Author: HGRS

HGRS LLP Welcomes New Partner Pilar Prinz

HGRS LLP is pleased to announce that Pilar Prinz has joined the firm as a Partner in the firm’s Santa Rosa Beach office.  Pilar has expertise in complex domestic relations and family law matters including divorce, pre-nuptial and post-nuptial agreements, legitimation and paternity. She practices law in both Georgia and Florida and is a certified Georgia civil and family law mediator and a Florida Supreme Court certified family law mediator.

We are excited to have Pilar as a partner. She will make a wonderful addition to the firm with her passion for navigating complex family law issues for clients, her deep litigation and dispute resolution experience, and her impressive contributions to the legal community. Her practice area also complements our other business and employment litigation very well.

Pilar has been named one of the Best Lawyers in America in the field of family law every year since 2019. She is listed as a Florida SuperLawyer (2020-2026), one of the Top 100 Attorneys in Georgia (2014-2018), Top 50 Women Attorneys in Georgia (2012-2019), a Georgia SuperLawyer (2010-2019), and one of Georgia Trend’s “Legal Elite.” Pilar is AV rated by Martindale-Hubbell.

Additionally, Pilar is the CEO and co-founder of Forwardly, a private digital platform focused on providing support for corporate employees going through challenging times due to relationship strain, separation, and divorce.

Pilar holds a JD/MBA from Emory University’s School of Law and Goizueta School of Business. She has been a guest legal commentator on national news including CNN, HLN, and Fox News. She is a member of Leadership Atlanta (Class of 2017).

See Pilar’s full bio at: https://hgrslaw.com/team/pilar-j-prinz/

Partner Brian Abrams and Associates Wayne Cartwright, Keri Martin, and Kristina Griffin Recognized as 2026 Georgia Super Lawyers® “Rising Stars.”

March 1, 2026.   HGRS LLP partners Brian Abrams and Keri Martin,  and associate attorneys Wayne Cartwright  and Kristina Griffin have been all been recognized by Super Lawyers as 2026 “Georgia Rising Stars.” Each year, no more than 2.5 percent of the lawyers in the state are selected by Super Lawyers to receive this honor.

The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates and peer reviews by practice area. The result is a credible, comprehensive and diverse listing of exceptional attorneys. The Super Lawyers lists are published nationwide in Super Lawyers magazine and in leading city and regional magazines and newspapers across the country.

HGRS LLP Partners Recognized as 2026 Georgia Super Lawyers®.

March 1, 2026.   HGRS LLP Partners Wit Hall, Matt Gilligan, and Kristen Goodman have been recognized as 2026 “Georgia Super Lawyers.” Each year, no more than 5 percent of the lawyers in Georgia are selected by Super Lawyers to receive this honor. Each year, Super Lawyers recognizes the most outstanding lawyers in Georgia, based on peer recognition and exceptional professional achievement.

The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates, and peer reviews by practice area. The result is a credible, comprehensive, and diverse listing of exceptional attorneys. The Super Lawyers lists are published nationwide in Super Lawyers magazines and in leading city and regional magazines and newspapers across the country.

HGRS Partner Kristen Goodman selected as Savannah, Georgia “Lawyer of the Year” in Employment Law (Management).

HGRS LLP Partner Kristen Goodman has been recognized by Best Lawyers in America® as the “Lawyer of the Year” in Savannah, Georgia, in the practice area of “Employment Law – Management.”  Kristen was selected by her peers based on her “high caliber of work” in representing management in employment law matters.  Inclusion in Best Lawyers is based on a “rigorous peer-review survey.”  Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

HGRS LLP Lawyers Included as 2026 “Best Lawyers in America®.”

Two partners at HGRS LLP (Keri Martin and Matt Gilligan) have been included in “The Best Lawyers in America® for 2026,” each selected by their peers for their “high caliber of work” in their practice areas.  Partner Keri Martin was selected in the practice areas of “Commercial Litigation”; “Litigation-Real Estate”; and “Trusts and Estates.”  Partner Matt Gilligan was selected in the category of “Employment Law – Management.”

