You give your labor, your time and your skills to your job. You have the right to expect fair treatment and fair pay. This is not only a matter of ethics, but also an issue of law. Your employer has certain duties to you under federal and state legislation and, if it fails to comply, you may have a right to recovery.
Johnson & Bennett advocates for workers. Our partners have an extensive history of reaching six and seven figure verdicts and settlements in cases involving discrimination, harassment, medical leave violations, and retaliation resulting in a wrongful termination.*
We understand the frustration and fear that accompanies unfairly losing your job, being denied your fair wages or being harassed or discriminated against. You may face financial distress caused by reduced or lost wages. Your career may be derailed. You also may feel humiliation, anger and heartbreak associated with the unsettling events.
Take the first step to reach justice and recover the compensation you deserve. Our attorneys empower you to take action. We remain by your side throughout your case to protect your rights and reach a positive resolution to your claim.
What We Can Do for You
Johnson & Bennett handles a wide scope of employment law claims in Tennessee and Mississippi. We can help you with your claim involving:
- Discrimination. Your employer is prohibited from discriminating against you on the basis of gender, pregnancy, race, nationality, religion, disability, age or genetic information. Our firm advocates for your rights to be judged by your skills, knowledge, hard work and ethics, not by arbitrary discriminatory qualities.
- Overtime Law. Your employer may be required to pay you one and one-half times your wages for hours worked beyond 40 in a workweek. Our lawyers pursue back pay, job reinstatement and other monetary remedies for violations of wage and hour laws.
- Retaliation. Your employer is forbidden from taking such adverse actions as firing, failing to promote, refusing to hire, assigning undesirable shifts and cutting pay to punish you for reporting wrongdoing or cooperating in an investigation or EEOC proceeding. Our legal team holds your employer accountable for retaliating against you for doing what is right and lawful.
- Sexual Harassment. You have the right to work at a place that is free from sexually offensive conduct, unwanted sexual advances and sexually explicit comments and behavior that affect your job or create a hostile work environment. Our attorneys help put an end to the harassment and recover the damages you deserve.
- Wrongful Termination. Although your employer is entitled to terminate your job without cause, it is not allowed to do so based upon discrimination, retaliation, or other unlawful reasons. We demand justice from the employer that tried to intimidate you and unfairly put you out of a job.
Protect Your Rights to a Fair Workplace
For help with your workplace issues, schedule an appointment with Johnson & Bennett. Your case evaluation by our staff is free and we represent most clients on contingency, meaning you pay no attorneys’ fees until we recover monetary damages. In order to speak with the attorney to review your pre-litigation case, we require an upfront $100 consultation fee; to review a Right to Sue or Litigation case is $200 per hour; and to review a severance agreement is $350. This is limited to no more than one hour of the attorney's time. Some claims involve recovery of equitable or non-monetary relief, such as reinstatement, a promotion, or similar type of recovery. These claims are handled on a hourly basis. To make ourselves readily available to you, our Tennessee and Mississippi employment law attorneys can schedule appointments after hours, as needed, and we work hard to ensure a timely answer to your phone call or email.
*Disclaimer: Results are not typical.
Contacting us is simple.
What we look for when deciding whether or not we can assist with your employment case is fairly basic information.
We receive many emails, phone calls, and web contacts regarding potential employment claims ranging from injuries on the job to wrongful termination. At Johnson & Bennett, we represent employees who have been victims of discrimination, harassment, retaliation, denied medical leave, or who may not have received all their pay by or from their employer. While we may look at other claims, typically, we represent employees asserting violations of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADAAA), the Family Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), and related federal laws protecting employees against discrimination and harassment in the workplace. As times have changed this past year, how we receive and process potential cases has also changed, multiple times. Hopefully, if you are reading this post, you will find following these basic instructions and answering the questions below will result in a much timelier decision on your case.
Please save the document GOOD - NEW Intake Email Reply Fill In Template.docx and email it with your answers to firstname.lastname@example.org.
If you are unable to use the Word document, you may email your answers to the questions below to email@example.com.
- Please provide your phone number and email you prefer to use.
- Where do/did you work? (State and city)
- Was someone of a different race, sex/sexual orientation/transgender status, age, national origin, or religion treated better in relation to the job action taken against you? Please specify.
- Do you have a disability or medical condition that could be protected under law?
- Does your matter involve denial of wages or request for medical leave?
- Please provide a short description of the actions that you believe were discriminatory, harassment, retaliation, denial of leave, or related matter.
- When did the actions described above occur?
- What is the name of your employer?
- How long have you been/were you employed?
- Does the employer have more than 15 employees?
- How much money do/did you make?
- Why do you believe that it was discrimination, harassment, or retaliation that occurred?
- Did you report discrimination, retaliation, or harassment to your manager, HR, a hotline/designated complaint line, or anyone else at your job?
- When did you make the complaint? Did you make a written complaint? How was your complaint addressed by the company?
- After you complained, did anyone retaliate against you?
- Was the individual who received the complaint the same individual who took the adverse action against you?
- Have you been terminated, and if so, what reason were you given for your termination?
- What do you believe to be the real reason for your termination and what evidence do you have of that reason?
- Have you contacted the EEOC? If so, when? What is the status? Did you receive an inquiry number?
- If you filed an EEOC charge, have you received a Right to Sue (Dismissal)? What is the date on the Right to Sue?
Please submit a copy of any documentation you may have to support your claims. Also please include any information related to the EEOC if you have already begun or are in that process.
Nothing in this email should be construed as any indication of our agreement to represent you. We simply need this additional information to make that determination. We may be in contact with more questions before making a final decision on your matter.
Thank you for contacting us,
Johnson & Bennett, PLLC