Justin M. Scott is the founder of Scott Employment Law, P.C., a boutique employment litigation firm representing both companies and individuals in employment disputes.
Justin handles a wide-range of employment cases, including wage-and-hour cases involving claims of misclassification, unpaid overtime, unpaid minimum wage, off-the-clock claims, and other related allegations. He has substantial experience litigating such matters on a class, collective and individual basis, both on the plaintiff’s and defense side.
He also frequently litigates harassment, discrimination, retaliation and failure-to accommodate claims under all major federal employment statutes, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (“ADEA”), the Americans with Disabilities Act (“ADA”), the Family and Medical Leave Act (“FMLA”) and the Equal Pay Act of 1963.
Justin additionally drafts and litigates the enforceability of restrictive covenants, including non-competition, non-solicitation and non-disclosure agreements.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Free Consultation
- California
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- Georgia
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- 5th Circuit
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- 11th Circuit
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- United States District Courts for the Middle Districts of Georgia
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- United States District Courts for the Northern Districts of Georgia
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- English
- Managing Shareholder
- Scott Employment Law, P.C.
- - Current
- Senior Associate
- Paul Hastings
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- Attorney
- Ogletree Deakins
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- Partner
- Buckley & Klein, LLP Partner
- -
- Attorney
- Ogletree Deakins
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- Attorney
- Ashe Rafuse & Hill, LLP
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- Emory University School of Law
- J.D.
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- Haverford College in Pennsylvania
- B.A.
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- Rising Star
- Super Lawyers
- 2011, 2012, 2013, 2014, 2015, 2016, 2017, 2018
- National Employment Lawyers Association
- Member
- Current
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- Atlanta Bar Association
- Member
- Current
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- California State Bar
- Member
- Current
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- Georgia State Bar
- Member
- Current
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- Ninth Circuit: ‘Cash-in-Lieu Benefits’ Made to Employees Must Be Included in the Regular Rate of Pay for Overtime Compensation
- Bender’s Labor & Employment Bulletin
- Expert Q&A: Labor and Employment Issues in the On-demand Economy
- Thompson Reuters, Practical Law
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