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Our law firm specializing in personal injury has extensive experience dealing with cases involving birth injuries. Our primary objective is to secure the highest possible compensation for you, enabling you to overcome any challenges resulting from a birth injury to you or your child.

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Are you looking for answers in Ohio's complex world of sexual harassment law? Introducing The Friedmann Firm - a team of top attorneys led by Rachel Sabo Friedmann and Peter Friedmann. Get the justice and the outcome you deserve with the best legal representation available in Ohio! Watch this video to learn more about why The Friedmann Firm should be your first call when facing sexual harassment claims.

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Best Columbus Truck Accident Lawyers & Law Firms

Motor vehicle accidents of all kinds happen across the country, ranging from compact cars to larger, commercial vehicles like trucks. These accidents can leave individuals with life-altering injuries such as losing the ability to function on a daily basis and sometimes even resulting in death.

According to the Federal Motor Carrier Safety Administration (FMSCA), there were a total of 4,479 fatal crashes and 114,000 injury crashes reported in 2019 that involved buses and large trucks. The aftermath of a truck accident is a stressful time for anyone, especially as you try to focus on recovering from your injuries.

Following a truck accident, you may have a number of different questions about what to do next – from how you can seek compensation for your injuries to what kind of rights you have following the accident. This is where connecting with a truck accident lawyer in Columbus, Ohio from The Friedmann Firm can make a difference. We are here to help you post-accident as you seek compensation owed to you.

Why Do I Need a Truck Accident Lawyer? Seeking the help of a Columbus truck accident attorney will allow you to focus on your recovery, knowing that your case is in experienced hands. Personal injury cases are often complicated, especially when it comes to handling the often numerous details of a case.

Our team of serious truck accident attorneys in Columbus, Ohio has a thorough understanding of the laws and regulations that might apply to your case. We can handle all of the details of your case, including preparing all relevant legal documents, investigating the accident, and negotiating between insurance companies.

You can count on the Friedmann Firm truck accident lawyers to handle your case with an aggressive approach.

Common Truck Accident Injuries There are a number of different types of injuries that can result from a truck accident. Some of the most common injuries include:

Traumatic brain injuries (TBI) Wrongful death Spinal cord injuries Broken bones and fractures Back pain including strains and sprains Whiplash injuries Cuts and lacerations Crush injuries Cervical, thoracic, and lumbar spine injuries Scarring and burns Post-traumatic stress disorder (PTSD) and other mental illnesses Nerve injuries and damage including numbness and radiculopathy Injuries you sustain following an accident will also fall into one of two categories: catastrophic and non-catastrophic. Like other details that arise in the aftermath of an accident, these two categories can be important to understand as you move to file a personal injury claim.

Catastrophic injuries are typically defined as injuries that leave a person with life-changing or long-term injuries. They will often require extensive, long-term treatment and can impact someone’s ability to work and live on a daily basis. Treatment may include surgeries, hospitalization, and lifetime care.

Catastrophic injuries can include:

Spinal cord injuries Brain and head injuries, including TBIs Severe scarring and burning Loss of limbs or amputation Injuries that result in death Non-catastrophic injuries are the kinds of injuries that someone is expected to fully recover from. Non-catastrophic injuries can still be severe, but they are not injuries that someone will need lifetime care for.

Non-catastrophic injuries can include:

Whiplash injuries Broken bones and fractures Cuts and lacerations Some sprains and strains Concussions What Are Some of the Most Common Causes of Truck Accidents? There are a number of different reasons that truck accidents occur. Some of the most common causes of truck accidents include:

Driver error Driver fatigue Distracted driving Failure to obey traffic signals and posted traffic laws Poor training Large blind spots Alcohol and/or drug use Vehicle Issues Overweight trailers Loads that aren’t secured properly Regulatory violations Brake problems Tire problems Failure to follow the truck’s recommended maintenance schedule Weather There are a number of states and federal-level regulations and laws that truck drivers and the companies they work for or drive for need to comply with in order to operate. We understand the often complex regulations and laws related to truck accidents.

