Lathrop Scott A

Add to Favorites

Sexual Harassment Attorneys, Attorneys, Criminal Law Attorneys

Be the first to review!

Add Hours

(978) 448-8234

Add Website

Map & Directions122 Old Ayer RdGroton, MA 01450 Write a Review

Is this your business?

Customize this page.

Claim This Business

Hours

Do you know the hours for this business?

Places Near Groton with Sexual Harassment Attorneys

Ayer (4 miles)
Devens (7 miles)
Littleton (8 miles)
Pepperell (8 miles)
Shirley (9 miles)
Harvard (11 miles)
Westford (11 miles)
Lunenburg (13 miles)
Boxborough (13 miles)
Townsend (14 miles)

More Types of Legal Services in Groton

Traffic Law Attorneys Legal Clinics Real Estate Attorneys Paralegals Process Servers Child Custody Attorneys Attorneys Tax Attorneys Bail Bonds General Practice Attorneys Criminal Law Attorneys Bankruptcy Law Attorneys Family Law Attorneys Divorce Attorneys Immigration Law Attorneys

More Info

Email: Email Business
AKA: Scott A Lathrop & Associates
Categories: Sexual Harassment Attorneys, Attorneys, Criminal Law Attorneys, Domestic Violence Attorneys, Employee Benefits & Worker Compensation Attorneys, Family Law Attorneys, Traffic Law Attorneys

Gallery

Be the first to add a photo!

Reviews

Hi there!
Be the first to review!

Click to Rate

Details

Phone: (978) 448-8234

Address: 122 Old Ayer Rd, Groton, MA 01450

More Like This

View similar Sexual Harassment Attorneys

Suggest an Edit

Lathrop Scott A

Child Support
This statute does not apply in any proceeding to attach wages or a pension to satisfy a divorce, separate maintenance or child support order.
Child Custody and Visitation
The employee is using the leave to seek medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order; appear in court; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior; and
Adoption
Legal Separation

Traffic Violations
An employer cannot through a written application or oral inquiry or otherwise seek information regarding (a) an arrest, detention, or disposition regarding any violation of law in which no conviction resulted, (b) a first conviction for any of the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace, (c) any conviction of a misdemeanor where the date of the conviction or the completion of any period of resulting incarceration, whichever is later, occured 3 or more years prior, or (d) a criminal record that has been sealed or expunged. This prohibition does not apply to positions where a law creates a mandatory or presumptive disqualification base on a conviction of 1 or more types of criminal offenses.
Sex Crimes
), signed into law on December 7, 2022, provides that with respect to disputes involving sexual harassment or sexual assault, nondisclosure and nondisparagement clauses that were agreed to before the dispute arose are not legally enforceable.
Misdemeanors
The willful failure or refusal of any carrier to comply with the terms of this statute is a misdemeanor, and upon conviction the carrier, officer or agent offending is subject to a fine of not less than $1,000 nor more than $20,000, or imprisonment for not more than six months, or both. This is enforeced by the Attorney General of the United States;
Assault
Murder
Notwithstanding the above, convictions for murder, voluntary manslaughter, involuntary manslaughter and sex offenses that are punishable by incarceration in state prison are records available at any time to employers unless the records are sealed.( M.G.L.c. 6, s. 172(b) )
Restraining Order
An person aggrieved under this statute may file a civil action in Superior Court for damages or for a restraining order. If the violation is found to be willful, the violator will be liable for, in addition to actual damages, exemplary damages of not less than $100 and not more than $1,000 for each violation, together with costs and reasonable attorney's fees. ( M.G.L.c. 6, s. 177 )
Manslaughter

Business and Corporate Law

Antitrust
CAARA, signed into law on December 23, 2020, prohibits employers from taking adverse employment action against covered individuals who report criminal antitrust violations to their employer or to the federal government, or who participate in a federal governmental criminal antitrust investigation or proceeding.

