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Davis & Davis Is On Your Side

Trusted Employment Lawyers Serving Newton, MA

From the vibrant village centers of Newtonville and Nonantum to the welcoming residential neighborhoods of Chestnut Hill and Waban, Newton’s workforce truly reflects the diversity and strength of its communities. Local employees fill roles in bustling small businesses, leading healthcare centers, schools, and everything in between. Yet even in these close-knit communities, workplace challenges can and do appear—whether discrimination, sexual harassment, retaliation, or wage and hour disputes. These issues can leave workers feeling overwhelmed and unsure about their next steps.

Since 2002, Davis & Davis, P.C. has supported employees throughout Newton and neighboring areas. Our team helps clients navigate the complexities of Massachusetts employment laws and stands ready to protect their rights whenever workplace conflicts arise.

If you’re facing a work situation that feels unfair or uncertain, contact Davis & Davis, P.C. today to schedule a confidential consultation and get the support you deserve.

Comprehensive Support for Key Employment Law Concerns

Sexual Harassment in the Workplace

Unwelcome behavior, advances, or offensive comments can make any workplace hostile. In neighborhoods like Newton Centre, with its mix of retail shops and offices, or the medical and educational hubs around Newton Highlands, sexual harassment remains a serious concern. Davis & Davis, P.C. assists clients in documenting incidents, navigating complaint procedures, and pursuing legal claims aimed at ending harassment and securing fair outcomes.

Wage and Hour Issues

Your paycheck reflects the time and work you’ve put in, whether you’re employed by a business along Washington Street or a service establishment near Oak Hill. If you suspect unpaid overtime, wage theft, missed breaks, or other wage-related violations, our attorneys offer decades of experience enforcing wage and hour protections for Newton workers. Leveraging detailed records and strategic advice, we work to hold employers accountable for fair pay.

Pregnancy Discrimination Protection

Pregnancy should never be a basis for unfair treatment or job loss. Yet employees in Newton’s professional offices, retail stores, and laboratories sometimes face pregnancy-related discrimination or a lack of accommodation. We represent expecting parents seeking equal treatment and adherence to state and federal laws, protecting workplace rights.

What Are My Rights If I Experience Pregnancy Discrimination at Work in Massachusetts?

Pregnancy discrimination is illegal in Massachusetts under federal and state laws. If you’re pregnant, have recently given birth, or have a medical condition related to pregnancy or childbirth, your employer must treat you fairly and provide reasonable accommodations, such as more frequent breaks, light duty, or a modified work schedule. Employers cannot fire, demote, or refuse to hire you because you are pregnant or may become pregnant. You also have the right to return to your same or an equivalent job after taking leave for pregnancy or childbirth. 

If you believe your rights have been violated, you can file a complaint with the Massachusetts Commission Against Discrimination (MCAD) or seek legal advice from an employment attorney at Davis & Davis, P.C. to explore your options for reinstatement, compensation, or other remedies.

What Should I Do If My Employer Fails to Pay Me Overtime or Minimum Wage?

In Massachusetts, employers have to follow strict rules about paying workers. If you’re making less than the minimum wage, not getting paid overtime (which should be 1.5 times your regular pay for hours over 40 a week), or missing payments like commissions or tips, the first step is to keep track of all the hours you worked and the money you’ve been paid. You also have the right to ask your employer for your wage records to see what’s been reported.

If your employer doesn’t fix the problem, you can file a wage complaint with the Massachusetts Attorney General’s Office or talk to wage and hour lawyers at Davis & Davis, P.C.. If your rights were broken, you might be able to get back pay, extra damages, and even have your legal fees covered. It’s important to act fast because there are deadlines for filing these kinds of complaints.

Contact Us Today

A member of our team will be in touch shortly to confirm your contact details or address questions you may have.

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  • By submitting, you agree to receive text messages from Davis & Davis, P.C. at the number provided, including those related to your inquiry, follow-ups, and review requests, via automated technology. Consent is not a condition of purchase. Msg & data rates may apply. Msg frequency may vary. Reply STOP to cancel or HELP for assistance. Acceptable Use Policy

What Sets Davis & Davis, P.C. Apart?

Selecting the right legal team for your employment issue is important. When you work with Davis & Davis, P.C., you’re choosing more than a lawyer—you’re partnering with advocates ready to meet your needs with care and skill.

Our clients benefit from:

  • Virtual consultations that provide flexibility and easier access, regardless of where you live in or around Newton.
  • Trial-ready preparation for every case, ensuring you are fully supported if matters must be resolved in court.
  • Clear, compassionate communication focused on your goals and providing honest advice throughout the process.

