiation strategy on both sides of the dispute, which is particularly helpful in mediating and resolving matters where appropriate. Scott Employment Law, P.C. provides representation to clients from the EEOC Charge stage through all phases of litigation, including trial and appeal. The firm is available to assist with cases concerning discrimination (including on the basis of race, sex, age, religion and disability), harassment or hostile work environment based on these protected traits, and retaliation for engaging in protected activity.

Scott Employment Law, P.C. provides representation to employers evaluating their responsibilities under the ADA and FMLA with respect to employees who need or request accommodation for a disability or medical leave; the firm also represents individuals who seek to understand and enforce their rights under these statutes. Frequent issues include: whether employees are covered by the ADA and the FMLA, whether an employer can reasonably accommodate an employee’s disability and the appropriate form of that accommodation, and an employee’s rights and obligations when the employee takes–and returns from–FMLA and/or disability leave. Justin has also represented clients in a number of cases in which there is an allegation that the company discriminated against an employee because of a disability, or because the employee was “regarded as” disabled. Contact Scott Employment Law, P.C. for advice or representation in litigation regarding ADA compliance, requests for reasonable accommodation, requests for FMLA leave (and the denial of FMLA leave), FMLA reinstatement, and claims of discrimination based on an employee’s disability.

Atlanta employment attorney Justin Scott also has a wealth of experience drafting and litigating the enforceability of restrictive covenants, such as non-competition, non-solicitation, and non-disclosure provisions. These cases also frequently involve claims of misappropriation of trade secrets and/or confidential information and Justin has substantial experience litigating these corollary issues. Scott Employment Law, P.C. offers representation to individuals seeking to enforce, or simply to understand, their contractual rights and responsibilities, as well as to companies seeking specific performance of restrictive covenants with respect to their former executives and employees. Justin has successfully pursued, and defended against, emergency motions for injunctive relief seeking enforcement of restrictive covenants.

A frequent source of employment litigation is the alleged non-payment and/or partial payment of bonuses and commissions to employees, both current and former. Under Georgia law, these disputes largely are dependent upon the employment contract at issue (if there is one in place), although equitable principles may also apply if an employee is able to successfully argue that she has not been fairly compensated for the work that she performed. The payment of bonuses and commissions may also have implications on the proper payment of overtime compensation to employees who are non-exempt under the FLSA. Justin has experience both in drafting and negotiating employment contracts that involve bonuses and commissions and has frequently litigated an employee’s right to bonuses or commissions arguably earned during employment. Contact Scott Employment Law, P.C. for guidance regarding when bonuses and commissions are earned and must be paid, the impact on an employee’s overtime (through adjustment of the regular rate of pay), and for representation regarding employment disputes involving bonuses and commissions.

Contact Scott Employment Law, P.C. at (678) 780-4880 to learn more about our services or for assistance with any of the above employment law issues. You may also contact the firm online here.