Employment Law Attorney

Thompson Burton’s labor and employment attorneys represent companies and individuals in resolving work-related disputes. We thoroughly understand all details of Tennessee labor laws as well as federal employment laws, including the Family Medical Leave Act, Equal Employment Opportunity Laws, and the Fair Labor Standards Act. We provide clients with litigation defense or avoidance, whether they are employees or business executives. Our attorneys also review employment contracts and other documentation to ensure business owners meet all legal requirements.  

Employee Discrimination Cases

If you face discrimination from your employer, contact us. We are dedicated to defending Tennessee employees who experience wrongful treatment at work. Employee discrimination is illegal as stated by the U.S. Equal Employment Opportunity Commission, whether it is due to gender, race, religion, physical or mental disability, pregnancy, or age discrimination in the workplace. You are entitled to your employee rights, including the right against discrimination.  

Family Medical Leave Act Violations

The Family Medical Leave Act protects covered employers and eligible employees who provide and receive family medical leave. Employees who qualify for the Family Medical Leave Act receive up to 12 weeks of unpaid time off with the continuation of group health benefits. Upon returning to work, individuals resume their job or begin an equivalent role. Violating these policies, whether as an employer refusing benefits or an employee wrongly obtaining leave, is illegal and will result in repercussions.

Fair Pay Disputes

The Fair Labor Standards Act is in place to ensure that all employees receive correct pay. When employers fail to pay overtime compensation, wrongly classify individuals as exempt, or do not provide agreed-upon wages, they violate the Fair Labor Standards Act and can face lawsuits. If you believe you’re receiving unfair pay, our labor and employment attorneys will proudly represent you.

Contact Us for Labor and Employment Law Services

Our employment lawyers at Thompson Burton serve residents throughout the state of Tennessee. If you have any questions about your employee rights, state or federal employment laws, or need representation for litigation, don’t hesitate to contact our law firm. We have extensive experience in labor and employment law and are dedicated to serving our community.
 
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Employee Handbook “Employment At Will” Provisions Declared Unlawful by NLRB

By , September 3 2013

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A standard provision in nearly every employee handbook I have drafted and seen is an employment at-will provision, which is a declaration or acknowledgment by the employee and employer that the employment relationship is an “at-will” relationship that may be terminated by either party at any time with or without notice or and without cause.  A recent ruling by the National Labor Relations Board should concern employers.  I also wrote about last month regarding the Board’s position on social media policies. Read it here.  In two separate rulings, Region 28 of the NLRB, which is located in Arizona, found such an at-will provision to be unlawful under the National Labor Relations Act (NLRA).  The first case is American Red Cross Arizona and Lois Hampton, which was an unjust termination case where the at-will section of the employee handbook was ruled to be prohibitively “overly broad and discriminatory.”  The employee handbook […]

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EMPLOYER SOCIAL MEDIA POLICIES

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Over the past year, the National Labor Relations Board (“NLRB”) has issued three reports on the same topic, social media policies.  Social media policies have drawn the attention of a fairly aggressive NLRB. While the goal of the latest memorandum from the NLRB’s acting general counsel may have been an attempt to clarify for employers the rules of the terrain and what can be included in a social media policy without violating the National Labor Relations Act (“NLRA”), the latest memorandum is at times inconsistent and will leave most employers wondering whether it is even possible to draft a social media policy that would not run afoul of the NLRB’s guidelines. The latest memorandum from the NLRB reviews seven cases involving employer social media policies.  The NLRB found that all but one of them contained violations of the NLRA.  The NLRA was passed and signed into law nearly 80 years […]

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