In addition, two associates (Wayne Cartwright and Kristina Griffin) were selected as “2026 Best Lawyers – Ones to Watch.”  Wayne Cartwright was selected in the category of “Labor and Employment Law – Management and Litigation”; and Kristina Griffin was selected in the category of “Labor and Employment – Management.”  The “Ones to Watch” distinction recognizes attorneys who, while still early in their careers, have already demonstrated “outstanding professional excellence.”

Inclusion in Best Lawyers is based on a “rigorous peer-review survey.”  Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

Keri Martin Promoted to Partner

HGRS LLP is pleased to announce that Keri M. Martin has been promoted to Partner in the firm’s Savannah Office.  Keri has been an invaluable part of HGRS LLP since 2021.

Keri focuses her practice on complex business disputes involving a wide range of subject matters, including real property, contracts, torts, employment, and municipal matters.  She also frequently represents clients in transactional matters, including business formations, business sales and acquisitions, land use and zoning, estate planning and probate matters, and title matters stemming from tax sales.

Keri is a graduate of the University of Georgia, with degrees in English and Spanish languages.  She is a graduate of University of Georgia School of Law, where she was a member of the Georgia law Review.

Keri has been selected by Super Lawyers as one of Georgia’s “Rising Stars” in Business Litigation for 2022, 2023, 2024, and 2025. She was selected among the Best Lawyers in America^© for Commercial Litigation and Real Estate Litigation in 2021, 2022, 2023, 2024, and 2025. In 2021, the Home Builders Association of Georgia honored Keri with the Shining Star award, which recognizes “the commitment of a behind-the-scenes industry superstar,” for her work in challenging certain county zoning ordinances as unconstitutional and exclusionary.

See Keri’s full bio at: https://hgrslaw.com/team/keri-m-martin/

Keri’s countless litigation successes and other achievements have earned her an excellent reputation in the legal community and have greatly contributed to HGRS LLP’s consistent ranking as one of the top tier “Best Law Firms”® in Georgia.  HGRS LLP is proud to promote her to be one of its Partners.

HGRS LLP Lawyers Included as 2025 “Best Lawyers in America®.”

Two partners at HGRS LLP (Kristen Goodman and Matt Gilligan) and one associate (Keri Martin) have been included in “The Best Lawyers in America® for 2025,” each selected by their peers for their “high caliber of work” in their practice areas.  In addition, associate Wayne Cartwright was selected as a “2025 Best Lawyer – Ones to Watch.”

Partners Goodman and Gilligan were selected in “Employment Law – Management”; Associate Martin was selected in “Commercial Litigation and Litigation-Real Estate”; Associate Cartwright was selected for “Employment Law – Management.”  Inclusion in Best Lawyers is based on a “rigorous peer-review survey.”  Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

Partner Brian Abrams and Associates Wayne Cartwright, Keri Martin, and Kristina Griffin Recognized as 2025 Georgia “Rising Stars.”

HGRS LLP partner Brian Abrams and associate attorneys Wayne Cartwright, Keri Martin and Kristina Griffin have been recognized by Super Lawyers as 2025 “Georgia Rising Stars.” Each year, no more than 2.5 percent of the lawyers in the state are selected by the research team at Super Lawyers to receive this honor. Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement.

The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates and peer reviews by practice area. The result is a credible, comprehensive and diverse listing of exceptional attorneys. The Super Lawyers lists are published nationwide in Super Lawyers magazines and in leading city and regional magazines and newspapers across the country.

HGRS LLP Partners Recognized as 2025 Georgia Super Lawyers®

HGRS LLP Partners Wit Hall, Matt Gilligan, and Kristen Goodman have been recognized as 2025 “Georgia Super Lawyers.” Each year, no more than five percent of the lawyers in the state are selected by the research team at Super Lawyers to receive this honor. Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement.

The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates, and peer reviews by practice area. The result is a credible, comprehensive, and diverse listing of exceptional attorneys. The Super Lawyers lists are published nationwide in Super Lawyers magazines and in leading city and regional magazines and newspapers across the country.

