Neel David W

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Attorneys, Employee Benefits & Worker Compensation Attorneys, Labor & Employment Law Attorneys

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16 Years

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(216) 522-0011Visit WebsiteMap & Directions55 Public Sq Ste 1950Cleveland, OH 44113 Write a Review

Hours

Regular Hours

Mon - Fri:	9:00 am - 6:00 pm
Sat - Sun	Closed

Places Near Cleveland with Attorneys

University Circle (7 miles)
Lakewood (9 miles)
Brookpark (11 miles)
Rocky River (12 miles)
Maple Heights (14 miles)

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General Info: I represent employees bringing unpaid overtime, minimum wage, wrongful termination, discrimination (pregnancy, race, gender, age, religion, national origin, ancestry, disability), FMLA, unemployment and other unlawful employer practices cases and claims.
Email: Email Business
Services/Products: Trial and Litigation Attorney Representation in Unpaid Overtime, Wrongful Termination, Discrimination, Sexual Harassment, Whistle-blower & Civil Rights Cases
Payment method: discover, check, paypal, cash, visa, master card, amex
Location: First National Bank Bldg., 55 Public Square, Suite 1950, Cleveland, Ohio 44113
Neighborhood: Downtown Cleveland
Accreditation: Ohio State Bar Association
Other Link: http://www.neellaw.com
Categories: Attorneys, Employee Benefits & Worker Compensation Attorneys, Labor & Employment Law Attorneys

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Phone: (216) 522-0011

Address: 55 Public Sq Ste 1950, Cleveland, OH 44113

Website: http://www.neellaw.com

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Neel David W

Paternity

Criminal Defense
Finch case, which is cited in the article, seems to provide some guidance on the issue youâ€™ve pinpointed. The Army Court of Criminal Appeals in

Business and Corporate Law

Trade Secrets

Workers Compensation
Wrongful Termination
David W. Neel, Esq., Cleveland, Ohio’s Employment Lawyer — Overtime, Harassment, Discrimination, Wrongful Termination, Whistle Blower, Retaliation, Severance And More.
Employment Discrimination
Employment Litigation
You might ask, â€œWhy wouldnâ€™t they beâ€ ? The answer is the rule against hearsay. Hearsay is simply a statement not made at trial and offered for its truth. The statement, â€œYouâ€™re being let go because youâ€™re too oldâ€ would be offered for its truth â€“ that the reason for termination is the plaintiff-employeeâ€™s age. Unless an exception applies, the statement will not come into evidence. The exception that applies in employment litigation is for statements made by a partyâ€™s employee â€œon a matter within the scope of that relationship and while it existed.â€ Fed. R. Evid. 801(d)(2)(D). The Ohio evidence rule is essentially the same. See Ohio R. Evid. 801(D)(2)(d). So, the employee who is tasked with conveying the reason for termination is clearly acting within the course and scope of their employment. Their statements are admissible.
Sexual Harassment
Ward v. Jackson State University, 602 Fed. Appx. 1000 (5th Cir. 2015), the plaintiff alleged that defendants violated Title VII by firing her in retaliation for reporting sexual harassment. To show defendants knew about her complaint of harassment, plaintiff offered evidence that a secretary had told her she had told the head of human resources about plaintiffâ€™s allegations. Because the secretaryâ€™s duties did not encompass handling sexual harassment reports, her statement to plaintiff was inadmissible hearsay.

Disability Discrimination
Contact Cleveland, Ohio attorney David W. Neel if you have questions about disability discrimination or any employment law matter. Call 216-522-0011 for a free consultation.

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