Martin & Martin, LLP

How the team is built

The firm began in Atlanta in 2007, when Kimberly N. Martin and Thomas F. Martin founded it together. They are daughter and father, and each holds the title of founding partner. The two attorneys have practiced together for more than 15 years.

Martin & Martin, LLP represents employees and a select number of small businesses. Its work centers on employment law and wage and hour disputes. The firm's site says the attorneys accept fewer cases so they can handle each matter directly.

A defined client mix

Employee representation accounts for much of the listed work. The firm also counsels small businesses on employment duties, workplace documents, contracts, and wage practices. In my opinion, this client mix gives the firm a clear employment-centered identity while adding a practical business law component.

Experience with both employees and employers can bring two viewpoints to a workplace dispute. Employees often need help understanding statutory rights and gathering records. Small businesses may need advice on policies, agreements, agency proceedings, and active claims.

Employee claims under federal workplace laws

The Fair Labor Standards Act is central to the listed wage work. The firm handles unpaid overtime and worker misclassification matters under that law. These cases often depend on work duties, pay methods, schedules, time records, and the number of hours worked.

In a typical overtime matter, attorneys review pay statements, job descriptions, time sheets, electronic records, and communications about work performed outside recorded hours. Classification questions may require a close review of the employee's actual duties. The job title alone gives only part of the factual picture.

Discrimination, harassment, and retaliation

The firm's discrimination work includes claims under Title VII, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. It also handles sexual harassment, retaliation, and wrongful termination matters. Each category calls for its own factual and legal review.

Employment discrimination disputes commonly involve hiring records, performance reviews, workplace messages, disciplinary documents, and comparisons between employees. Harassment matters may involve reports to supervisors or human resources, witness accounts, and the employer's response. Retaliation claims often turn on the timing between protected workplace activity and a later employment decision.

The firm's site reports that Kimberly N.In 2016, Martin obtained a sexual harassment and retaliation verdict that ranked second by amount among Georgia verdicts that year. The site identifies the type of case and its statewide position for that year. It does not attach a settlement figure to the claim in the supplied material.

Leave, equal pay, and employment agreements

The practice also includes Family and Medical Leave Act claims, equal pay disputes, and breaches of employment contracts. FMLA matters often require review of leave requests, employer notices, medical certification records, attendance files, and decisions made during or after leave. The sequence of those events can shape the dispute.

Equal pay claims call for a comparison of compensation and work performed. Relevant records may include job duties, payroll material, employment history, and the basis given for pay differences. Contract disputes begin with the language the parties accepted, followed by the conduct that led to the claimed breach.

Business counsel grounded in employment issues

Small business clients can seek day-to-day counsel on contracts, employment law, and wage and hour law. The listed services include restrictive covenants, confidential information, trade secrets, and in-house counsel support. This work connects contract drafting with the legal duties that arise in the workplace.

Contract counseling can cover the wording of an agreement, the duties assigned to each party, and the terms that apply when the relationship ends. Restrictive covenant questions may concern the activity covered, the people or information protected, and the reach of the written terms. Confidentiality and trade secret matters often require attention to both the agreement and the handling of business information.

Agency proceedings and dispute forums

The firm represents small businesses before the Equal Employment Opportunity Commission and the Department of Labor. It also handles arbitration, mediation, and litigation. Those forums involve different procedures and different decision-makers.

An EEOC matter may begin with an administrative charge and an employer response supported by workplace records. A Department of Labor matter may require payroll data, timekeeping material, and explanations of wage practices. Arbitration places the dispute before a private decision-maker, while mediation gives the parties a structured setting for settlement discussions.

Litigation can include pleadings, document exchange, witness testimony, motions, and trial preparation. Employment disputes may move between agency review and court proceedings based on the law and the posture of the claim. The firm's listed work covers both counseling before a dispute and representation once a formal matter begins.

Training for Georgia businesses

Martin & Martin created the Georgia Small Business Employment Law Training Center in 2022. The center fits within the firm's stated small business work. It adds an educational element to services that already include workplace advice and in-house counsel.

Attorney backgrounds and professional paths

Kimberly N. Martin brought prior employer-side experience to the firm. She worked at several large national and international law firms, where she represented employers in employment and wage and hour matters. For more than 15 years, she has represented employees and a select number of employers.

Kimberly graduated with honors from the University of Florida College of Law. She received the Book Award for Employment Law after earning the highest grade in that class. Her education and earlier employer representation align directly with the firm's current subject matter.

Thomas Martin's route to employment law

Thomas F. Martin entered law after a long career in health care administration. He spent 28 years as a senior executive at several hospital corporations and earned an MBA. He graduated from law school after retiring from his health care career.

Before that business career, Tom played basketball at the United States Naval Academy. He served in Vietnam on river patrol boats in the Mekong Delta. He has represented employees in employment and wage and hour matters for more than 15 years.

His background includes military service, corporate management, graduate business study, and legal practice. The hospital executive role gave him direct experience within large workplaces before he began representing legal clients. The firm's small business counseling also draws on subjects that overlap with management, contracts, and workplace administration.

Direct attorney involvement and regional reach

The stated case model places the two founding partners close to client matters. The site says the firm limits the number of cases it takes so its attorneys can provide direct attention. That approach is especially relevant in employment disputes, where documents, timing, and detailed workplace accounts often shape the legal analysis.

The practice combines employee claims with counsel for a select group of small businesses. Its named services cover federal wage law, discrimination statutes, leave rights, equal pay, employment contracts, restrictive covenants, confidential information, and trade secrets. The firm also appears in agency proceedings, arbitration, mediation, and litigation.

Georgia service area

Martin & Martin is based in Atlanta and serves clients across Georgia. Its site specifically identifies Cobb, DeKalb, Fulton, and Gwinnett counties as parts of its service area. The firm has operated from Atlanta since its founding in 2007.