Partner Kristen Goodman is now a Mediator

Kristen Goodman, Managing Partner of the firm’s Savannah, Georgia office, is now a registered neutral with the Georgia Office of Dispute Resolution.  Kristen has extensive experience representing both businesses and individuals in employment and business law matters.  Her unique practice includes both litigation and transactional work, enabling her to offer valuable experience and insight to parties during the mediation process.

With broad experience on both sides of all types of employment and business litigation disputes, Kristen is able to facilitate the resolution of conflicts efficiently and effectively.

Kristen continues to represent clients in matters involving complex business and employment matters, and she looks forward to expanding her mediation practice. To learn more or schedule a mediation session, please contact Kristen directly at kgoodman@hgrslaw.com.

Brian Abrams Promoted to Partner

HGRS LLP is pleased to announce that Brian S. Abrams has been promoted to Partner in the firm’s Atlanta office.  Brian has been an invaluable part of HGRS LLP since 2017.  His countless litigation successes and other achievements have earned him an excellent reputation in the legal community and have greatly contributed to HGRS LLP’s consistent ranking of one of the top tier “Best Law Firms”® in Georgia.

Brian focuses his practice on employment law and litigation, with particular emphasis on restrictive covenant and trade secret litigation.  Brian is a cum laude graduate of Vanderbilt University and a magna cum laude graduate of the University of Georgia School of Law, where he was inducted into the Order of the Coif and was an editor of the Georgia Journal of International and Comparative Law.  Before joining HGRS LLP, Brian served as a law clerk to the Honorable Frank M. Hull, U.S. Court of Appeals for the Eleventh Circuit, and the Honorable Harold L. Murphy, U.S. District Court for the Northern District of Georgia.  See Brian’s full bio at https://hgrslaw.com/team/brian-s-abrams/.

IS YOUR COMPANY READY FOR THE JULY 1, 2024 INCREASE IN THE SALARY THRESHOLD FOR NON-EXEMPT EMPLOYEES UNDER THE FLSA?

The U.S. Department of Labor (DOL) published a Final Rule on April 26, 2024, increasing the salary threshold for an employee to be classified as exempt from the Fair Labor Standards Act (FLSA) (i.e., not eligible for overtime). The first increase becomes effective July 1, 2024, followed by a second increase effective January 1, 2025. The Final Rule also includes a mechanism by which salary thresholds will continue to increase beginning July 1, 2027, and every three years thereafter. The increase affects the standard “white collar” exemptions (executive, administrative, professional, and some computer employees) as well as the Highly Compensated Employee exemption.

The “default” classification of an employe under the FLSA is non-exempt (i.e., eligible for overtime), and employers bear the burden of showing that an exemption applies. To determine whether a particular employee should be classified as exempt or non-exempt under the executive, administrative, professional, and some computer employee exemptions, two tests must both be satisfied: (1) the salary threshold test, and (2) the job duties test. The Highly Compensated Employee exemption sets an even higher salary threshold, plus the customary and regular performance of at least one of the job duties that qualifies for an executive, administrative, professional, or a certain computer employee exemption.

The DOL’s Final Rule does not impact the job duties test, and those requirements remain the same.  The Final Rule, however, markedly increases the salary thresholds beginning July 1, 2024 and they will continue to rise, as summarized in the chart below:

To prepare for the July 1, 2024 and January 1, 2025 increases, HGRS recommends that employers identify all employees who are compensated between $35,568 and $58,656 and review how much overtime is worked by each. By comparing future anticipated overtime costs against the salary increase necessary to remain classified as exempt, employers can estimate whether raising a particular employee’s salary to satisfy the new threshold or reclassifying the employee as non-exempt makes more financial sense.

In states with pay equity laws, increasing salaries for FLSA purposes may necessitate similar increases to comply with the applicable pay equity requirements.  When setting or restructuring your company’s current compensation structure, also keep in mind how the future increases will come into play.  California, Washington, and New York already have exempt salary thresholds above the new July 1, 2024 threshold (but not above the January 1, 2025 threshold), which provides a little breathing room in those states.

