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Barrett & Farahany - Birmingham

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Barrett & Farahany - Birmingham

Call the Birmingham employment lawyers at Barrett & Farahany if you have been harassed or discrimina

Seasoned employment attorneys representing employees at all levels for more than 20 years, we handle executive compensation, contract matters, sexual harassment, FMLA, overtime issues, and workplace discrimination based on age, race, gender, national origin, pregnancy & disability.

03/24/2022

“They were hanging you people in Alabama a few years ago – get over it.” What would you do if these words came out of your boss’s mouth? While they might seem like dialogue for a law firm commercial, they were spoken by the boss of a client after they complained about being harassed. When they showed up for their next shift, they were fired. That is when they called Barrett & Farahany.

Prior to these hurtful words, they were harassed with severe racial slurs almost daily by supervisors and co-workers. They filed a discrimination charge with the Equal Employment Opportunity Commission against their employer, and we successfully represented them.

To learn more about this case and the EEOC’s favorable finding, click the link below:
https://www.justiceatwork.com/case-result-3

03/21/2022

Surprising but true, Georgia is one of three states that does not have a law prohibiting sexual harassment in the workplace. So far the bills we've introduced to change this have not been passed, but we continue to pursue this very important protection for workers.

What happens in legislative session and how does a bill turn into law? In the first podcast of a series on the 2022 Georgia legislative session, Barrett & Farahany attorney Grace Starling discusses the process from introduction to the governor signing a bill into law. She also talks about ways citizens can encourage bills and have an impact.

Listen to our podcast An Introduction to the Georgia Legislative Session. And, remember to check back regularly for more podcasts about this year’s session and employment issues being considered for law. https://www.justiceatwork.com/an-introduction-to-the-ga-legislative-session

03/17/2022

Another Five-Star Google Review!
Barrett & Farahany always strives to be helpful, compassionate, knowledgeable, and responsive to every person who calls us seeking justice at work.

https://www.justiceatwork.com/contact-us

03/14/2022

Depending on the circumstances, you might qualify for unpaid leave under the Family and Medical Leave Act (FMLA). Qualified workers are protected from being fired for failing to perform their job functions during their leave.

In addition to illness, FMLA also applies to new parents, including adoptive ones, who want time off to care for their child.

Companies are required to rehire employees, but may not have to offer the employee their old job. An equivalent position may suffice. Equivalent is key here -- an employee returning from FMLA leave may not be demoted.

Under FMLA, “covered family member” only includes spouse, child, or parent. While some state-level family leave laws may include broader definitions of family, not all states broaden the definition and not all states offer state-level family leave protections.

To learn more about the FMLA and ways Barrett & Farahany can help, click here: https://www.justiceatwork.com/employment-law/family-medical-leave-act-fmla-

03/07/2022

Pregnant people and new parents often face judgment and questions about their commitment to their job. When this turns to unfair treatment in hiring, pay, job assignments, promotions, firing, or benefits, it could be a violation of the Pregnancy Discrimination Act.

Pregnancy is a protected characteristic. By law, employers are required to treat pregnant people and those recovering from childbirth as they would other temporarily disabled employees. When an employee cannot temporarily perform certain duties due to pregnancy, recovery from childbirth, or a related condition, they can seek accommodation such as reassignment or light-duty work, paid disability leave, or unpaid time off. It is also illegal to harass a pregnant person under the Pregnancy Discrimination Act.

The Act became law in 1978, yet pregnant people can still face unequal treatment in the workplace today. Walmart agreed to a $14 million class action settlement with 4,000 women who had worked for the company while pregnant during 2013 and 2014. At that time, the company didn’t offer pregnant people the same accommodations it offered to injured or temporarily disabled employees.

To learn more about the Pregnancy Discrimination Act and its protection, check out our blog at https://www.justiceatwork.com/how-are-pregnant-employees-protected-against-discrimination.

03/03/2022

Another Five-Star Google Review!
When we say we take phone calls and promise you get to speak to an attorney the same day, we mean it. At Barrett & Farahany, we strive to be helpful, compassionate, knowledgeable, and responsive, while seeking justice at work for every person who contacts us.
https://www.justiceatwork.com/contact-us

02/28/2022

Workplace safeguards extend to the hiring process as well as day-to-day operations.

