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Our Purpose, Vision, and Values at Cromer Babb Porter

Written by Cromer Babb on April 14, 2025. Posted in Miscellaneous. Leave a Comment

At Cromer Babb Porter, LLC, we do more than practice employment law; we advocate, challenge, and lead. As a plaintiff-side employment law firm based in Columbia, South Carolina, we are driven by a clear and unwavering set of principles that guide how we serve our clients and how we aim to shape the future of workplaces.

Below, we share the foundation of our firm’s identity: our Purpose, Vision, Mission, Core Values, Beliefs, and Imperatives. These aren’t just words. They’re the commitments we live by in every case, for every client.

Why We Do This Work

Our Purpose:
To fight for those who have been wronged in the workplace.

Whether it’s wrongful termination, discrimination, harassment, or retaliation, we stand with workers—not employers—to make things right.

Where We’re Headed

Our Vision:
To be South Carolina’s leader in employment law.

We strive to set the standard for employee advocacy across the Palmetto State. Our vision includes expanding access to high-quality legal support for employees, setting legal precedents that protect workers, and contributing to a fairer, more inclusive work environment for everyone.

What Guides Us

Our Values:

Honesty – We are straightforward with our clients and transparent in our communication. Integrity drives every interaction.
Knowledge – We know employment law inside and out.
Communication – We keep our clients informed every step of the way.
Fearlessness – We take on tough cases, go up against powerful employers, and are unafraid to challenge the status quo when justice is at stake.

Our Beliefs:
We believe in fighting unjust workplace behavior, in advocating on our client’s behalf, and in building a more advanced workplace.

To put our beliefs into action, we commit to:

Standing for those in need – Every client deserves a champion.
Delivering results in a timely manner – Justice delayed is justice denied.
Communicating clear expectations – So clients know what to expect and feel supported every step of the way.

Why It Matters

At Cromer Babb Porter, LLC, we know how deeply employment issues can affect your livelihood, health, and future. Our purpose, vision, and values are not just internal motivators. They directly impact the quality of service we deliver to every client.

If you’ve been treated unfairly at work or are navigating a complex employment law issue, we’re here to help. Contact us today for a consultation and let us fight for your rights in the workplace.

If you’re facing workplace discrimination, wrongful termination, or another employment issue in South Carolina or North Carolina, let our team help you fight back. Cromer Babb Porter, LLC is here to protect your rights.

Employment Law

What You Need to Know About Sexual Harassment at Work

Written by Cromer Babb on April 11, 2025. Posted in Employment Law, Equal Employment Opportunity Commission, Harassment and Sexual Harassment, Miscellaneous. Leave a Comment

What counts as sexual harassment at work?

Sexual harassment includes unwelcome comments, actions, or behavior based on sex. It can be verbal, physical, or visual, and can create a hostile or offensive work environment.

Does sexual harassment have to be physical?

No. It can be verbal (like inappropriate jokes or comments) or nonverbal (like suggestive looks or gestures).

What should I do if I’m being sexually harassed by a coworker?

Report it to your supervisor, HR department, or follow your company’s complaint procedure. Keeping a record of what happened can also help.

Can my boss fire me for reporting sexual harassment?

No. Retaliation for reporting harassment is illegal. You have protections under South Carolina and federal law.

What if the harassment happens outside of work hours?

If it’s connected to work — like at a company event or between coworkers — it can still be considered workplace harassment.

How long do I have to file a claim of sexual harassment?

In South Carolina you have 300 days from the date of harassment to file a charge with the EEOC, but acting sooner is better.

What if the person harassing me is a client or customer?

Employers are still responsible for protecting employees from harassment by clients, vendors, or customers.

Can sexual harassment happen to men too?

Yes. Harassment can happen to anyone, regardless of gender.

What should an employer do if someone reports sexual harassment?

They should take the complaint seriously, investigate promptly, and take steps to stop the harassment if it’s happening.

Can I be punished for supporting a coworker’s harassment claim?

No. Retaliating against someone for reporting or supporting a claim is illegal.

Is one comment or incident enough to be harassment?

Sometimes. If the incident is severe enough (like assault), one incident can be considered harassment. Otherwise, harassment is often judged based on repeated behavior.

Does Cromer Babb and Porter handle sexual harassment?