Other aspects of the FLSA remain unchanged.  Exempt employees under these exemptions must be paid on a “salary basis.” Employers may also continue to use nondiscretionary bonuses and incentive payments to satisfy up to 10% of the salary level in certain circumstances.  Further, employers’ recordkeeping requirements for all non-exempt employees stay the same.

The FLSA is a technical statue that can be tricky for employers to comply with.  Please contact HGRS to consult with an experienced attorney to ensure your company remains in compliance.

Elizabeth M. Newton, May 2024

Muldrow v. City of St. Louis: New U.S. Supreme Court Ruling Lowers Bar for Title VII Discrimination Claims

In a significant decision that reshapes the landscape of employment discrimination law, the U.S. Supreme Court has recently handed down an opinion in Muldrow v. City of St. Louis, which fundamentally alters the burden for plaintiffs alleging discrimination under Title VII of the Civil Rights Act of 1964. Previously, courts in several circuits, including the 11th Circuit, required plaintiffs to demonstrate a “materially adverse employment action” in Title VII cases. The Supreme Court’s ruling in Muldrow overturns this standard, requiring plaintiffs to show they suffered only “some injury.”

The Case.

Jatonya Muldrow, a sergeant in the St. Louis Police Department, claimed she was the victim of sex discrimination following her involuntary transfer from a prestigious position in the Intelligence Division to a patrol role. Despite maintaining her rank and pay, Muldrow experienced a notable change in her job responsibilities, perks, and work schedule. After lower courts ruled against her, stating that the transfer did not meet the threshold of a materially significant disadvantage, the Supreme Court agreed to hear her case.

In a unanimous decision, the Court held that, to prove discrimination under Title VII, it is not necessary for a transfer to inflict significant or material harm.  Writing for the Court, Justice Elena Kagan emphasized that the statutory language of Title VII requires only a showing of some disadvantageous change to an employment term or condition based on discrimination. The Court thus rejected the higher thresholds used by some circuits, which demanded that a plaintiff demonstrate significant, serious, or substantial harm.

Implications for Employers and Employees.

This decision marks a pivotal shift in how employment discrimination cases will be evaluated, particularly concerning job transfers that do not result in an outright demotion or pay cut. It opens the door for more claims to proceed in federal court by lowering the burden on employees. Employers must now exercise greater caution in how they manage employment actions that might be perceived as discriminatory, even if these actions do not alter an employee’s title, salary, or benefits.

The ruling in Muldrow v. City of St. Louis signals a more inclusive interpretation of what constitutes harm under Title VII, focusing on the broader spectrum of discriminatory impacts rather than just the most overt or substantial changes.

For those navigating the complexities of employment law, understanding the nuances of this ruling is essential. Should you have questions or require further information on how this decision might impact your situation, do not hesitate to consult with the attorneys at Hall, Gilligan, Roberts & Shanlever LLP (HGRS LLP), who are equipped to provide comprehensive legal guidance and support.

Wayne M. Cartwright, May 2024

Reducing Legal Risk to Your Company

As an owner or executive of your company, there are five improvements you should consider making within your organization to help prevent legal issues. Handling these things proactively will make your business run smoother and can mitigate the burden on your business if an employee files a lawsuit against your company or you are otherwise faced with a difficult employee issue.

(1) Review your employees’ pay and positions.

There are a lot of ways a company can run afoul of the Fair Labor Standards Act when a business grows and changes over time. All organizations should carefully evaluate how their employees are paid to ensure the organization is in compliance with applicable laws. Even if you follow what others in your industry do, it may not be enough to prevent a claim from being brought against your company.

Do you have employees doing the same job but who have different titles? Are they also paid differently? Do you have contractors working alongside employees for a long period of time? Do you have managers that don’t actually manage people and also don’t manage an entire project or line of business? If any of these apply to your organization, it is a good time for an employment audit to ensure your business is complying with applicable laws.

(2) Train your managers.

