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Barrett & Farahany Takes Discrimination Case To Supreme Court

Posted by B&F Contributor | Feb 23, 2021 | 0 Comments

Barrett & Farahany is taking the issue of discrimination to the U.S. Supreme Court and asking the justices to clarify the way courts should analyze evidence in motions for summary judgment in employment discrimination cases. On February 8, the firm filed a Petition for Writ of Certiorari on behalf of Roddie Melvin, a former Federal Express Corporation managing director.

Can You Be Fired for Your Age?

Posted by Kathy Harrington-Sullivan | Feb 16, 2021 | 0 Comments

There's an adage that individuals get wiser as they get older, but that saying doesn't help when it comes to older individuals keeping their jobs in downtimes. While federal law prohibits age discrimination in employee terminations, age-related firings increase by 3.4% for each percentage point i...

An Unprecedented Holiday Party Season

Posted by Kathy Harrington-Sullivan | Dec 16, 2020 | 0 Comments

Last year, nearly 76% of companies planned to hold holiday parties. This year, because of the COVID-19 pandemic, only about 23% of companies are planning a year-end celebration, and 74% of those will be virtual events, according to a survey done by Challenger, Gray & Christmas. This big drop wil...

Tis the Season for Wrongful Termination Claims

Posted by Kathy Harrington-Sullivan | Dec 11, 2020 | 1 Comment

Given the tough fiscal year for many companies, employers may be looking to cut costs and balance the books. One way they'll do this is by letting go of employees, even on the cusp of the holiday season.  Todd Stanton – principal of Stanton Law – and Amanda Farahany – managing partner at Barrett...

Can You Get Fired For Being Sick?

Posted by Kathy Harrington-Sullivan | Nov 16, 2020 | 0 Comments

Did you know that your employer can fire you for virtually any reason? Most employees who are terminated immediately seek answers as to why they are being fired. However, since Georgia is an at-will employment state, employers do not need to provide a reason. And even if they do provide a reason, most any reason is sufficient, as long as it’s not a reason prohibited by law.

What You're Owed When Leaving a Job

Posted by Kathy Harrington-Sullivan | Oct 22, 2020 | 2 Comments

It's been a very interesting year for the job market in Georgia, and you may find yourself considering a change in employment during the COVID-19 pandemic. For some, this is a necessary change as their companies downsize. For others, it's a chance to make a move they've been considering for some ...

The Role of Politics in the Workplace

Posted by Kathy Harrington-Sullivan | Oct 19, 2020 | 0 Comments

The social temperature in our city and country is high and flowing into the workplace, be it through discussion or attire with a political logo, wrote Amanda Farahany, managing partner of Barrett & Farahany, and Todd Stanton, principal of Stanton Law, in an article published in the September 9, 2...

School is In, But What About Work?

Posted by Kathy Harrington-Sullivan | Aug 28, 2020 | 0 Comments

Now that school has resumed for fall, working parents are again having to juggle work, childcare, and schooling. We want to be sure your workplace rights aren't another source of confusion, so in this blog we revisit the Families First Coronavirus Act (FFCRA) and boil down some key questions and answers the Department of Labor recently clarified about Extended Family Medical Leave (EFML) related to child care and schooling.

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When you reach out to us, you will receive a complimentary consultation with one of our skilled Atlanta employment attorneys. During our initial consultation with you, we can help you to better understand your rights and will work with you to determine what course of action is in your best interest. We take great pride in providing assistance based on years of experience negotiating and litigating employment matters to protect employee interests. If you find yourself in need of dedicated legal representation, we are prepared to advocate on your behalf – our goal is always to protect employee victims of harassment, discrimination, and retaliation.

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