As an Ohio Employment Attorney, Kyle focuses his practice in a wide range of areas. Kyle has assisted dozens of clients in wrongful termination, workplace discrimination (based on race, age, sex, gender, sexual orientation, national origin, military veterans, or pregnancy), Family and Medical Leave Act (FMLA), Fair Credit Reporting Act (FCRA), hostile work environment, sexual harassment, retaliation, unpaid overtime and minimum wage, non-solicitation, severance negotiations, and many more cases. Kyle represents clients in jury trials, arbitrations, unemployment hearings, disciplinary hearings, mediations, and hearings in front of the Equal Employment Opportunity Commission (EEOC).
If you are looking for a Columbus Ohio Employment Lawyer to represent you, Kyle and Mansell Law are ready. We understand Wrongful Termination Ohio laws and Ohio Overtime Laws so you are protected.
Please contact me at Kyle@MansellLawLLC.com to schedule a free consultation.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Civil Rights
- Americans with Disabilities Act (ADA), Discrimination, Employment, Fair Housing, Police Misconduct, Privacy Law
- Free Consultation
- Credit Cards Accepted
20-40% in most instances.
- Supreme Court of Ohio Office of Attorney Services
- Associate Attorney
- Mansell Law LLC
- Capital University Law School
- J.D. (2018) | Law
- Honors: Kyle received his J.D., magna cum laude, from Capital University Law School. During law school, Kyle participated on the Labor and Employment Moot Court team, was a Research Assistant for a professor at the Law School, received the CALI Award for Employment Law (highest final grade in the class), and externed for the Honorable Judge Algenon L. Marbley in the United States District Court, Southern District of Ohio.
- Ohio State University - Columbus
- B.S. (2015) | Accounting
- Ohio State Bar  # 0097806
- Mansell Law Employment Attorneys
- Ohio Civil Claims for Criminal Acts
26 August 2020
- Ohio State University Wexner Medical Center Lawsuit and Settlement
31 July 2020
- Wage and Overtime Laws for Truck Drivers
23 July 2020
- Ohio Labor Laws
- Q. Does an employer have to disclose why you failed a background check?? And is there a protocall they have to follow?
- A: Hi, more information is needed here but it sounds like a law known as the Fair Credit Reporting Act "FCRA" is implicated here. Under the FCRA, an employer is required to provide the employee a copy of his background check (or "consumer report") and a summary of the employee's rights under the FCRA within 3 days of taking an adverse employment action, i.e., terminating the employee. Sometimes the company that runs the background check provides the employee with these documents and it is not clear if that was the case here. I would reach out to an employment lawyer in your state for a consultation.
- Q. i was let go from my job and i am owed 3 days but my ex employ will not pay me what can i do to get the money i am owed
- A: More information is needed here to evaluate your claim. How long has passed since you were supposed to get paid? Some states have laws requiring a certain amount of time to pass before you can bring suit to recover wages. Otherwise, it sounds like a violation of federal minimum wage law. I would reach out to an employment law attorney in your state for a consultation to discuss options. Good luck.
- Q. Fired for restraining an out of control fellow worker I was assaulted by at work in front of management. Days after.
- A: More facts are needed to analyze your situation. Arizona is an at will employment state, meaning you can be terminated for any reason or no reason at all. The only protection you can usually get from a legal standpoint is if the termination is based on your race, religion, sex, etc. If your employer deleted your hours worked, however, this may be a minimum wage violation depending on how much you are paid and how many hours you worked that week. I would recommend reaching out to an employment law attorney in your state for a consultation.