Alongside common causes of truck accidents, we also want to note that some accidents may involve more than just a large truck and passenger vehicle. According to the National Highway Traffic Safety Administration (NHTSA),

If you have been involved in a large truck accident, please contact The Friedmann Firm. You can schedule a free consultation with one of our Columbus semi-truck accident lawyers who will be able to offer you legal advice and representation.

Frequently Asked Questions What Should I Do After a Truck Accident? In the immediate aftermath of a truck accident, there are a few different steps you should take.

Seek medical attention as soon as possible. Be sure to keep a record of any medical attention, both at the scene of the accident and afterward. This includes keeping track of medical reports and bills, as this information will be useful as you file a personal injury claim. Be sure to collect contact information from witnesses including names, phone numbers, and email addresses. Take photos of the accident if you are able to. Photos can serve as important evidence when you file a personal injury claim. Speak with an experienced Columbus truck crash attorney before accepting any kind of settlement offer. The truck driver’s insurance may move to quickly offer you a settlement, but we can help ensure that you receive the full amount of compensation owed to you. Is There a Deadline for Filing a Claim? Section 2305.10 of the Ohio Revised Code sets the statute of limitations on filing a personal injury claim at two years. Within two years of your accident, you’ll need to consider filing a claim before the deadline. This content has been taken from - https://www.thefriedmannfirm.com/columbus/truck-accident-lawyer-columbus-ohio/

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Is It Legal for my boss to force me to work overtime without notice?

Yes, federal and state laws allow employers to require unscheduled and mandatory overtime. As inconvenient and unwelcome as hearing, “I need you to work late today,” or “You’ll have to come in this weekend,” may be, such demands are perfectly legal.

The same laws that authorize unscheduled overtime, however, require employers to pay at least time-and-one-half to every employee who is eligible to earn overtime pay. This means you must be paid 1.5 times your regular hourly rate for all hours worked over 40 hours in one workweek.  Managers and supervisors only violate the rights of hourly workers when they force people to put in unpaid overtime.

Unfortunately, our Cleveland employment attorneys often hear from people who are required to work extended, double, and weekend shifts without warning and without the legally mandated overtime pay. Protecting yourself and securing unpaid wages are possible when you understand your rights under the Fair Labor Standards Act (FLSA), a federal law, and the equivalent state statutes.

Individual workers and groups of employees can file claims for unpaid overtime, called class or collective action lawsuits.

Know Who Qualifies to Earn Overtime Pay Generally, employees who get paid by the hour and who are not responsible for managing or supervising coworkers qualify to earn overtime pay after working more than 40 hours during a 7-day workweek. Wait staff, bartenders and other people who regularly accept tips also typically qualify to earn overtime pay.  There are a few other exemptions to the FLSA such as administrative employees, professional employees and sales and computer professionals.

Too many employers attempt to withhold overtime by doing things such as:

Designating employees as independent contractors who have no FLSA protections, Giving non-managerial employees bogus titles because salaried managers are exempt from earning overtime, and Telling tipped employees they are not eligible for overtime. In truth, the full set of rules and regulations for qualifying to earn overtime are complicated. Speaking with an experienced and knowledgeable employment lawyer can help you understand whether you are entitled to overtime pay and could stop your employer from using the complexity of the system to deny you overtime pay for all of the hours you work.

Do Not Let Managers Make You Work Off the Clock Other tricks employers use to deny and withhold overtime include:

Offering compensatory time off in lieu of paying time-and-a-half, Requiring prep work before clocking in, Requiring closing work after clocking out, and Treating certain shifts and tasks as voluntary instead of required. These practices can be particularly pernicious and harmful to employees. The FLSA and related state laws permit each of these things in limited circumstances, but all are ripe for abuse by managers and supervisors.

