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Greg Mansell

Greg Mansell

Mansell Law - Employment Attorney
  • Employment Law, Civil Rights, Business Law ...
  • New York, Ohio, Ohio
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Summary

Employment attorney in Columbus, Ohio that does work on behalf of the employee. I have been rated by Super Lawyers and recognized by Best Lawyers in America. My firm, Mansell Law, has been selected by US News and Best Law firms in America. I am passionate about protecting the rights of the individual!

The employment attorneys at Mansell Law are ready and able to fight for the rights of employees. Our employment lawyers are aggressive and relentless in your pursuit. We have helped thousands of individuals in all aspects of employment law including, but certainly not limited to, unpaid overtime, wage and hour disputes, disability discrimination under the Americans with Disabilities Act (ADA), hostile work environment, retaliation, family and medical leave act (FMLA), race discrimination, sexual harassment, wrongful termination, minimum wage violations, military discrimination (USERRA), religious discrimination, gender discrimination, unequal pay, severance negotiations, pregnancy discrimination, race discrimination, FMLA Ohio, non-compete agreements, contract negotiations, and much more! If you are looking for an employment lawyer in Columbus, Ohio to fight on your behalf, you have come to the right place.

We are employment attorneys for the employee! We understand Ohio Labor Laws and Ohio Overtime Laws so you are protected.

Mansell Law
1457 S High St
Columbus, OH 43207
(614) 610-4134

Practice Areas
  • Employment Law
  • Civil Rights
  • Business Law
  • Arbitration & Mediation
Fees
  • Free Consultation
  • Credit Cards Accepted
  • Contingent Fees
Jurisdictions Admitted to Practice
New York
New York State Office of Court Administration
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Ohio
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Ohio
Supreme Court of Ohio Office of Attorney Services
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Languages
  • English
Professional Experience
Owner/Attorney
Mansell Law LLC
- Current
Education
The Ohio State University Michael E. Moritz College of Law
J.D. (2009) | Law
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The Ohio State University Michael E. Moritz College of Law Logo
Awards
Best Lawyer in Employment Law - Individuals
Best Lawyers
Rising Star
Super Lawyers
Ohio Super Lawyers 2014-2019 in the area of employment law litigation - employee.
Professional Associations
Ohio State Bar  # 0085197
Member
Current
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Certifications
JD
JD
Websites & Blogs
Website
NYC Employment Lawyer
Website
Ohio Employment Lawyer
Blog
Ohio Employment Law Blog
Blog
NYC Employment Law Blog
Legal Answers
36 Questions Answered

Q. Am I allowed to collect unemployment if my doctor took me off of work due to my weak immune system with the coronavirus
A: You are not unemployed so you would not qualify for unemployment. The Family First Coronavirus Response Act provides for paid sick leave and paid medical leave for employers with less than 500 employees. Generally, the Act provides that covered employers must provide to all employees: 1. Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or 2. Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.
Q. What qualifies as religious discrimination
A: The law requires an employer or other covered entity to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer's business. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices. An employer does not have to accommodate an employee's religious beliefs or practices if doing so would cause undue hardship to the employer. An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work.
Q. Not getting paid for full shift
A: The time spent waiting for customers is time that must be compensated. The employers failure to compensate for this time could result in violations of state and federal minimum wage laws and overtime laws.
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Contact & Map
Mansell Law
1457 S High St
Columbus, OH 43207
Telephone: (614) 610-4134