Continuously training management often gets overlooked. There is rarely a good time to have your management employees turn their attention from the goals of the business to focus on legal risk and compliance. But there are numerous benefits of periodic training, including educating management on how to properly handle complaints of harassment and discrimination.

Additionally, ensuring employees know how to report any issues, concerns, or suspected discrimination or harassment is critically important. Employers must have a strong reporting procedure that provides for multiple avenues of reporting and guarantees employees that they will not face retaliation for making good faith complaints of discrimination or harassment. Management training can also be used to coach managers and strengthen the skills they need to navigate other difficult management issues they may face. If you have not done management training recently, getting a training session scheduled would provide valuable protection to your company, as it is essential that your managers know their legal obligations as a part of your leadership team.

(3) Establish a performance review process.

Many of the claims we see against companies are pursued when an employee feels mistreated or wronged. This is often due to receiving little to no feedback on their performance from management during the course of their employment. This lack of communication can lead to misunderstandings in the workplace, which can then result in litigation.

It is natural for managers to shy away from difficult conversations and confrontations when an employee is not meeting expectations, but this leaves the company exposed to risk when the time comes to make a decision on termination. As a business leader, you should prioritize giving managers the tools they need to address performance deficiencies while communicating respectfully and fairly with employees.  Empowering your managers to raise and document performance concerns early in the process will go a long way in protecting your company and minimizing the chances you are sued. And, with regular training and good documentation practices, you’ll be ready to strongly defend yourself in the event of litigation.

(4) Protect your confidential information and trade secrets.

What is your business’s most valuable information? What kind of information gives your business a competitive advantage? Is that information properly protected? Who has access to your confidential information?

Confidentiality agreements are an important tool for protecting your business’s most important information. These agreements are used to set forth employees’ obligations to not to share your sensitive information. Such agreements also make clear that the company, not the employee, owns the information, even if the employee worked on or compiled the information during the course of their employment. Depending on your business, confidentiality agreements can also be used alongside noncompete agreements, nonsolicitation agreements, and/or nonrecruitment agreements, all of which should be tailored to your specific business needs and must be carefully drafted to comply with constantly-changing state laws.

(5) Set an example.

Finally, it is worth considering other steps you can take to cultivate a positive workplace environment that lets employees know they are valued. If you spend the time necessary to actively develop your culture and ensure that your managers are acting to best represent the organization, it is less likely you will be the target of a disgruntled employee’s lawsuit. No employer can completely prevent all personnel issues, but when complaints are taken seriously with proper investigations and managers exemplify the company’s professional and respectful culture, it greatly mitigates any problems that may arise.

Conclusion

Not only do these steps help put your organization in a position to efficiently and effectively defend against claims that may be asserted against it, they will also help you avoid having to deal with expensive litigation. The time you spend focusing on these key improvements will pay off. If you would like to learn more about any of the topics discussed in this article, please reach out to a member of our firm.

Kristina K. Griffin, May 2024

Legal Update: Pregnant Workers Fairness Act (PWFA)

This week, the EEOC issued its final rule on the Pregnant Workers Fairness Act. The PWFA has been in effect since June 27, 2023, so employers who have not yet taken steps to ensure compliance should do so immediately.

The Pregnant Workers Fairness Act (PWFA) requires employers to provide reasonable accommodations to workers with limitations related to: pregnancy, childbirth, or any related medical conditions. Accommodations must be provided as needed to qualified employees unless providing the accommodation would create an undue hardship on the business.

The PWFA applies to all employers with 15 or more employees and covers both employees and applicants.

The accommodations requirements under the PWFA are fundamentally the same as the requirements under the Americans with Disabilities Act (ADA), which requires employers to provide reasonable accommodations to qualified employees with disabilities. Notably, however, the PWFA does not require that an employee have any kind of disability. Therefore, an individual may be entitled to accommodations under the PWFA for things beyond health conditions relating to pregnancy.

The EEOC has specifically provided the following examples of possible reasonable accommodations under the PWFA:

• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
• Revised uniform or dress code requirements, or providing safety equipment that fits;
• Leave to attend healthcare appointments;
• Leave to recover from childbirth, a miscarriage, or other medical conditions related to pregnancy or childbirth.

