Administrative Hearings
Many employers have internal administrative hearing processes that may implicate your legal rights
An attorney experienced in employment law can help to ensure that your rights are protected in these proceedings. We can help to present your case in the most effective manner, while also working to resolve any disciplinary issues favorably.
We are also equipped to provide advice and counsel in student disciplinary proceedings and hearing decisions at both public and private educational institutions.
Types of proceedings may include:
Public Employee Appeals
If you work for a state or local government—often referred to as a “public employer”—there are certain due process rights you have in your employment. While employment with most private companies is strictly “at will,” if you work for a public employer, you have certain rights to be heard, either before or after an adverse employment action is final.
In Georgia, state and local governmental entities employ thousands of people. Public employers include:
- Cities
- Counties
- Public school districts
- Police departments
- Fire departments
- Sheriff’s Offices
- Public universities (i.e. any university under the Board of Regents)
- State authorities (e.g., recreation authorities, healthcare authorities)
Some public employers have a robust appeal process, with the right to conduct discovery and to have a scheduled hearing before a panel. Some public employers have a more modest process; for example, the right to be heard by the mayor before a final decision to terminate is made.
Our Georgia employment law attorneys have represented teachers, law enforcement officers, firefighters, city and county employees, state workers, and many more.
We also have extensive experience representing professors at public and private universities.
Public employees also have a right to be free from retaliation for objecting to, reporting, or refusing to participate in conduct they believe to be illegal, under the Georgia Whistleblower Act. We have extensive experience representing “whistleblowers,” both in administrative processes, and in court.
We have the know-how to guide you through these processes, and the skills to win successful appeals.
Title IX
Most educational institutions—which can include public elementary schools all the way to public and private universities—are covered by Title IX, a law that prohibits sex discrimination. This is a broad law that impacts many areas of the educational experience. The law is most famous for requiring universities that receive federal funds offer “parity” in men’s and women’s sports.
The law also requires educational institutions to investigate and address claims of sexual harassment by both students and faculty.
Federal regulations, and a school’s own policies, will govern how investigations under Title IX are conducted. Important legal rights are at stake, and an experienced Title IX attorney can advocate for you in the process.
We have experience representing both individuals who have a complaint under Title IX, and individuals who are the subject of a Title IX. We also have experience advising educational institutions as to their obligations under Title IX, designing policies to prevent and address discrimination, and conducting investigations.
Internal EEO
Many private and public employers have internal processes for employees who believe they have been the victim of discrimination. There are also processes to protect the rights of those who have been accused of discriminatory conduct or harassment.
We have substantial experience representing both individuals who believe they have suffered discrimination, and those who have been accused of discrimination.
These types of matters can include:
- Discrimination in promotion or hiring based on race, sex, national origin, religion, age, disability, or other protected characteristics
- Sexual harassment
- Denial of religious accommodations
- Retaliation for objecting to discrimination
Disability Accommodations / Interaction Process
If an employee has a medical issue that could impact their work, two primary laws are implicated—the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).
We have extensive experience representing employees for matters including:
- Denial of accommodations for medical conditions, including both major and minor disabilities
- Denial of protected medical leave
TWO TOWN CENTER
125 Clairemont Ave.
Suite 380
Decatur, GA 30030
Contact Radford Scott to discuss your options
If you believe you have been the victim of discrimination in employment, we are anxious to hear from you. Please contact us today.
