Jennifer Lankford
Jennifer M. Lankford is an associate attorney at Thompson Burton, focusing her practice on labor and employment law.
Continue ReadingEmployment 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.J.K. Simms
J.K. Simms is a Partner at Thompson Burton and leads the firm’s employment law practice.
Continue ReadingWhy Your Company Needs an Employment Lawyer When Faced with an EEOC Charge of Discrimination
Abraham Lincoln is credited with saying “he who represents himself has a fool for a client.” I believe the same is true for any company that does not enlist the services of an employment lawyer to represent it in matters before the U.S. Equal Employment Opportunity Commission (“EEOC”). The EEOC is the agency responsible for enforcing federal laws prohibiting discrimination against job applicants and employees because of the person’s race, sex (including pregnancy), national origin, religion, color, age (40 or older), disability or genetic information. In 2012, the EEOC received nearly 100,000 charges of discrimination. That is an increase of approximately 33% over the number of charges filed in 2006, and is the most charges filed in the history of the organization. If your company has never had to respond to a Charge of Discrimination, congratulations…….and knock on wood. In all likelihood, it is just a matter of time before […]
Continue ReadingFIVE WIDESPREAD MYTHS ABOUT OVERTIME COMPENSATION UNDER THE FAIR LABOR STANDARDS ACT
Fully understanding the overtime compensation provisions of the Fair Labor Standards Act (“FLSA”) is a tall order. Several times a week, I have to correct a misconception concerning a wage and hour issue. The fact is most employers continue to operate under false assumptions or misunderstandings about the Act’s requirements concerning overtime compensation. Employers do so at their own potentially costly peril. In recent years, investigations by the Department of Labor have dramatically increased. In addition to the potential costs and exposure (not to mention administrative headaches) that may result from a DOL investigation, employers who do not comply with the Act face the possibility of class action lawsuits. In addition to the company being forced to hire an attorney to defend such a lawsuit, among the damages available to a plaintiff in a FLSA lawsuit are backpay damages, liquidated damages of double backpay for willful violations, prejudgment interest. Additionally, […]
Continue ReadingU.S. Supreme Court Ruling Provides Tactical Guidance in FLSA Collective Action Cases
As the United State Supreme Court gears up to begin a new term next month, I want to revisit one of the more notable employment law decisions from last year’s term. The United States Supreme Court issued an opinion that handed a victory to employers and also provided some tactical guidance to those of us who represent employers in lawsuits filed under the Fair Labor Standards Act (“FLSA”). Before I discuss the case, let me begin with a little bit of an introduction or refresher on the FLSA. Most of you are at least somewhat familiar with the FLSA. Among other things, this law provides legal recourse for employees who are not paid the federally mandated minimum wage and for those non-exempt employees who are not paid time and a half for hours worked in excess of forty hours per week. Lawsuits under the FLSA continue to rise each year. […]
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