Answers Posted By Brad Dozier
Pope & Howard, P.C. is one of the premier litigation boutiques in the state. We represent clients in employment, personal injury, wrongful death and business/contracts cases. We are committed to helping individuals and families who have been injured and whose lives and livelihood have been affected by the careless, negligent or intentional actions of others. I handle most of the employment law matters at the firm, including claims for workplace discrimination, harassment and retaliation. Please feel to call me at (404) 949-5600 (office) or (404) 840-6450 (cell) during or after regular business hours, including weekends, or you can e-mail me directly at bdozier@popehoward.com. I look forward to speaking with you when you have a break in your schedule.
posted Nov 11, 2019 1:13 PM [EST]
posted Nov 11, 2019 1:13 PM [EST]
Answer to RIF and pregnancy discrimination is this right?
Pope & Howard, P.C. is one of the premier litigation boutiques in the state. We represent clients in employment, personal injury, wrongful death and business/contracts cases. We are committed to helping individuals and families who have been injured and whose lives and livelihood have been affected by the careless, negligent or intentional actions of others. I handle most of the employment law matters at the firm. Please feel to call me at (404) 949-5600 (office) or (404) 840-6450 (cell) during or after regular business hours, including weekends, or you can e-mail me directly at bdozier@popehoward.com. I look forward to speaking with you when you have a break in your schedule.posted Aug 24, 2019 10:07 AM [EST]
Answer to Can employer cut my pay 30% after DOL told them to pay back overtime to me?
That's unlawful retaliation and you would have an actionable claim against your employer under the FLSA. Call me to discuss this ASAP.Brad Dozier, Esq.
Dozier Law Group, LLC
Atlanta, Georgia
(404) 949-5600 (o) | (404) 840-6450 (c) | (404) 478-8880 (f)
bdozier@dozierlawgroup.com
www.dozierlawgroup.com
posted Oct 12, 2010 05:28 AM [EST]
Answer to Is it legal to pay another person the commissions that I have earned?
Dozier Law Group, LLC in Atlanta, Georgia focuses on representing individuals in business, employment and personal injury cases. In our business litigation practice, we represent commissioned sales representatives who have been improperly denied commissions rightfully earned under the terms of their pay plan. In order to recover unpaid commissions, a sales representative has the burden of establishing the following: (1) the terms of the commission agreement; (2) that commissions were earned; (3) the amount of the commissions; and (4) that the commissions were improperly withheld or denied. Under the law, commissioned sales representatives may be entitled to receive their unpaid commissions, punitive damages equaling double the amount of the unpaid commissions, and their attorney’s fees. If you wish to discuss a commissions case, you can call me during or after regular business hours or on weekends at (404) 949-5600.posted Aug 28, 2010 06:44 AM [EST]
Answer to Can my company pass over me for a promotion when I have 35 years experience for someone who has none
Dozier Law Group, LLC focuses on representing clients in employment, business and personal injury cases. If you believe that you have been discriminated against, harassed, subjected to a hostile work environment or treated differently than other employees in your same or a comparable position based on (1) race (2) skin color (3) religion (4) gender/sex [including sexual harassment] (5) national origin (6) age [over 40] or (7) disability [a physical impairment which limits your daily activities], or if you have evidence showing that you were retaliated against for complaining about discriminatory or harassing treatment toward you or other employees for one of those reasons, you may have a claim under federal employment law. However, there must be evidence which shows or suggests that your employer’s actions were based on at least one of these specific reasons (race, skin color, religion, gender/sex [including sexual harassment], national origin, age, disability or unlawful retaliation for complaining of same) and not some other unrelated issues. In that case, I would like to speak with you at your convenience. You can call me at (404) 949-5600 during or after regular business hours. I look forward to speaking with you.Bear in mind, employment cases are not about what supposedly wrong or unfair things have happened to you at work, they’re about why those things happened to you. If you file an employment lawsuit, you would have the ultimate burden of proving that what happened to you happened for an unlawful reason. The vast majority of bad or unfair things that occur in the workplace which affect employees are not unlawful, only what I have described above are. Unfair, stupid, mean, uninformed or bad management on the part of supervisors, managers, executives and owners does not necessarily equal unlawful activity. Office politics and personality clashes do not give rise to claims under federal employment law. Keep this in mind as you consider your situation.
posted Jun 25, 2010 06:31 AM [EST]
Answer to My Manager is the Human Resource Managers Husband!
Dozier Law Group, LLC focuses on representing clients in employment, business and personal injury cases. If you believe that you have been discriminated against, harassed, subjected to a hostile work environment or treated differently than other employees in your same or a comparable position based on (1) race (2) skin color (3) religion (4) gender/sex [including sexual harassment] (5) national origin (6) age [over 40] or (7) disability [a physical impairment which limits your daily activities], or if you have evidence showing that you were retaliated against for complaining about discriminatory or harassing treatment toward you or other employees for one of those reasons, you may have a claim under federal employment law. However, there must be evidence which shows or suggests that your employer’s actions were based on at least one of these specific reasons (race, skin color, religion, gender/sex [including sexual harassment], national origin, age, disability or unlawful retaliation for complaining of same) and not some other unrelated issues. In that case, I would like to speak with you at your convenience. You can call me at (404) 949-5600 during or after regular business hours. I look forward to speaking with you.posted May 5, 2010 7:51 PM [EST]
Answer to Is there a time frame?
There is no obligation under Georgia law for an employer to pay a departing employee severance pay. That's a function of what the employee can negotiate. So outside of a specific contract specifying a time for payment, there is no time frame set by Georgia law.posted Feb 18, 2010 07:54 AM [EST]
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