Yes, we do. Please use our inquiry form here. You can also give us a call at (803) 799-9530 or email info@cromerbabb.com

Employment Law, FAQ, Sexual Harassment

Strong Women in Employment Law: Progress, Challenges, and Successes

Written by Cromer Babb on March 8, 2025. Posted in Discrimination, Employment Law, Harassment and Sexual Harassment, Miscellaneous, Retaliation. Leave a Comment

March 8 marks International Women’s Day, a time to celebrate the achievements of women worldwide and recognize the ongoing fight for gender equality. Women in employment law have been at the forefront of landmark cases and legal advancements that have shaped workplace rights and protections. From securing equal pay to challenging workplace discrimination, their contributions have left a lasting impact.

Landmark Moments for Women in Employment Law

Women in employment law have helped set critical legal precedents. For example, Lilly Ledbetter became a symbol of the fight for pay equity after her lawsuit against Goodyear Tire & Rubber Co. highlighted wage discrimination, ultimately leading to the passage of the Lilly Ledbetter Fair Pay Act in 2009. In Meritor Savings Bank v. Vinson, Mechelle Vinson alleged that she was subjected to unwelcome sexual advances and coercion by her supervisor, setting a precedent for recognizing hostile work environment harassment under Title VII.

Our Firm’s Female Attorneys Leading the Way

At Cromer Babb & Porter, we are proud to have strong women in employment law who dedicate their careers to fighting for workplace justice. Shannon Polvi, Beth Bowen, Harper Hutson, and Jill Lesley tirelessly advocate for employees facing discrimination, retaliation, and unlawful treatment. Their commitment to justice has helped workers throughout South Carolina and beyond. Whether representing clients in court, negotiating settlements, or pushing for policy changes, they are making a difference every day.

As we celebrate International Women’s Day, we recognize the vital role women have played—and continue to play—in shaping employment law and fighting for workers’ rights. Let’s continue to support and uplift those who break barriers and demand equality in the workplace.

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Employment Law

New Updates on Workplace Discrimination Laws: What It Means for You

Written by Cromer Babb on January 24, 2025. Posted in Discrimination, Employment Law, Equal Employment Opportunity Commission, Miscellaneous. Leave a Comment

Recent news reports highlight that former President Donald Trump revoked a decades-old executive order signed by President Lyndon B. Johnson. This order, known as Executive Order 11246, had long been a cornerstone in strengthening protections against workplace discrimination for federal contractors and subcontractors. Its provisions required affirmative action to promote equal employment opportunities and prohibited discrimination based on race, color, religion, sex, or national origin.

This change raises significant concerns about the potential implications for workers, particularly those in marginalized communities. By removing these enhanced protections, the door may open to less oversight in ensuring equitable hiring, promotion, and workplace practices within federally contracted organizations. Workers may face increased challenges in holding employers accountable for discriminatory actions.

At Cromer Babb Porter, LLC, we are deeply committed to advocating for workers’ rights and ensuring that employees are treated fairly under the law. While the revocation of this executive order may impact the workplace protections available to some workers, it does not eliminate all legal recourse. Federal laws like Title VII of the Civil Rights Act of 1964 continue to provide critical safeguards against discrimination in employment. Additionally, state laws in South Carolina and North Carolina may offer further protections depending on the specific circumstances of your case.

Key Agencies in Employment Law: What You Need to Know

Written by Cromer Babb on January 10, 2025. Posted in Employment Law, Equal Employment Opportunity Commission, Miscellaneous, Occupational Safety and Health Administration. Leave a Comment

Navigating employment law can be complex, especially when dealing with the various agencies that oversee workplace rights and regulations. For employees and employers in South Carolina and North Carolina, understanding these key players is essential. Below, we’ve outlined the primary agencies you might encounter and what they handle.

Equal Employment Opportunity Commission (EEOC)

What It Is: A federal agency tasked with enforcing laws against workplace discrimination.
What They Handle:
- Claims of discrimination based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.
- Investigations into workplace harassment or retaliation claims.
South Carolina and North Carolina Focus: Employees can file discrimination complaints with the EEOC online, by mail, or at their nearest office. The EEOC often works in conjunction with state-level agencies.

South Carolina Human Affairs Commission (SCHAC)

What It Is: South Carolina’s state-level agency that enforces anti-discrimination laws.
What They Handle:
- Discrimination complaints against state employers and private employers in conjunction with and as a partner to the EEOC.
- Mediating workplace disputes and educating businesses about compliance.
South Carolina Focus: SCHAC serves as a vital resource for individuals who experience workplace discrimination but prefer to address it at the state level.