For instance, workers are allowed to accept comp time. A violation of the FLSA occurs when any of the following occurs:

The employer fails to keep proper records of the overtime hours worked, The employee is never granted time off or only granted a small percent of their comp time, or The employer offers only comp time and never approves overtime pay. Similarly, decades of FLSA case law confirm that employers can require employees to put on safety gear before starting a shift. Dressing time, often called “donning and doffing,” is rarely what the law calls compensable. Where an FLSA violation might occur when an employer requires a shift leader to inspect all their coworkers’ safety gear before allowing the shift leader to clock in.

A very common unpaid overtime complaint we hear from our Cleveland employment law clients is that managers tell them to clock out so they do not have more than 40 hours on their weekly timesheet. Such requests can come at any point during a shift, which might leave an employing working almost an entire extra day without earning the overtime they are legally entitled to receive. What Can I Do If I’m Not Getting Overtime Wages?

As a final example of how managers and supervisors can take advantage of the FLSA, employers are permitted to encourage workers to perform community service for organizations the company supports. A manager cannot, however, make volunteering a condition of keeping one’s job. An employee who is required to work at a company-sponsored event must be paid for that time, including any overtime that is accrued.

Now, let’s take a moment to look at some frequently asked questions that relate to mandatory overtime laws and if you can be forced to work overtime. How Will I Know if a Job Requires Overtime Hours? Any job can require overtime hours.  If you are protected by the FLSA and do not fall within an exemption to the FLSA, you are entitled to be paid time and one-half for all hours worked over 40 hours in a workweek.

Can You Get Fired for Refusing to Work Overtime? Yes, you can be fired for refusing to work overtime. Your employer is allowed to fire you for refusal to work mandatory overtime.

Can an Employer Force You to Work on Your Day Off? Your employer can require that you work on your day off. You can refuse to work on your day off, but your employer will have the right to fire you if they wish to.

Along with federal and state mandatory overtime laws, it’s important to note that Ohio is an at-will employment state.  This means that either an employee or an employer can break off the employment relationship for any reason – so long as those reasons are legal.

Being required to work on your day off can seem extremely unfair, but it is legal.

How Much Notice is Required for Mandatory Overtime? Currently, there are no laws that require your employer to provide you with a specific amount of notice for any overtime they request.

There are certain industries that have hourly restrictions on the number of continuous hours that an employee can work. For example, the trucking industry involves the operation of commercial vehicles. Employers in this industry will need to comply with relevant restrictions and ensure that any additional hours added to an employee’s schedule do not result in an employee working more than is permissible pursuant to state or federal law.

Unpaid wages and withheld overtime are more than legal violations. They exploit and financially harm workers that rely on that money to make a living and care for their families. Employers who engage in unfair and illegal pay practices must be held accountable. The Friedmann Firm strives to hold employers that violate the FLSA and Ohio’s wage and hour laws accountable. This content has been taken from - https://www.thefriedmannfirm.com/can-an-employer-make-you-work-overtime-without-notice/

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Can My Employer Force Me to Come Back to The Office?

2 years after the COVID-19 pandemic took hold in early 2020, about 6 in 10 U.S. adults say that their jobs can be done from home for the most part, according to a Pew Research study. 61% of those surveyed say they are choosing to work from home while only 38% shared that they work from home because of a still-closed or unavailable workplace.

And while some workplaces still remain closed, employees who have gotten used to working remotely may be wondering if they can refuse to return to the office should that call come.

Below, we explore the question of can you be forced to return to the office and related questions.

Note: The following is not legal advice. It is general information meant to educate. Please reach out to the Friedmann Firm, LLC to speak with an employment lawyer for advice and guidance.

Can Remote Workers Refuse to Go Back to the Office? Remote workers have become even more common during the pandemic, with many office workers making the switch when offices closed down early on. For remote workers that may want to refuse to go back to the office, the answer here can be disappointing.

Workplaces set and maintain their own work policies, which will often include where and when their employees work. So long as workplaces are following the rules and guidelines set by the Occupational Health and Safety Administration, they can usually require remote workers to return to the office.

Remote workers can technically refuse, but that may result in being laid off or terminated.

One possible option to consider is to see if your workplace has remote work policies in place that allow for a hybrid approach to work (i.e., working certain days in the office and other days at home). You can approach your supervisor to ask about making this a more permanent option.

