Top Employment Lawyers in Reynoldsburg | 1 available

1 Employment lawyers are available in Reynoldsburg, Ohio, including Julie Katherine Phillips. These lawyers are rated between 4.8/5 to 5.0/5 and 57% provide free consultation.

Julie Katherin

Employment Lawyers Nearby Reynoldsburg (by distance)

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Julie Katherine Phillips

8995 East Main Street , Reynoldsburg , Ohio 43068

Practice Areas: Business, Administrative Law, Real Estate, Employment

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Recent Q&As in Ohio (Employment)

Can my employer discipline me for showing coworkers my own write-up? | Aug 14, 2026 | Sourced from Reddit
location: Ohio I work at a private manufacturing facility and I'm in a union bargaining unit. Last month I received a written warning for attendance points. I thought some of the points were being calculated incorrectly because our schedule had changed with very little notice, so during lunch I showed the write-up to two coworkers and asked whether they'd had the same thing happen. Both said they'd recently received points under similar circumstances. We compared the dates and later brought it up with our union steward because it looked like the issue might affect more people than just me. Management found out that I had shown the write-up to coworkers. Yesterday I received another written warning for "sharing confidential disciplinary information." HR told me disciplinary documents are confidential workplace records and aren't supposed to be discussed with other employees. The document didn't contain anyone else's information. It was my name, my attendance dates, the policy they said I violated and the discipline issued to me. Our steward says they can't order employees not to discuss their own discipline when they're comparing working conditions with coworkers. Can the company legally discipline me for showing and discussing my own write-up with other employees, or would that be protected union/concerted activity?
Legality regarding selling materials gathered at work? | Aug 13, 2026 | Sourced from Reddit
Location: Ohio Hey all, I work 4 days a week (usually solo shifts) at a small local bar. Most days it's pretty slow, especially before 5 o'clock, so I often find myself in the bar all by myself doing menial tasks or doodling or doing some random BS to keep from losing my mind. Now let me tell you. This bar is FULL of spiders. It's so bad that my coworkers and I or sometimes just refer to it as "spider bar" or "SB" as a joke. Now, none of my co-workers are the biggest fans of spiders, and while I don't mind them, I usually can't be bothered to clean up any webs that aren't particularly prominent or in the way of anything. So a couple weeks ago, I was having lunch with a friend and he keeps talking about how there's "money in silk." Well that got my gears turning. Since then, every time I've been alone at the bar, I've been going around to every nook and cranny and collecting all the dead webs (I try not to disrupt the living spiders if I can help it) into a big silk rope. Currently it's about 8 to 9 inches long probably, and I'm gonna try selling it on eBay or Marketplace or something once it gets 1½ to 2 feet long. All this being said, if my employers found out about this, would they be able to claim the rope as company property as it's made from…
How to prove wage theft for when employer edits your timecard for breaks you don't take? | Jul 25, 2026 | Sourced from Reddit
Location: Ohio I am an hourly employee who is a manager at a restaurant. The company policy is that if you are scheduled more than 5 hours you have to take a 30 minute break (even if you're not a minor). For managers it has always been my understanding that we should find time to get off the floor and grab something quick, then hop back on. I never take more than 10 minutes to eat. I come to find out that for the year I have been here that they have been editing my time cards after the fact to include a 20-30 minute gap for an unpaid break. I am scheduled over 40 hours weekly, so those extra minutes would count as overtime, so it definitely adds up. I looked into the laws and the FLSA, and I think I could have a case for wage theft. I guess what I am unsure about is how the burden of proof goes. One angle could be that they say I was violating company policy by not taking my break, but that doesn't take away the fact I worked those hours right? If I was breaking policy, why didn't they write me up? For proof, they can just watch the cameras. I am never sitting down for long, and even if I am, I am working on work stuff on my phone, like running reports and writing messages. So what would be my best course of action here? And what…
Can my employer deduct time for an unpaid break I don't take? | Jul 24, 2026 | Sourced from Reddit
Location: Ohio I work at a restaurant as a manager, and am paid hourly. There is a break policy for team members that requires them to take an unpaid 30 minute break if they work over 5 hours. There isn't a specific stipulation that applies to managers, but the expectation was that you should take a break whenever you can, but if things got busy, you need to hop back into things. For that reason, I never clocked out on my breaks because I was expected to basically be "on call" in case employees needed something. Plus I would only sit down for 5-10 minutes tops. I talked it over with the owner, and they said they were fine with that. Now I found out that for over a year they have been adding on 30 minute unpaid breaks on every shift I work (essentially picking an arbitrary time, clocking me out, then clocking me back in 30 minutes later). Again, if I do take a break, I take one for 5-10 minutes. Adding up all the missing hours (which would most likely be overtime), those are thousands of dollars that were taken away from me. Please tell me there is some kind of recourse to this. Otherwise, if I am the only manager on duty, I should be free to clock out on break, and leave the store unattended for 30 minutes without any problem right?

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