With these advantages, clients gain confidence knowing their case is in capable hands, with dedicated support through every phase of their employment law challenges.

How Should I Handle Workplace Sexual Harassment, and What Protections Do I Have?

Sexual harassment in the workplace—including unwelcome sexual advances, requests for sexual favors, or verbal/physical conduct of a sexual nature that creates a hostile work environment—is illegal under Massachusetts and federal law. 

If you experience harassment:

  • Keep detailed notes of incidents
  • Report the behavior to your employer via the proper channels (such as HR or a supervisor)
  • Keep copies of all communications

Employers are legally required to investigate and take steps to stop the harassment. You are also protected from retaliation for making a complaint. If the situation isn’t resolved or you experience retaliation, you can file a complaint with the MCAD or the U.S. Equal Employment Opportunity Commission (EEOC), or consult an employment lawyer. 

Remedies may include:

  • Reinstatement
  • Back pay
  • Emotional distress damages

Changes in workplace policies to prevent future harassment

    "Demonstrated empathy and understanding"
    I am so beyond thankful for Davis and Davis. The whole experience, from the initial consultation to the outcome was nothing short of amazing. John showed a deep understanding of my personal situation, and demonstrated empathy and understanding throughout the process. This firm has a thorough knowledge of the law, and handled it with determination. I always felt like John was in my corner and had my best interests in mind. He kept me informed every step of the way. And to top it off, I am very happy with the outcome. I highly recommend Davis and Davis. They are smart, professional, kind, and they get the job done. Thank you John and Michael for helping me receive justice.
    - Melissa
    "You are in good hands"
    Micke & John truly care about their clients. They are kind, loyal, straight forward and driven. You will never doubt you are in good hands. I absolutely recommend them without hesitation.
    - Casey C.

Safeguarding Your Rights in Newton and Beyond

Facing discrimination, wage disputes, or harassment is never simple. Newton-area employees have strong protections under the law, and Davis & Davis, P.C. brings over 20 years of legal experience to defend these rights. 

Serving Newtonville, Nonantum, and the wider Middlesex County region, the firm delivers focused advocacy and practical solutions tailored to your situation.

Call Davis & Davis, P.C. at (978) 228-2262 to discuss your employment questions and explore how legal support can help you move forward with confidence and clarity.

Why Choose Davis & Davis?

  • Our clients are more like family. Behind each case is a person and you matter.
  • Quick response times are always our priority.
  • We love bringing about successful results for our clients.
  • Clients love us! Look at our reviews page to read more.
  • Our attorneys have been recognized for more than 10 years running by Super Lawyers™.

Contact Us Today

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FAQ

Common Answers To Your Questions

Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 978-228-2262 today!

  • How Do I Know if I Am an Employee or an Independent Contractor?

    Job titles are often misleading. It is important to look at the work being performed. Some companies (intentionally or unintentionally) misclassify workers as independent contractors when in reality these workers are employees of the company. As a result, these workers are not entitled to the same benefits as employees and have to pay the ‘self-employment tax’ of 7.65 percent because the company is not making contributions, (i.e., FICA, FUDA). While the federal law uses a test called the ’20 factor test’, Massachusetts uses a much more stringent test that is set forth in the statute. Massachusetts companies should be cautious about identifying workers as independent contractors who have an ongoing relationship with the company.

  • Are Non-Compete Agreements Enforceable in Massachusetts?

    A Massachusetts court will enforce a non-compete agreement only if it is necessary to protect trade secrets or goodwill. The agreement must also be reasonable in scope (i.e., time and geography) and if it furthers the public interest. Massachusetts companies cannot use these agreements to restrict general competition. Employees have numerous defenses to assert which can invalidate the non-compete obligations. These defenses are particular to each situation, so employees are advised to consult with an attorney prior to signing a non-compete or non-solicitation agreement and prior to taking steps that might violate one that is already in place

  • If There Is a Progressive Discipline Policy in My Handbook, Does the Company Have to Comply With It?

    Probably not. Most employee handbooks explicitly and clearly communicate that the handbook does not grant any contractual rights or protections to the employees. In fact, the handbook probably starts off with a disclaimer that explains that employees are ‘at will’ employees, which means that they can be fired with or without cause or notice. Some companies that use outdated or poorly drafted handbooks sometimes unintentionally open the door to claims. Business owners take note – it is better to have no handbook than a poorly drafted handbook.