Mansell Law, LLC

Focus and practice areas

Employment law is the whole of what Mansell Law, LLC does. The Columbus firm works on wage and hour claims, discrimination and retaliation, sexual harassment, wrongful termination and hostile work environment claims. Whistleblower and qui tam matters sit on the same list, as do cases under the Fair Credit Reporting Act.

The firm also handles the paperwork side of employment. That covers employment contracts, non-compete review, severance negotiations and unemployment compensation. Class actions appear in its stated work too, which matters most in unpaid overtime disputes where one payroll practice affects a whole group of workers.

In my opinion, the clearest signal here is the concentration. One field of law, described the same way across the site, with no attempt to stretch into unrelated areas.

Unpaid overtime and wages

Wage claims usually turn on records. An overtime case under the Fair Labor Standards Act asks whether the worker was properly classified, whether all hours were counted, and whether the pay rate used for overtime was correct. Timekeeping records, pay stubs and job descriptions carry most of the argument.

These claims often come with a companion state law claim, since Ohio has its own minimum wage and overtime provisions. Filing deadlines are short by the standards of civil litigation, commonly two years, with a longer window where a violation is found to be willful. Mansell Law lists unpaid overtime and wages first among its practice areas, and its Instagram handle is overtime_lawyers.

Discrimination, harassment and retaliation

Most workplace discrimination claims start outside court. A worker files a charge with the Equal Employment Opportunity Commission or the state civil rights agency, the agency investigates, and a right to sue letter follows. Missing the charge deadline can end a claim before a judge ever reads it.

Retaliation claims work differently. The question is whether the employer acted against the worker because of a protected complaint, so the timeline between the complaint and the adverse action does a lot of work. Mansell Law handles both the underlying discrimination claims and the retaliation that sometimes follows them.

Who the firm represents

Three groups appear in the firm's description of its client base: employees, businesses and executives. Each gets a different kind of service.

For employees, the work is the claim itself. For businesses, Mansell Law reviews employment agreements, advises on legal compliance and defends employment litigation. For executives, the firm reviews employment agreements, negotiates severance packages and advises on termination.

Executive work has its own character. Compensation packages bring in equity, deferred payments and bonus formulas, and a departure negotiation has to account for all of them alongside restrictive covenants. Non-compete and non-solicitation clauses often decide what the executive can do next, which is why they get read closely before anything is signed.

How the team is built

Six people are named on the firm's pages. Greg Mansell is the managing partner. Carrie Dyer and Rhiannon Herbert are partners. Evan Hasbrook and Carolyn Gutowski are of counsel, and Lauren Beck is the paralegal.

Two of the three partners are women, which is worth noting in a field where harassment and discrimination claims form a large share of the caseload. Clients bringing those claims often have a preference about who hears the account first, and a firm with several partners can accommodate that.

The of counsel arrangement gives the firm additional attorney capacity without a full partnership structure. In employment litigation this tends to matter during discovery and depositions, where a class case or a multi-plaintiff matter can need more hands than a small partnership has on a given week. The paralegal role carries weight here too, since wage cases live on document collection and calculation.

Where the work reaches

Mansell Law takes cases across Ohio. The site names Columbus, Dayton, Cincinnati, Toledo, Cleveland, Marion, Youngstown, Athens and Mansfield.

That spread crosses the state's federal judicial map. Ohio has two federal districts, Northern and Southern, and employment claims brought under federal statutes land in one or the other depending on where the employer operates. Cleveland, Toledo and Youngstown sit in the Northern District. Columbus, Dayton, Cincinnati and Athens sit in the Southern District. A firm listing cities on both sides is describing federal court practice in two districts, plus the county courts of common pleas for state law claims.

The office is in Columbus, on the south side of the city. Ohio's state capital houses the Southern District's Eastern Division courthouse and the Ohio Civil Rights Commission, so a Columbus base puts the firm near two of the places employment matters go.

What the online footprint shows

The firm publishes its site at ohio-employmentlawyer.com, a domain that says what the practice covers before a visitor reads a word of it. The legal name, Mansell Law, LLC, appears in the copyright notice on the about, attorneys and contact pages, which is a small consistency point but a real one for anyone checking that a listing matches the entity behind it.

Structured data on the site identifies the organization, its address and its phone number in machine readable form. Three social profiles are linked from that data: Facebook, Instagram and X. The X handle, fortheemployee, and the Instagram handle, overtime_lawyers, both point at the same part of the practice.

As a reviewer, I looked for individual attorney biographies and found the site names its five attorneys and their roles without publishing separate profiles for them. Law schools and admission years are absent from the pages reviewed. Readers who want those details can check each attorney's record through the Supreme Court of Ohio's attorney directory, which lists registration status and admission date for every licensed Ohio lawyer.

What a prospective client can verify

The verifiable facts here are the roster, the practice areas and the geographic reach. Five attorneys with named roles, a paralegal, a single field of law described consistently across pages, and nine Ohio cities.

Mansell Law offers a free consultation, which is standard in plaintiff side employment practice and useful given how much depends on early assessment. Wage and discrimination claims both run on deadlines that start before a lawyer is hired, so the first conversation often determines what remains available.

A prospective client can bring pay records, the employee handbook, any written complaint made to human resources and the termination or separation documents to that conversation. Those documents answer most of the threshold questions in an employment case: what the classification was, what the employer's own policy required, whether a protected complaint exists on paper, and when the clock started. The firm's structured data lists Columbus, Ohio as its place of business.