National Labor Relations Board (NLRB)

What It Is: A federal agency that enforces laws related to collective bargaining and union activities.
What They Handle:
- Protecting employees’ rights to organize, form, or join unions.
- Investigating claims of unfair labor practices by employers or unions.
South Carolina and North Carolina Focus: While both states are “right-to-work” states, meaning employees cannot be forced to join a union, the NLRB still ensures fair labor practices in workplaces with union activity.

Occupational Safety and Health Administration (OSHA)

What It Is: A federal agency that ensures safe and healthy working conditions.
What They Handle:
- Investigating workplace safety complaints.
- Setting and enforcing safety standards.
- Providing training and resources to employers and employees.
South Carolina and North Carolina Focus: South Carolina operates its own OSHA-approved state plan (SC OSHA), while North Carolina has its own state plan (NC OSHA). Both plans mirror federal standards but also address state-specific workplace safety concerns.

South Carolina Department of Employment and Workforce (SC DEW)

What It Is: A state agency managing unemployment benefits and workforce development.
What They Handle:
- Processing unemployment claims for individuals who have lost their jobs through no fault of their own.
- Offering job training and placement services.
South Carolina Focus: SC DEW plays a significant role in helping employees transition after job loss and ensuring compliance with unemployment insurance laws.

U.S. Department of Labor (DoL)

What It Is: A federal agency overseeing various workplace laws and regulations.
What They Handle:
- Enforcing wage and hour laws, such as the Fair Labor Standards Act (FLSA).
- Regulating family and medical leave under the Family and Medical Leave Act (FMLA).
- Monitoring workplace compliance with federal standards.
South Carolina and North Carolina Focus: The DoL works closely with state agencies to address wage disputes, overtime violations, and other federal workplace issues.

Why Understanding These Agencies Matters

Whether you’re an employee seeking to protect your rights or an employer striving to maintain compliance, knowing which agency to turn to can save time and frustration. Each agency serves a unique role, and understanding their responsibilities ensures you’re directing your concerns to the right place.

Need more guidance? Our firm is here to help. We advocate for workers across North and South Carolina, navigating these agencies to achieve the best outcomes for our clients.

Thank You for a Year of Growth, Joy, and Building a Stronger Firm Together

Written by Cromer Babb on December 30, 2024. Posted in Miscellaneous. Leave a Comment

As 2024 comes to a close, we find ourselves reflecting on a year marked by growth, connection, and shared success at Cromer Babb & Porter. It has been a year filled with challenges and opportunities, laughter and learning, and the kind of teamwork that makes what we do truly rewarding.

Welcoming New Faces
This year, we had the pleasure of adding incredible talent to our team. With new attorneys, paralegals, and staff joining us, the firm has grown stronger than ever. Each person brought unique skills, perspectives, and energy, and together, we have built on our commitment to advocating for workers throughout South Carolina and North Carolina.

Learning and Leading Together
From attending impactful conferences like the South Carolina Women Lawyers Association Conference and the North Carolina/South Carolina Employment and Labor Law Conference to presenting on pressing legal topics, 2024 was a year of professional development. Jake Modla’s presentation on U.S. Department of Labor updates and Shannon Polvi’s engagement with legal leaders stand out as moments of thought leadership and collaboration.

Expanding Our Reach
This year, we’ve continued serving clients across both Carolinas, ensuring that their rights are protected and their voices heard. From tackling wage disputes to addressing workplace discrimination, our team’s dedication to advocacy remains steadfast. We’ve also shared knowledge through our blog posts and FAQ Fridays, providing valuable insights into employment law issues. We hope you’ve enjoyed our content!

Looking Ahead to 2025
As we turn the page to a new year, we’re filled with optimism and excitement. With new cases, opportunities, and challenges on the horizon, we’re ready to continue growing together as a firm. While we don’t know exactly what 2025 will bring, we do know that our commitment to each other and to our clients will remain our guiding light.

To our team, clients, and community: thank you for being part of our journey this year. Here’s to more growth, laughter, and success in 2025.

