Kimberly Martin obtained the second highest jury verdict of the year for a sexual harassment/retaliation case by passionately fighting for her client. She was selected in 2023 as a National Trial Lawyer's Top 100 Plaintiff Civil Trial Lawyer. As a employment and overtime litigator in Atlanta, Georgia Kimberly has over 20 years of experience in employment and wage & hour laws. She worked at several large national and international law firms prior to founding Martin & Martin and in 2007, she and her partner, Tom Martin, founded Martin & Martin to represent employees and a select number of small businesses in all aspects of corporate, employment, overtime, and wage & hour laws.
Kimberly is a trial attorney who unapologetically passionately fights on behalf of employees. She represents employees in matters involving unpaid wages & overtime, discrimination on the basis of age, disability, race, religion, sex, and pregnancy, as well as retaliation, arbitration, litigation, mediation, EEOC Charges, DOL investigations, and the FMLA. She also defends employees in matters involving restrictive covenants and trade secrets. She limits the number of cases she takes so her clients are not part of a "litigation mill."
Based on her prior experience in representing large corporations in litigation and day-to-day employment law matters, Kimberly also represents a select number of small businesses offering them very reasonably hourly rates and monthly retainer fees. She understands the sacrifices that small business owners make to run their businesses and she is honored to help protect them from legal claims and fight for them in a myriad of corporate, employment, and wage & hour matters, including contracts, restrictive covenants, company policies, EEOC Charges, DOL investigations, litigation, mediation, and arbitration. She is proud to provide her clients with excellent legal counsel while also ensuring that her attorney's fees are always reasonable.
- Employment Law
- Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Civil Rights
- Americans with Disabilities Act (ADA), Discrimination, Employment
- Business Law
- Business Contracts, Business Litigation
- Overtime Wages Tip Pool Misclassification for Overtime Independent Contractors
- Free Consultation
- Georgia
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- 11th Circuit
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- U.S District Court Northern District of Georgia
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- U.S. District Court Middle District of Georgia
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- English
- Partner
- Martin & Martin, LLP
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- Kimberly obtained the second highest sexual harassment jury verdict of the year in Georgia by passionately fighting for her client. At Martin & Martin, Kimberly represents employees and a select number of small employers in all aspects of employment law, including, overtime, misclassification of employees, exempt vs. nonexempt status, tip pool violations, independent contractor status, disability discrimination, FMLA violations, age discrimination, sexual harassment and retaliation.
- Large Global Law Firms
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- Represented employers in all aspects of employment law at several global law firms prior to forming Martin & Martin in 2007.
- University of Florida
- J.D. (1996) | Law
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- Honors: Graduated with Honors Book Award for highest grade in Employment Law Most Outstanding Graduate, Trial Team
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- University of Florida
- B.A. (1993) | History
- Honors: Florida Blue Key
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- Top 100 Civil Plaintiff Lawyer
- The National Trial Lawyers
- The National Trial Lawyers Top 100 is an invitation-only organization composed of the premier trial lawyers from each state or region who meet stringent qualifications as trial lawyers. Membership into The National Trial Lawyers Top 100 is by invitation only and is extended exclusively to those practicing civil plaintiff and/or criminal defense law.
- Second Highest Sexual Harassment Jury Verdict in Georgia for 2016
- Trial Attorneys Jury Awards
- The National Trial Lawyers # 28717392371698
- Member
- - Current
- Activities: Top 100 Plaintiff Civil Trial Lawyers
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- Q. I got fired cuz I had a Dr's note not to work
- A: I'm sorry that you were terminated for turning in a doctor's note. Under the American's with Disabilities Act, an employer cannot terminate an employee on the basis of a disability or because they perceive the employee as having a disability. If an employee has a disability under the ADA, it may be a reasonable accomodation to permit them to take time off from work, go to doctor's appointments, etc. Additionally, under the Family with Medical Leave Act (FMLA), if an employee qualifies, they are entitled to take off up to 12 weeks per year for a serious medical condition. They can take time off intermittently meaning take a day or more off whenever they need to. They do ... Read More
- Q. What is the law regarding a company demanding for the employees to attest to a vaccine? Is it legal to demand that info?
- A: The cases involving whether employees are required to be vaccinated are evolving every day and depend on the type of work, reason for not getting the vaccine and whether the work is remote. I think a free consultation with a Georgia employment lawyer would be beneficial to you to discuss your situation. If you have not received the vaccine due to medical or religious reasons, your employer is required to provide you with a reasonable accommodation, if one exists. Working remotely is a reasonable accommodation. Therefore, speak with an employment lawyer about the specifics of your case to see if your situation falls within any legal protections. If it does, they can help you with how to discuss ... Read More
- Q. I'm needing to find more information on standard of conduct.
- A: I think a free consultation with an employment lawyer may be beneficial for you. You do not provide enough information to provide a thorough response. If you have a disability or needed time off from work due to a serious health condition, you may want to speak with an attorney who can discuss that with you confidentially. The Americans with Disabilities Act protects workers with disabilities and the Family Medical Leave Act protects workers who need to take leave due to a serious health condition. Terminating an employee because of a disability or for taking leave, may be a violation of these laws.
