Employment Law & Civil Rights

Let HPPS protect your rights and your job

Sometimes government entities or private employers unjustly deprive you of your liberty, your constitutional rights, or your right to be treated fairly. At times, workplaces even put employees in situations where they’re discriminated against or mistreated because of their age, gender, race, religion or disability even firing or threatening to fire workers for making legitimate complaints or requesting reasonable accommodation.

The fact is- although Georgia is a right to work state- you have rights, and you don’t have to suffer injustice or cover up illegal activities for your workplace. If you believe that you have suffered a breach of your civil rights and you have suffered a significant financial or emotional injury, fight back with the help of a qualified attorney like Mark Post or Allen Jones.

Our HPPS attorneys practice civil rights and employment law in the Fort Benning and Columbus, Georgia, and Phenix City and Opelika, Alabama, area and we understand the laws that protect you (the plaintiff). We can help you evaluate and manage your situation, file your claim and lawsuit, and assist you before the US Equal Employment Opportunity Commission (EEOC) if you are required to file a charge with that agency before filing a lawsuit.

Federal Laws Protecting Workers from discrimination and other Unfair Workplace Standards are numerous:

Title VII of the Civil Rights Act of 1964 may protect you from workplace discrimination based on race, color, religious preference, sex, or where you’re from. Applies to workplace with 15 or more employees. Damages are capped based on the number of employees.

The Family and Medical Leave Act of 1993 (FMLA) provides 12 weeks of unpaid leave because of the birth of a child; the adoption of a child; a need to care for a spouse, son, daughter, or parent with serious health conditions; or a serious health condition that makes it impossible for an employee to perform the job. Applies only to employers with 50 employees or more.

With some exceptions, the Age Discrimination Act of 1967 (ADEA) protects people who are over the age of 40 from being denied a job or fired because they’re “too old”. This law applies to municipal governments and to companies with at least 20 employees.

42 U.S.C. § 1983 provides a remedy when the government violates certain personal rights set forth in the United States Constitution and in some federal statutes.

42 U.S.C. § 1981 prohibits racial discrimination by any person against any other person.

The Rehabilitation Act of 1973 which applies to the federal government and entities receiving federal money; and the Americans with Disabilities Act of 1990 (ADA) protect those suffering from physical and mental disabilities with the goal of bringing people into the social and economic mainstream. ADA: Title I governs employment and applies to employers with 15 or more employees. Titles II and III regulate public transportation and all other public accommodations and services including restaurants, hotels, professional offices, retail establishments and banks. Title IV regulates telecommunications.

The Equal Pay Act of 1963 (EPA) prohibits pay disparities between men and women performing “equal” work.

Retaliation is also illegal

Workplace retaliation happens when an employer illegally punishes an employee for filing a complaint against them.

Actions protected from retaliation include:

  • Filing a harassment or discrimination complaint.
  • Reporting an employer’s unsafe work environment.
  • Assisting in the investigation of another employee’s complaint.
  • Whistleblowing, exposing illegal or unethical activities.

HPPS Can Help You File a Charge of Mistreatment, Discrimination, or Retaliation

You need HPPS to make sure that your case is heard before it is too late.

Here are some guidelines to remember:

  • In Title VII, ADEA, ADA and EPA cases, EEOC claims must be filed within 180 days of any alleged violation or retaliation to protect the rights of the party that wishes to file suit.
  • In most cases where the EEOC provides a right to sue letter, the plaintiff must file suit within 90 days from the date the letter was received. (Sometimes this deadline may be 30 days.)
  • Statutes of limitation restrict the time in which you can validly file a lawsuit even when an EEOC charge is not involved.

HPPS can provide you with information about how claims are processed, and if you have a case, we can represent you in court to present the facts in the most effective way possible.

We can investigate and settle cases, file claims and lawsuits, appeal agency and court decisions, and help you get on with your life. We’ll get you the remuneration and justice that you deserve with possible back pay, reinstatement, front pay, compensatory damages, punitive damages, or reasonable accommodation.

Get the Justice You Deserve with HPPS

You don’t have to be a victim of discrimination, mistreatment, or retaliation. Get the justice you deserve with the help of our skilled attorneys at HPPS. Contact us today at (706) 323-2761, or stop by our office at 936 Second Avenue, Columbus, GA 31901. We practice throughout this area including Columbus and Fort Benning, GA, as well as Phenix City and Opelika, AL.