You can review your employment contract and workplace guidelines to see if this policy exists. If you need an employment lawyer to help you look over your contract, you can reach out to our team today.

Can I Refuse to Return to the Office? A worker can technically refuse to return to the office, but your workplace may lay you off or fire you, depending on the situation.

But there are certain situations where a refusal to return to the office may have legal protections. Some individuals are at higher risk to contract COVID-19 due to underlying health issues or being immunocompromised.

In these instances, you may be able to apply for remote work as a reasonable accommodation for certain positions. Reasonable accommodations are protected under the Americans with Disabilities Act and afford covered individuals the ability to request accommodations that will allow them to complete tasks related to their jobs.

Possible reasonable accommodations, as listed by the EEOC in relation to COVID-19, include the right to ask for remote work, if your job can be performed remotely.

Your employer will need to consider your accommodation request if you are a qualified individual. See more information on what counts as a reasonable ADA accommodation here.

Can I Be Forced to Return to the Office? As said above, your employer does have the right to have employees return to the office (barring certain circumstances that relate to disabilities and health concerns, and childcare), especially if it was understood before the pandemic that work would be done in the office.

Your employer can ask you to return to the office whenever they would like to if they are in compliance with public health guidelines and workplace safety protocols. This content has been taken from - https://www.thefriedmannfirm.com/can-my-employer-force-me-to-come-back-to-the-office/

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What Can I Do If I Was Fired Today for Being Pregnant?

Having a child is a cause for celebration and certainly should not interfere with the career that you have worked hard to create.

If you have been terminated or mistreated at work because of a pregnancy, it is critical that you contact a pregnancy discrimination attorney in Columbus, Ohio. Our legal professionals at The Friedmann Firm will pair you with one of the firm’s experienced pregnancy discrimination lawyers. We will work with you to ensure that your employer is held responsible for their unjust practices. If you were fired for your pregnancy, you have protections under the Pregnancy Discrimination Act, which can help in addressing your unfair termination.

Pregnancy Discrimination Act As part of the Civil Rights Act of 1964, the Pregnancy Discrimination Act protects the rights of the women in the workplace who have become pregnant.

According to the legislation, “Discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII.”

It continues, “Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees who are similar in their ability or inability to work.”

Simply put, employers cannot not discriminate against employees who have become pregnant while employed.

Additionally, employers cannot refuse to hire a woman on the basis of her pregnancy if she is able to adequately perform the job functions. The PDA also protects women from being given unequal pay or benefits due to their pregnancy.

What Can I Do If Was Fired for Being Pregnant? There are a number of avenues that the employment attorneys at The Friedmann Firm can help you pursue if you were fired as a direct result of your pregnancy or because you took leave to give birth to a child. Provided that you were indeed fired because of your pregnancy, we can pursue your former employer.  A lawsuit can seek damages for lost wages, front wages, employee benefits, possibly emotional distress as well as variety of other damages.

Succeeding with this type of litigation can be difficult. You will need the assistance of an experienced, skilled pregnancy discrimination attorney.

What Constitutes Pregnancy Discrimination? Pregnancy discrimination is not always straightforward. If you were fired after becoming pregnant, this is an obvious case in which discrimination may be present. However, there are a few other instances in which pregnancy discrimination can be more subtly used:

You were not hired for a job because you are pregnant; Your employer did not give a promotion due to a pregnancy; You were not given a raise after a pregnancy; Your employee benefits package changed after your pregnancy.

Contact Us

If you have been a victim of pregnancy discrimination, call The Friedmann Firm to schedule a consultation with one of our knowledgeable and experienced Columbus pregnancy discrimination lawyers today. Our consultations are always free and confidential. Don’t make a mistake you’ll regret, let us represent you through the entire process. If you are pregnant and have faced workplace discrimination or suspect discrimination, our attorneys will be there with you through every step of the process. We will ensure that you are treated fairly in the workplace. This content has been taken from - https://www.thefriedmannfirm.com/what-i-do-fired-for-being-pregnant/