Mansell Law LLC

Discrimination and Harassment

Mansell Law represents employees in cases involving:

• Discrimination based on race, national origin, sex, sexual orientation, gender, pregnancy, age, religion, disability, or military service
• Hostile work environment claims
• Sexual harassment, including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct based on sex that creates an intimidating, hostile, or offensive work environment
• "Same sex" harassment (harassment by someone of the same gender) when it is sexual in nature or because of sex

Retaliation and Wrongful Termination

The firm handles claims where employees allege that an employer:

• Wrongfully terminated them for unlawful reasons
• Retaliated against them for engaging in protected activity, such as:
• Opposing discrimination or sexual harassment
• Raising concerns about unpaid minimum wages or overtime wages
• Engaging in discussions about terms and conditions of employment or union formation
• Treated them less favorably after they asserted their protected rights

FMLA and ADA-Related Issues

Mansell Law assists employees with:

• Family and Medical Leave Act (FMLA) eligibility and rights, including job-protected leave for qualifying medical and family reasons
• Issues involving intermittent leave when medically necessary
• Americans with Disabilities Act (ADA) issues, including:
• Determining whether a condition may qualify as a disability under the law
• Requests for reasonable accommodations
• Employer obligations and limits regarding medical examinations, inquiries, and confidentiality of medical information

Wage and Hour, Overtime, and Minimum Wage

The firm represents employees in wage and hour disputes, including:

• Unpaid overtime for non-exempt employees who work more than 40 hours in a workweek
• Unpaid wages and minimum wage violations
• Misclassification of employees as exempt from overtime based on job duties and pay level

Unemployment and Long-Term Disability Issues

Mansell Law helps employees evaluate issues related to:

• Eligibility for unemployment compensation in Ohio, including questions around "just cause" for termination or resignation
• Long-term disability and ERISA-related issues, including:
• Denial or termination of long-term disability benefits
• Questions about what a long-term disability policy may cover

Important Note

The descriptions above are general information about the types of matters Mansell Law handles and do not constitute legal advice. Each situation is unique, and employees should contact the firm directly to discuss their specific circumstances.

In addition to representing employees and executives, Mansell Law advises and represents businesses in employment law matters.

Employment Agreements and Contracts

Mansell Law assists businesses with:

• Drafting and reviewing employment contracts and agreements
• Ensuring that employment agreements comply with applicable employment laws
• Structuring agreements to help protect the business to the fullest extent allowed by law

Employment Law Compliance and Risk Management

The firm helps employers:

• Implement safeguards and policies to comply with state and federal employment laws
• Address workplace issues proactively to reduce the risk of costly litigation in the future

Litigation and Lawsuit Defense

Mansell Law represents businesses when:

• An employee or former employee has filed a lawsuit
• An employee has threatened legal action related to employment matters

The firm's employment litigation attorneys provide defense representation in these disputes.

Businesses with questions about employment law compliance, contracts, or defending against employment-related claims can contact Mansell Law for a consultation.

Overview of Mansell Law

Mansell Law is an employment law firm based in Columbus, Ohio. The firm focuses on protecting employee and executive rights and advising businesses on employment law issues.

Who Mansell Law Represents

• Employees throughout Ohio, including in Columbus, Dayton, Cincinnati, Toledo, Cleveland, Athens, Marion, Youngstown, and other cities across the state
• Executives (C-level, senior, and mid-level) with employment, severance, and wrongful termination issues
• Businesses that need help with employment law compliance, contracts, and defending against employment-related claims

Key Types of Matters Handled

Mansell Law focuses on employment and labor law matters, including:

• Workplace discrimination and retaliation
• Sexual harassment and hostile work environment
• Wrongful termination and constructive discharge
• Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) issues
• Unpaid wages and unpaid overtime
• Wage and hour violations under Ohio and federal law
• Non-compete and non-solicitation agreements
• Severance agreements and negotiations
• Employment contracts and other employment agreements
• Unemployment compensation issues
• Long-term disability benefit denials and related ERISA matters

Approach and Firm Location

• The firm takes an aggressive approach to ending unlawful workplace conduct and pursuing remedies for clients.
• Mansell Law is centrally located in Columbus, Ohio, at 1457 S High St, Columbus, OH 43207, and represents clients across the state.
• The firm offers free, confidential initial case evaluations for potential employment law matters.

Phone and Email

• Phone: 614.610.4134
• Email: Consult@MansellLawLLC.com

Free Case Evaluation

• Mansell Law offers free initial case evaluations for potential employment law matters.
• Prospective clients can request a free case evaluation by:
• Calling the office at 614.610.4134; or
• Submitting the contact form on the firm's website.

Important Disclaimer About the Contact Form and Email

• Submitting the online form or sending an email to the firm does not create an attorney–client relationship and is not a legal consultation.
• Information submitted through the form or by email is used only to screen for potential conflicts and to schedule an intake.
• Information submitted will not be treated as confidential at that stage.
• The firm may be unable to review your submission or may be adverse to your interests.
• Legal deadlines are critical. If you have a time-sensitive matter and cannot promptly connect with an attorney at Mansell Law, you should contact another lawyer immediately.