While it can be difficult to prove discrimination in hiring, it’s not impossible. If a prospective employer states you were not hired because of your race, gender, LGBTQ status, or other protected class, an employment lawyer can help uncover a pattern of discrimination.

The Equal Employment Opportunity Commission recently sued Performance Food Group for failing to hire women in certain positions. The EEOC also settled a class lawsuit against UPS for denying positions to applicants whose religious grooming practices conflicted with the company’s appearance policy.

These suits may the first of many more. The EEOC recently announced an initiative on inclusive hiring practices and is committed to pursuing hiring-related discrimination lawsuits.

To learn more about protections during the hiring process and the EEOC’s new initiative, read our full blog at https://www.justiceatwork.com/understanding-equity-in-hiring.

02/24/2022

Another Five-Star Google Review!
At Barrett & Farahany, we strive to be helpful, compassionate, and responsive to every client and potential client who contacts us. Along with seeking justice at work, these traits are part of our core values. Here’s what one potential client had to say recently. https://www.justiceatwork.com/contact-us

02/21/2022

Did you know that employers must accommodate religious dress and grooming practices, provided it doesn’t put an undue hardship on the business? Religion is a protected class under Title VII of the Civil Rights Act, and employers with 15 or more employees may not discriminate against employees based on their religious beliefs. This may mean an employer with more than 15 employees may need to adjust a dress code to allow for head coverings or certain hair styles, for example.

In fact, the EEOC recently settled a case against Greyhound over such an issue. In Maryland, a Muslim woman applied for a bus driver position. During the interview process, she wore an abaya, the traditional loose and ankle-length covering. While she was told during the interview that her abaya would not be a problem, Greyhound notified her during training that she could not wear the abaya and would instead have to wear a modified version of the Greyhound driver uniform. The woman withdrew from the training program and declined the job.

In its settlement with the EEOC, Greyhound agreed to pay the woman $45,000 for her lost opportunity. The bus company was also required to provide training on religious accommodations.

This is one of several religious discrimination lawsuits recently settled by the EEOC. To learn more, read our blog. https://www.justiceatwork.com/how-does-the-law-protect-religious-freedom-in-the-workplace

02/18/2022

Barrett & Farahany is honored to announce that Managing Partner, Amanda Farahany, has been rated by Super Lawyers for the 8th year in a row! She has worked hard for her clients over the years, and looks forward to helping them for many years to come.

02/17/2022

Mental health has come to the forefront, including in the workplace, during the COVID-19 pandemic. Are workers with mental health challenges protected under federal law? Yes, the Americans with Disabilities Act makes it illegal for employers to discriminate or harass an employee with a mental health challenge, including depression, anxiety, addiction recovery, bipolar disorder, and more.

Under the ADA, an employer may not fire or demote you, refuse you a promotion, or decide not to hire you because of a mental health challenge. It’s also illegal for an employer to harass you about your mental condition or to even ask about it after you have been hired unless there’s evidence it is keeping you from doing your job or affecting your safety.

Employers are required to provide reasonable accommodation to workers with mental health challenges. An accommodation might be time off for weekly therapy appointments for anxiety disorder or a quiet, private workspace for an employee with PTSD.

Are you required to share your mental health challenges with your employer? Employees will have to share some information to seek an accommodation.

To learn more about protections for mental health challenges, read our blog on Mental Health in the Workplace. https://www.justiceatwork.com/mental-health-in-the-workplace

02/14/2022

When we say our firm is different, we mean it. At Barrett & Farahany, someone always answers the phone and you can expect to be transferred to an attorney or speak with one shortly after your initial call. That’s the Barrett & Farahany way.

Compare that to the typical law firm experience where 64% of potential clients report never getting a response from the firms they contacted about a potential case. In our recent Justice at Work podcast, fractional CFO Jaimee Hall discusses this and other surprising statistics around client legal experiences and how Barrett & Farahany stands out from the pack. Listen now: https://www.justiceatwork.com/the-barrett-farahany-difference

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Birmingham, AL
35203

Opening Hours

Monday	8am - 6pm
Tuesday	8am - 6pm
Wednesday	8am - 6pm
Thursday	8am - 6pm
Friday	8am - 6pm

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+12056795043

Website

https://www.justiceatwork.com/contact-us

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