Native American Heritage Month Spotlight: Employment Rights

Written by Cromer Babb on November 4, 2024. Posted in Discrimination, Miscellaneous. Leave a Comment

November is Native American Heritage Month, a time to honor the history, culture, and ongoing contributions of Indigenous peoples to our nation. However, it is also a moment to reflect on the challenges many Native Americans face in the workplace today, as employment inequities remain a persistent issue in Indigenous communities. Understanding these obstacles and advocating for fair and equal treatment under employment law is vital to ensuring workplace justice for Native American workers across the United States.

Employment Challenges for Native American Workers

Data on employment rates and conditions for Native American workers reveal significant gaps that are deeply rooted in historical injustices. Native Americans face an unemployment rate that is often twice the national average, and in some states with large Indigenous populations, such as South Dakota and New Mexico, the rate is even higher. According to the U.S. Bureau of Labor Statistics, Native American workers have an average unemployment rate of approximately 6.6%, compared to the national average of 3.6% as of the most recent data in 2022. This disparity points to deeper systemic issues that employment law must address.

Income Disparities
Beyond high unemployment rates, Native Americans also experience wage inequities. Indigenous men earn an average of 70 cents, and Indigenous women 58 cents, to every dollar earned by white men. This wage gap exacerbates financial challenges within Indigenous communities, which often lack access to higher-paying job opportunities due to systemic underinvestment in education, infrastructure, and health services.

Discrimination and Workplace Rights
Indigenous workers report high rates of discrimination and harassment. Studies have shown that 39% of Native American employees feel they face discrimination based on their race, compared to 24% of the general workforce. Employment discrimination can manifest as unfair hiring practices, unequal pay, lack of career advancement opportunities, and exposure to a hostile work environment. Despite the protections offered by laws such as Title VII of the Civil Rights Act of 1964, many Indigenous workers struggle to exercise their rights due to lack of resources and legal support.

Legal Protections for Indigenous Workers

Federal Laws and Indigenous Rights
The Fair Labor Standards Act (FLSA), Title VII, and the Americans with Disabilities Act (ADA) apply to all workers, including Native Americans, offering protections against wage theft, discrimination, and unequal treatment. Additionally, the Indian Civil Rights Act of 1968 offers protections to Indigenous people on tribal land, though enforcement varies.

However, enforcing these rights is a complex issue. Many Native American workers are employed by tribal entities on reservations, which may not always be subject to federal employment laws due to tribal sovereignty. This creates a challenging legal landscape where Indigenous workers’ rights may be less clearly defined, particularly when working on tribal lands. Employment issues like wage claims, overtime disputes, and discrimination cases can be harder to pursue due to jurisdictional limitations.

The Role of State Employment Law
State employment laws can also support Indigenous workers, though protections vary widely across the U.S. Some states, like Washington and California, have enacted laws that support Indigenous hiring programs or that address the rights of Indigenous seasonal and temporary workers. However, many other states lack specific policies or legal frameworks tailored to the needs of Native American workers. Thus, advocating for stronger state-level protections remains a priority in supporting Native American employment rights.

The Importance of Culturally Inclusive Workplaces

In addition to legal protections, there is a growing recognition of the need for culturally inclusive workplaces that respect Indigenous customs, practices, and beliefs. Native American employees have reported that they feel uncomfortable or isolated at work when their cultural practices, such as prayer or participation in tribal ceremonies, are not respected. Employment policies that support cultural inclusivity—like flexible leave policies for ceremonies and allowing traditional dress—can play a significant role in fostering a respectful and welcoming environment.

What Can Employers and Advocates Do?

Promoting equity in the workplace for Indigenous communities requires active steps from both employers and advocates. Employers can create programs that foster diversity and inclusion and ensure pay equity. They can provide bias training that addresses Indigenous history and current challenges. Legal advocates, meanwhile, can help Indigenous employees understand their rights and offer guidance in cases of discrimination or wage violations.

Organizations like the Native American Rights Fund and the National Congress of American Indians provide resources for Native Americans facing workplace challenges and are valuable allies in the fight for employment equality.

Standing Up for Indigenous Workers’ Rights

This Native American Heritage Month, we honor Indigenous people by acknowledging and supporting their contributions in the workplace and committing to advancing their rights.

Call us today to schedule a consultation and explore your options for a fair and equitable workplace.