For any questions about potential employment law issues, individuals and businesses should contact Mansell Law directly using the contact details above.

• FMLA leave is generally available only to eligible employees of covered employers.
• Eligible employees may be entitled to up to 12 weeks of protected leave in a 12‑month period for qualifying reasons such as:
• Birth or placement of a child
• Caring for a spouse, child, or parent with a serious health condition
• The employee's own serious health condition
• Certain military caregiver or exigency situations
• Employers may use different methods to measure the 12‑month period (such as a rolling 12‑month period or calendar year).
• In many situations, an employee must be restored to the same or an equivalent position after returning from FMLA leave, subject to specific legal rules and exceptions.

Disability and Reasonable Accommodation (ADA) – General Information

• An individual may be protected by the Americans with Disabilities Act (ADA) if they are a qualified individual with a disability.
• A disability under the ADA can include physical or mental impairments that substantially limit one or more major life activities, a record of such an impairment, or being regarded as having such an impairment.
• A qualified individual is someone who can perform the essential functions of a job, with or without reasonable accommodation.
• Reasonable accommodations can include many different adjustments, such as job restructuring, modified work schedules, reassignment to a vacant position, or providing equipment or interpreters, where doing so does not impose an undue hardship on the employer.
• In most cases, employees must request an accommodation before an employer is required to provide one.

Sexual Harassment – General Information

• Sexual harassment is a form of discrimination based on sex.
• It can include unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct based on sex that affects employment, unreasonably interferes with work performance, or creates an intimidating, hostile, or offensive work environment.
• Harassment may be unlawful even if it is not overtly sexual, and it can be committed by someone of the same gender as the victim.
• Employees who believe they are being harassed are generally encouraged to:
• Contact an employment lawyer promptly; and
• Make the employer aware of the harassment, following any internal reporting policies where possible.

Retaliation – General Information

• Laws generally prohibit employers from retaliating against employees for engaging in certain protected activities, such as opposing discrimination or harassment or raising concerns about unpaid wages or overtime.
• A retaliation claim typically requires showing that the employee engaged in protected conduct, the employer took an adverse action, and the adverse action was because of the protected conduct.

Unemployment Compensation – General Information (Ohio)

• In Ohio, eligibility for unemployment compensation often turns on whether the individual left employment or was terminated with or without "just cause."
• Examples of "just cause" can include certain violations of company rules or neglect of job responsibilities, but each situation depends on its facts.

Overtime and Minimum Wage – General Information

• Under federal law and Ohio law, many employees must be paid overtime (typically one and one‑half times their regular rate) for hours worked over 40 in a workweek, unless a specific exemption applies.
• Some employees may be treated as exempt from overtime if they meet certain duties tests (such as executive, administrative, or professional duties) and pay thresholds.

Long-Term Disability and ERISA – General Information

• Long-term disability (LTD) policies can vary significantly, but many cover a range of non‑work‑related illnesses and conditions.
• LTD benefits may be terminated for various reasons under the terms of the policy, and the definition of "disabled" can change over time (for example, from being unable to perform your own occupation to being unable to perform any occupation).

Anyone with questions about how these general topics may apply to their own situation should contact Mansell Law directly for a consultation.

Executives are often employed on an "at will" basis, meaning they can generally be terminated at any time, for any reason, or for no reason at all. However, termination may be wrongful if it violates:

• An employment contract or agreement (including a formal executive agreement, offer letter, or in some situations, terms in an employee manual)
• Anti-discrimination laws (for example, termination based on age, pregnancy, religion, disability status, gender, race, or national origin)
• Laws protecting employees from retaliation for reporting fraud, unsafe conditions, sexual harassment, or other illegal activities

Mansell Law assists executives in evaluating whether a termination may be wrongful and what options may be available.

Executive Separation and Severance Negotiations

If an executive has been terminated or believes termination is likely, Mansell Law can assist with:

• Reviewing and negotiating severance agreements
• Evaluating contractual rights and obligations related to termination
• Seeking compensation and benefits that may be available under the circumstances, which can include:
• Lost salary and benefits
• Earned but unpaid or prorated bonuses or long-term incentives
• Equity-related issues (such as stock options or restricted stock units), depending on the governing documents
• Reimbursement of certain expenses incurred in reliance on the job
• Non-monetary terms such as references, internal and external messaging, and outplacement assistance

Non-Compete and Restrictive Covenant Issues

The firm also advises executives on employment agreements and restrictive covenants, including:

• Non-compete agreements
• Non-solicitation agreements
• Other contractual terms that may affect an executive's ability to work for another employer or start a new business

Executives who are facing termination, have been placed on a performance plan, are working in a hostile work environment, or have already been terminated are encouraged to contact Mansell Law to discuss their options.

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