Workers Compensation
Section 75B of the Workers' Compensation Act statute prohibits employers from discriminating against any employee because the employee has exercised a right under the Workers' Compensation statutes.
Wrongful Termination
To establish his prima facie case for wrongful termination based on disability discrimination, a plaintiff must present credible evidence that, at the time of his termination: (1) he was handicapped within the meaning of the statute, (2) he was qualified to perform the essential functions of the job with or without reasonable accommodation, (3) he was terminated or otherwise subject to an adverse action by his employer, and (4) the position he occupied remained open and the employer sought to fill it. Jacques v. Clean-up Grp., Inc., 96 F.3d 506, 511 (1st Cir. 1996); Dartt v. Browing-Ferris Indus., Inc., 691 N.E.2d 526, 528 (Mass. 1998). A claim for constructive discharge typically refers to harassment so severe and oppressive that staying on the job while seeking redress - the rule save in exceptional cases - is intolerable. Gerald v. Univ. of P.R., 707 F.3d 7, 25 (1st Cir. 2013) Work conditions must have been so intolerable that plaintiff's decision to resign was void of choice or free will - that his only option was to quit. E.E.O.C. v. Kohl's Dep't Stores, Inc., 774 F.3d 127, 134 (1st Cir. 2017)
Employment Discrimination
Discrimination in any form on the basis of race, color, religion, national origin, citizenship status, sex, age (over forty) or mental or physical handicap/disability is prohibited by both state and federal laws. Retaliation against employees who oppose in good faith perceived employment discrimination is also prohibited. Other types of discrimination are also prohibited under specifically directed statutes. The basic relevant statutes are...
Employment Contract
This section of the Massachusetts Equal Rights Act provides that all persons regardless of sex, race, color, creed or national origin have the same rights enjoyed by white male citizens to make and enforce contracts (including at-will employment contracts).
Employment Litigation
Severance Agreement
If a domestic worker resides in the employer's household and the employer terminates the employment without cause, the employer shall provide written notice and at least 30 days of lodging, either on-site or in off-site comparable conditions, or severance pay equivalent to the domestic worker's average earnings during 2 weeks of employment. Neither notice or severance pay is required in cases involving good faith allegations in writing that the domestic worker has abused, neglected or caused any other harmful conduct against the employer, members of the employer's family or individuals residing in the employer's home. ( M.G.L. c. 149, s. 190(k) )
Sexual Harassment
The MFEPA prohibits discrimination on the basis of race, color, natural or protective hairstyle, religion, national origin, sex (which covers sexual harassment), gender identity, sexual orientation (not including persons whose sexual orientation involves minor children as the sex object), genetic information, pregnancy or a condition related to pregnancy, age (over 40), ancestry, status as a veteran and mental or physical handicap. It also prohibits retaliation against employees who oppose such discrimination. It applies to employers with 6 or more employees. In College-Town, Div. of Interco, Inc. v. MCAD, 400 Mass. 156, 162 (1987), the Massachusetts Supreme Judicial Court held that discrimination prohibited by M.G.L.c. 151B includes a work enviroment pervaded by harassment or abuse. In Theidon v. Harvard University, 948 F.3d 477 (1st Cir. 2020), the First Circuit Court of Appeals held that the plaintiff had failed to meet M.G.L.c. 151B's "pretext only" standard that required sufficient evidence to create an inference that Harvard's reasons for denying her tenure were pretextual. In Yee v. Massachusetts State Police, 481 Mass. 290 (2019), the Massachusetts Supreme Judicial Court held that, in appropriate circumstances, the denial of a requested lateral transfer may constitute an adverse employment action. In DeWeese-Boyd v. Gordon College, 487 Mass. 31 (2021), a ministerial exception case, the Massachusetts Supreme Judicial Court first analyzed the threshold question, which was whether the defendant was a religious institution. The Court noted that to invoke the exception, an employer need not be a traditional religious organization, so long as its "mission is marked by clear or obvious religious characteristics." The Court thoroughly analyzed the factual record, particularly the school's faculty handbook and mission statements, for indications as to the religiosity of the institution and the religious nature of the plaintiff's job duties. In denying the ministerial exception, the Court noted that the integrative function of plaintiff's job was "not tied to a sectarian curriculum: it does not involve teaching any prescribed religious doctrine, or leading students in prayer or religious ritual."

Immigration Law

Citizenship and Naturalization

Disability Discrimination
These agreements to arbitrate are also enforceable against statutory claims, e.g., claims under Title VII for race discrimination, claims under the ADA for handicap/disability discrimination and claims under the ADEA for age discrimination.

View All Services

Provided by