Determining whether a requested accommodation is reasonable requires careful consideration of an employee’s role and the employer’s business.  If you need assistance analyzing how the law applies to an employee’s particular circumstances, please reach out to one of the attorneys at our firm.

Key Takeaways:

Employers who have not yet reviewed their policies and practices to ensure compliance with the PWFA should promptly do so. Employers should also immediately inform all managers of the new law’s requirements, and consider training management employees on how to properly respond to requests for accommodation, both for employees who are pregnant or have pregnancy related health concerns, and for employees who need an accommodation for a disability. Our firm is here to answer any questions you may have about the PWFA and how it applies to your business.

HGRS LLP Lawyers Included in 2024 Edition of The Best Lawyers in America©

Two partners at HGRS LLP (Kristen Goodman and Matt Gilligan) and one associate (Keri Martin) have been included in “The Best Lawyers in America© for 2024,” each selected by their peers for their “high caliber of work” in their practice areas.  In addition, associate Wayne Cartwright was selected as a “2024 Best Lawyer – Ones to Watch.”  Partners Goodman and Gilligan were selected in “Employment Law – Management”; Associate Martin was selected in “Commercial Litigation and Litigation-Real Estate”; Associate Cartwright was selected for “Employment Law – Management.”  Inclusion in Best Lawyers is based on a “rigorous peer-review survey.”  Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

HGRS LLP Partners Recognized as 2024 Georgia Super Lawyers.

HGRS, LLP Partners Wit Hall, Matt Gilligan, and Kristen Goodman have been recognized as 2024 “Georgia Super Lawyers,” as published in Atlanta Magazine and the Atlanta Business Chronicle.  According to the selection committee, Super Lawyers are those who have “achieved excellence in their practice” and are selected based on “a high degree of peer recognition and professional achievement.”  The designation is limited to less than 5% of attorneys practicing in the State of Georgia.

Associates Brian Abrams, Wayne Cartwright, Kari Martin, and Kristina Griffin Recognized as 2024 Georgia “Rising Stars.”

HGRS LLP associate attorneys Brian Abrams, Wayne Cartwright, Keri Martin and Kristina Griffin have been recognized by Super Lawyers as a 2024 “Georgia Rising Stars,” as published by Atlanta Magazine and the Atlanta Business Chronicle.  According to the Super Lawyers selection committee, Rising Stars are those “outstanding” lawyers age 40 and under who have “attained a high degree peer recognition and professional achievement.”  The Rising Star designation is limited to less than 2.5% of attorneys practicing in the State of Georgia.

U.S. News & World Report ranks HGRS LLP Atlanta and Savannah offices in 2024 “Best Law Firms” List.

HGRS LLP’s Atlanta office is ranked in the 2024 U.S. News & World Report – Best Lawyers^® “Best Law Firms” list at the highest Tier (Tier 1) in its region in the practice area of “Employment Law – Management.”  HGRS LLP’s Savannah office also is ranked in its region, in the practice areas of “Employment Law – Management,” “Commercial Litigation,” and “Litigation-Real Estate.”  According to the selection committee, rankings are “based on a rigorous evaluation process,” and law firms included in the 2024 “Best Law Firms” list are “recognized for professional excellence with persistently impressive ratings from clients and peers.  Achieving a tiered ranking signals a unique combination of quality law practice and breadth of legal expertise.”

HGRS LLP Lawyers Included in 2023 Edition of The Best Lawyers in America©

Two partners at HGRS LLP (Kristen Goodman and Matt Gilligan) and one associate (Keri Martin) have been included in “The Best Lawyers in America© for 2023,” each selected by their peers for their “high caliber of work” in their practice areas. Partners Goodman and Gilligan were selected in “Employment Law – Management”; Associate Martin was selected in “Commercial Litigation and Litigation-Real Estate.”  Inclusion in Best Lawyers is based on a “rigorous peer-review survey.”  Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”