Savannah Discrimination Attorney

Savannah Discrimination Attorney

If you believe you have been discriminated against by your employer, or that your employer has violated laws that protect employees, it is important to act quickly to protect your rights and contact a Savannah discrimination attorney. I provide counsel, advice and litigation services to workers with claims against their employers, including claims for wrongful termination, retaliation, sexual harassment, gender, race, religious and disability discrimination, hostile working environment, minimum wage and hours and overtime, and other violations of statutory law, including under the Family and Medical Leave Act (“FMLA”), Title VII, the Americans with Disabilities Act as amended, the Age Discrimination in Employment Act, Fair Labor Standards Act, the Civil Rights Act, the National Labor Relations Act (“NLRA”), and state and federal whistleblower claims.

Employment law claims require commitment, both on behalf of the client, and on behalf of the discrimination lawyer. If you want a Savannah discrimination attorney who is willing to fight for your rights, then contact me now.

What should I expect if a lawsuit is filed?

There are provisions for attorney’s fees under the discrimination laws and I will petition the court for an award of attorney fees in appropriate circumstances. If attorney’s fees are awarded by the court, then any fees awarded will be reduced from my fee. Filing the lawsuit involves the following:

Pleadings Phase

  • Filing the complaint; and
  • Responding to any motions to dismiss or other motions directed at the sufficiency of the complaint.

Scheduling Phase

  • Drafting reports requested by the judge;
  • Attending any scheduling conferences; and
  • Negotiating a settlement if possible.

Fact Discovery Phase

  • Sending out requests for production of documents and things, inspection of property and filing responses and written objections to these discovery devices;
  • Reviewing your documents for privilege;
  • Document review and copying;
  • Organization by issue/witness for deposition binders;
  • Drafting and serving interrogatories;
  • Drafting and filing written objections and responses to interrogatories;
  • Supplemental or amended responses;
  • Motions to compel under Rule 37;
  • Requests for admissions;
  • Taking depositions; and
  • Defending depositions.

Pretrial Phase

  • Attending any pretrial conferences;
  • Filing and responding to dispostive motions including motions for summary judgment and motions for judgment on the pleadings;
  • Joint stipulations on evidence;
  • Pretrial memoranda;
  • Pretrial disclosures;
  • Preparing witness list;
  • Preparing exhibit list;
  • Reviewing discovery and filing motions in limine;
  • Drafting required trial briefs;
  • Jury selection (voir dire), jury instructions, verdict forms, objections;
  • Preparing opening statements;
  • Serving trial subpoenas;
  • Creating fact and expert witness outlines;
  • Creating cross-examination outlines; and
  • Preparing witnesses; and the actual trial itself, but does not include any appeal if the case is lost.

Trial Phase

  • Arranging trial logistics;
  • Transporting exhibits to court;
  • Drafting and filing last-minute evidentiary motions;
  • Jury selection;
  • Opening statements;
  • Direct and cross-examination;
  • Reading discovery into evidence;
  • Drafting and filing any required bench briefs;
  • Arguing jury instructions; and
  • Closing arguments.


At the initial consultation we will make an evaluation of your potential damages, which includes an assessment of your potential:

  • lost wages;
  • lost benefits;
  • front pay;
  • compensatory damages, including pain and suffering, emotional distress, or inconvenience; and
  • punitive damages.

Although these categories of damages are available under the discrimination laws, they may not all be applicable to your individual case.

Mitigation of Damages

The most basic component of damages in an employment discrimination lawsuit or wrongful dismissal lawsuit is lost salary. Generally damages are measured by the salary you would have earned from your former employer from the date of your wrongful dismissal until the date of trial, less earnings your receive from part-time or full-time employment before trial. Therefore, you must look for work. You cannot sit back and let your damages build up and hope that you will recover the full amount of your lost salary at trial. If you do not look for work or are unavailable for work during a period of time, you probably will not be able to recover your lost salary for that period. That is, you have a duty to reduce your claim for lost salary and fringe benefits. Our Courts call this the "duty to mitigate damages."

If you believe that your employer has treated you wrongly, then call me and we can set a time to meet and discuss the facts of your case.