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Carrie Dyer

Carrie Dyer

Mansell Law
  • Employment Law
  • Northern District of Ohio, Ohio, Southern District of Ohio
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Lawyer Rating and Reviews
Legal Knowledge
5.0/5.0
Legal Analysis
5.0/5.0
Communication Skills
5.0/5.0
Ethics and Professionalism
5.0/5.0
Rating: 10 Justia Lawyer Rating - 10 out of 10
Smart, hard working, excellent communication, strong morals, incredible character.
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Summary

As a Columbus employment lawyer, Carrie represents clients in a wide variety of employment matters, including cases involving age discrimination, sexual harassment, race discrimination, disability discrimination, failure to accommodate a disability, and religious discrimination; ERISA employee benefits appeals and litigation; review of employment contracts, review of severance agreements and severance negotiation; wage and hour (unpaid overtime and minimum wage) matters under the Fair Labor Standards Act and various state laws, including collective action lawsuits. Carrie represents clients in jury trials, arbitrations, unemployment hearings, and hearings and mediations in front of the Equal Employment Opportunity Commission.

Carrie has been selected to be included on the Ohio Super Lawyers, Rising Stars list each year between 2016 - 2019.

Carrie grew up in Akron, Ohio. She earned her undergraduate degree from Wittenberg University, where she studied psychology and competed on the women’s basketball for all four years. Carrie received her J.D., summa cum laude, from Capital University Law School. She served two years on the Capital University Law Review.

Practice Area
  • Employment Law
Fees
  • Free Consultation
    We provide 30-minute free consultations.
  • Credit Cards Accepted
  • Contingent Fees
Jurisdictions Admitted to Practice
Northern District of Ohio
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Ohio
Supreme Court of Ohio Office of Attorney Services
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Southern District of Ohio
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6th Circuit
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Languages
  • English: Spoken, Written
Professional Experience
Associate Attorney
Mansell Law
- Current
Judicial Extern to the Honorable Judge James L. Graham
United States District Court for the Southern District of Ohio
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Summer Associate
Taft Stettinius & Hollister LLP
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Education
Capital University Law School
J.D. (2013)
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Honors: Carrie received her J.D., summa cum laude, from Capital University Law School. She served two years on the Capital University Law Review.
Capital University Law School Logo
Awards
Ohio Rising Star
Super Lawyers
Ohio Rising Star
Super Lawyers
Ohio Rising Star
Super Lawyers
Ohio Rising Star
Super Lawyers
Professional Associations
Ohio State Bar # 0090539
Member
Current
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American Bar Association
Current
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Ohio Employment Lawyers Association
Current
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Publications
Articles & Publications
Mansell Law Blog
Mansell Law
Certifications
JD
Capital University Law School
Legal Answers
23 Questions Answered

Q. Trying to see if I have a case on wrongful termination from my job
A: More details are needed to evaluate your case. You should contact an employment attorney to discuss whether your employer would be liable under the Americans with Disabilities Act for failing to accommodate you and terminating your employment. If you are disabled and you requested an accommodation in the form of light duty, your employer has an obligation under the ADA to engage in an interactive process with you to determine whether light duty, or some other reasonable accommodation, would be possible for the employer to provide without causing undue burden, and that would allow you to perform the essential functions of your job.
Q. Repeated asked fellow manager at work to leave me alone and stop harassing me (non-sexual).
A: If the harassment is not sexual in nature, and is not based on your membership in a protected class (race, gender, age, etc.), then there is little protection available under the law. You should consult an employment attorney in your area to discuss the specific type of behavior to which the fellow manager is subjecting you and your best course of action moving forward.
Q. My wife was terminated from her position. The company has sent her an NDA, is she under any legal obligation to sign?
A: Additional details are needed to fully analyze your wife's situation. You should reach out to an employment attorney in Texas and seek a consultation and review of the NDA that your wife's former employer is asking her to sign.
Q. Is it legal for my employer to write me and only me up for something everyone is doing?
A: It is not per se unlawful for your employer to single you out and discipline you for things others are doing. However, if you are being disciplined for things similarly-situated coworkers are also doing without consequence, and you believe the disparate treatment is due to your membership in a protected class (race, age, gender, religion, etc.), then you should seek counsel from an employment attorney in your area to discuss your options.
Q. I was told by my supervisor that if I have too many FMLA days they will take away the 1 day a week I can work from home
A: In general, an employer cannot use your need to take intermittent FMLA as a negative factor in making an employment decision. More details are needed to determine whether an FMLA violation has occurred. You should consult with an employment attorney as soon as possible to determine the best course of action.
Q. my lead asked if they could record our conversation. I said yes and then without asking I recorded as well
A: Texas is a one-party consent state, so as long as you were a party to the conversation that you recorded, it is not illegal. However, your employer may have a policy in place prohibiting employees from recording conversations in the workplace without the consent of all parties.
Q. is it grounds for termination if you say no on convictions ? with app if employer doesnt require background check
A: If you have been convicted of a crime, and you indicated on your job application that you have not been convicted of a crime, then your employer can terminate your employment for providing false information on your application.
Q. Can a employer drug test WITHOUT consent for suspicion drug use? Bcz a coworker snitched that they saw me doing drugs.
A: Yes, your employer can require a drug test without notice based on reasonable suspicion.
Q. Okay I’m just wondering if I made a complaint on a manager for picking on me. I haven’t been scheduled
A: It is unlawful for your employer to stop scheduling you for shifts in retaliation for making a protected complaint. Not every complaint about a manager is a "protected complaint." If you complained that you believe in good faith that your manager was treating you differently or taking some action against you because of your status in a protected class (e.g., gender, race, religion, age, disability), you may have a claim for unlawful retaliation. You should consult with an employment attorney in your area.
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Contact & Map
Mansell Law LLC
1457 S. High Street
Columbus, OH 43207
USA
Telephone: (614) 610-9899