Almost. Georgia is an “at-will” state meaningemployers can terminate for any reason (or none), except where it violates federal anti-discrimination laws, retaliation protections, or public policy.
How we help: We review termination decisions before you act and document legitimate business reasons to protect you from wrongful termination claims.

Within 24 hours: (1) Don’t retaliate, (2) Document everything, (3) Call us immediately, (4) Preserve all records.
How we help: We draft strong policies, provide training, conduct audits, and guide investigations to create a compliant, respectful environment that reduces risks.

Within 24 hours: (1) Don’t retaliate—no termination, demotion, or schedule changes, (2) Document everything—date, conversation, witnesses, (3) Call us immediately—early response often prevents formal charges, (4) Preserve all records—emails, performance reviews, attendance.
How we help: We respond within 24 hours to assess your exposure and recommend next steps. We handle responses, mediations, and defenses to resolve efficiently and protect your business.

Five essential steps: (1) Written anti-discrimination and anti-harassment policies, (2) Manager training on proper documentation and termination procedures, (3) Consistent application of policies (biggest liability: treating similar situations differently), (4) Prompt investigation of complaints, (5) Annual policy audits.
How we help: We create customized employee handbooks with Georgia-compliant policies, conduct manager training sessions (in-person or virtual), and perform annual compliance audits to catch issues early. If a complaint arises, we guide your internal investigation to minimize liability.

Yes if: (1) You have 5+ employees, (2) You want to preserve at-will status while setting expectations, or (3) You want protection against unemployment and discrimination claims.
How we help: We draft customized employee handbooks tailored to your Georgia business, covering all required policies plus company-specific rules. We include at-will acknowledgments, anti-harassment procedures, and clear disciplinary policies that protect you in disputes. Once complete, we train your managers on proper implementation and help you roll it out to employees with signed acknowledgments.

You’re exposed to significant risk. Without written policies, you can’t prove consistent treatment (key defense against discrimination), you may lose at-will protections, and you have no clear process for handling complaints. Without employment agreements, you can’t protect confidential information or prevent key employees from immediately competing.
How we help: We offer a “Clean Slate Employment Package” for businesses starting from scratch: Custom employee handbook, At-will employment offer letter template, Confidentiality/non-compete agreements, Manager training on implementation, One-year of compliance support.

Georgia follows the federal minimum wage of $7.25 perhour. Non-exempt employees get 1.5x pay for hours over 40 per week u for non-exempt employees. Exempt employees must: earn $844+/week ($43,888/year) AND perform executive, administrative, or professional duties. Common mistake: job title doesn’t determine exemption—actual duties do.
How we help: We audit your pay practices and employee classifications to ensure compliance before the Department of Labor investigates.

Yes, most employers with 3+ employees must carry it; exemptions are limited. We help ensure proper coverage.
How we help: We review your workers’ comp policy to ensure it meets Georgia Board of Workers’ Compensation requirements and covers all employees properly. If you’ve been operating without coverage, we help you get compliant quickly and advise on penalty exposure.

The IRS uses 3 tests: (1) Behavioral—do you control how they work? (2) Financial—do they use own tools, invoice you, work for others? (3) Relationship—temporary project or ongoing? We review this information with you and make sure you are making the right classification.

How we help: We conduct a complete workforce classification audit, reviewing your contractor agreements and actual working relationships against IRS, Department of Labor, and Georgia criteria. You’ll receive a written report identifying risks and specific steps to reclassify workers or strengthen contractor arrangements. We also draft compliant independent contractor agreements that support your classification decisions.

Non-exempt: Must receive overtime (1.5x) for hours over 40/week. Most hourly employees. Exempt: Salary + specific duties = no overtime required. Requirements: Must earn $844+/week ($43,888/year) AND spend majority of time on executive, administrative, or professional work. Common mistakes: paying salary doesn’t automatically make someone exempt; job title doesn’t matter—actual duties do. Misclassification triggers back-pay for all overtime worked.
How we help: We review each position’s job description and actual duties against federal exemption tests, then provide clear guidance on proper classification. If you’ve been misclassifying employees, we help you transition to compliant pay practices and advise on back-pay exposure.

Yes, but Georgia has strict requirements. Must be reasonable in time, in geographic scope, in scope of restricted activity, and supported by consideration (given at hiring or with promotion/raise). Courts will not rewrite overly broad agreements—they’ll void them entirely.
How we help: We draft enforceable non-compete, non-solicitation, and confidentiality agreements tailored to your business and compliant with Georgia’s strict requirements. We balance protection of your legitimate interests with reasonable restrictions courts will uphold.