Wimberly Lawson

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Civil Litigation & Trial Law Attorneys, Attorneys, Bankruptcy Law Attorneys

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Today: 8:30 am - 5:30 pm

Tomorrow: 8:30 am - 5:30 pm

(404) 365-0900Visit WebsiteMap & Directions3400 Peachtree Rd NE Ste 400Atlanta, GA 30326 Write a Review

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Hours

Regular Hours

Mon - Fri:	8:30 am - 5:30 pm

Places Near Atlanta with Civil Litigation & Trial Law Attorneys

North Druid Hills (6 miles)
Vinings (9 miles)
Decatur (10 miles)
Northlake (10 miles)
Scottdale (11 miles)
Clarkston (12 miles)
Avondale Estates (12 miles)
Tucker (14 miles)
Smyrna (14 miles)

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General Info

Wimberly, Lawson, Steckel, Schneider & Stine is a law firm that offers representation to manufacturers, health care providers, retailers and transportation companies throughout Georgia. It specializes in the practice of workers compensation, employee benefits, health insurance, and administrative, labor and employment law. The firm also handles issues regarding alternative dispute resolution, executive compensation, contract administration and immigration law. Additionally, it handles matters concerning discrimination, unemployment compensation, occupational safety and substance abuse. The firm s attorneys are members of the American Bar Association, Georgia Bar Association, Atlanta Bar Association and Decatur Bar Association. Wimberly, Lawson, Steckel, Schneider & Stine maintains a location in Atlanta.

Extra Phones

TollFree: (800) 226-2955

Location

Lenox Towers North

Neighborhoods

North Buckhead, Buckhead, Lenox

AKA

Wimberly Lawson Steckel Schneider & Stine

Steckel, Martin H, JD

Other Link

https://wimlaw.com

Categories

Civil Litigation & Trial Law Attorneys, Attorneys, Bankruptcy Law Attorneys, Business Law Attorneys, Criminal Law Attorneys, Labor & Employment Law Attorneys, Litigation & Tort Attorneys, Personal Injury Law Attorneys, Sexual Harassment Attorneys

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Details

Phone: (404) 365-0900

Address: 3400 Peachtree Rd NE Ste 400, Atlanta, GA 30326

Website: https://wimlaw.com

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Wimberly Lawson

Sex Crimes
A rare bipartisan effort has brought us a new federal law that was enacted in response to the #MeToo movement. This new law will prohibit companies from forcing employees to use arbitration, rather than the courts, to resolve cases involving sexual harassment or sexual assault in the workplace.
Assault

Business and Corporate Law

Trade Secrets
There are many legal ramifications of this. Inputting a trade secret into an AI tool may be like disclosing that trade secret to a third party, eventually affecting trade secret protection, potential surrender of patent rights, or contain portions of potentially trademarked, copyrighted, or otherwise protected material.

Wrongful Termination
The firm also offers sophisticated litigation services to clients. It defends employers against all types of discrimination and wrongful discharge claims, administrative law matters, including EEOC, NLRB, DOL and Davis-Bacon issues, as well as more complex litigation involving class actions, trade secrets, tax, pension and benefit issues. The firm also successfully represents clients in union organizing campaigns.
Employment Discrimination
In this episode, we discuss age discrimination, how to detect it and how to stop it. Ageism in the workplace is a hot topic and its something highly overlooked, but if employers are not careful, they could expose themselves to costly litigation. Have a listen as Thom and Kathleen tackle this important topic.
Employment Contract
Most employers, however, will choose to see how the law develops, before dropping what they consider to be critically important non-compete agreements. Other employers may choose to narrow the type of employees they subject to non-compete agreements and to assert more narrow protective provisions, and possibly consider some type of "garden leave" approach, in which employees are paid during the term of their non-competition in some way. This development should not lead to a panic situation until the law becomes developed before the NLRB, and the courts, or otherwise. There is a possibility that so many charges will be filed that the cases will be held in abeyance pending NLRB determination of a selected "lead" case. Such a procedure was followed a number of years ago concerning secondary boycott cases. Another idea is to reserve the right in new employment agreements to rescind - to the extent permitted by law - payments and benefits given in consideration for a worker's non-compete promise, in the event the non-compete is required to be rescinded.
Employment Litigation
Written for the employment attorney or others encountering employment issues in Georgia. It covers principles found in Georgia statutes and cases, as well as issues not yet addressed by the Georgia courts or legislature. It includes the following topics, Independent contractors, Covenants not to compete, Compensation and benefits, Terms and conditions of employment, Discrimination in employment, and Torts relating to the employment relationship.
Non-compete Agreement
As this newsletter has often stated, almost every month the National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo comes out with some controversial and unprecedented NLRB position. On May 30, 2023, she announced that the NLRB would consider most non-compete agreements to violate federal labor law, with only extremely narrow exceptions. The theory is that non-compete provisions unreasonably tend to chill employees in the exercise of Section 7 rights, as such agreements could reasonably be construed by employees to deny them the ability to quit or change jobs by cutting off their access to other employment opportunities. Generally speaking, this denial of access to employment opportunities chills employees from engaging in Section 7 activity because: employees know that they will have greater difficulty replacing their lost income if they are discharged for exercising their statutory rights to organize and act together to improve working conditions; employees' bargaining power is undermined in the context of lockouts, strikes, and other labor disputes; and an employer's former employees are unlikely to reunite at a local competitor's workplace, and thus be unable to leverage their prior relationships to encourage each other to exercise their rights to improve working conditions in their new workplace.
Severance Agreement
Another area where employers need to review their policy terms relates to severance agreements. Employers typically include in severance agreements broad confidentiality and non-disparagement provisions, and really don't want other employees or the public to know what they have paid to secure a severance agreement. They also don't want former employees...
Sexual Harassment
The webinars cover a range of topics, including employee misclassification, overtime issues, sexual harassment, union organizing, employee classification, government inspections, OSHA's heat stress rule, attractive targets for plaintiffs' lawyers, the Fair Labor Standards Act, COVID-19, and harassment victim lawsuit rights. Check out past, on-demand, and upcoming webinars below.

Immigration Law

Citizenship and Naturalization

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