Native American Heritage Month Spotlight: Employment Rights

Why Our Attorneys Chose to Pursue Law: Powerful and Heartfelt Journeys

Written by Cromer Babb on October 7, 2024. Posted in Miscellaneous. 5 Comments

Inspired by a feature in the American Association for Justice September issue, we decided to ask our attorneys at Cromer Babb and Porter one simple question: What inspired you to become a lawyer? The responses reveal the diverse and personal journeys that led each of them to the legal profession. From childhood dreams to pivotal life moments, these stories showcase the passion and dedication behind our team’s work. Read on to discover why our attorneys chose to pursue law.

Jay’s Early Persuasion Skills

Jay’s interest in law was sparked by a teenage project. He successfully convinced his parents to buy him a pager by giving a detailed presentation. This early success in persuasion pointed him towards a legal career, where he continues to use those skills.

Paul’s Steady Career Choice

Paul’s interest in law started early. During a third-grade career day, he picked being a lawyer, and that decision stuck with him. This early choice shows Paul’s long-term commitment and passion for the legal field.

Shannon’s Uncle as an Inspiration

Shannon was inspired by her uncle, who worked on a difficult plane crash case. Hearing about his dedication to helping the families affected by the tragedy made Shannon want to join a profession where she could also make a big difference in people’s lives.

Beth’s Family Tradition

Beth decided to be a lawyer at a young age. Visiting her father’s law firm, spinning in the office chair, and seeing the impact of her grandfather’s work made her fall in love with the field. The appreciation shown by clients at her grandfather’s funeral confirmed her choice to pursue law.

Elizabeth’s Practical Approach

Elizabeth shifted from pre-pharmacy to English in college because she realized law suited her better. This change led her to law school, where she found a perfect fit for her skills and interests.

Chance’s Competitive Spirit

Chance’s journey to law took an unexpected turn after an injury ended his football career. He joined a debate class and later tried mock trial, discovering he loved and was good at it. With encouragement from attorneys he met, Chance decided to pursue law, stepping away from his family’s background in construction.

Jake’s Family Legacy

Jake’s path to law was shaped by his family’s expectations. Although he initially wanted to study history, his father suggested accounting. After switching to law school, Jake found his true passion. Now, he’s proud to follow in his family’s footsteps, with his daughter set to become a fourth-generation lawyer.

Harper’s Moment of Decision

Harper’s path to law began in middle school. Watching the Casey Anthony trial and being impressed by Linda Burdick’s opening statement, Harper knew right then that she wanted to be a lawyer. Now, almost 14 years later, that early inspiration continues to drive Harper’s dedication to her work.

These stories show why our attorneys chose to pursue law. Each story highlights their passion and dedication to making a difference. We’re proud to share these inspiring stories and celebrate our dedicated team.

USC Trial Advocacy Team Coached by Attorney Chance Sturup

Written by Cromer Babb on September 23, 2024. Posted in Miscellaneous. 1 Comment

At Cromer Babb and Porter, we believe in fostering growth both inside and outside the courtroom. Attorney Chance Sturup, one of our talented team members, exemplifies this commitment through his role as a coach for the University of South Carolina’s undergraduate trial advocacy team. This past July, Chance had the opportunity to travel to Los Angeles for a remarkable competition, coaching student Naomi Uchida in a prestigious tournament known as “The Gauntlet.”

The Gauntlet, co-sponsored by UCLA Law and UChicago, brings together the nation’s top 16 student competitors in an intense, fast-paced environment. Naomi was the only student to go undefeated through the preliminary rounds, ultimately finishing as the 4th best competitor in the country. It’s a highly competitive tournament with a unique challenge—students are given case materials just 10 days in advance and must prepare to present testimony for eight different witnesses. These witnesses range from experts and victims to law enforcement and company representatives, making it one of the toughest trial advocacy challenges in the country.

Naomi’s success is no small feat, as she competed against students from universities like Harvard, Northwestern, Princeton, and more. Her performance speaks volumes about her dedication and talent, as well as the strong mentorship from Chance. Watching her rise to the top and navigate such a rigorous competition was a proud moment for all of us at Cromer Babb and Porter.

Chance’s involvement in coaching and teaching is not only a testament to his own commitment to legal education but also an example of the positive impact we strive to make in the community. Through his efforts, future leaders in the legal field are gaining invaluable skills, and we’re honored to have him as part of our team.

Stay tuned for more updates as we continue to support and celebrate our team’s contributions to both the legal profession and the next generation of advocates.

Pictured is Naomi Uchida and her second-chair for the tournament, Dylan Peddemors. Each student is allowed a coach and a second-chair student competitor to assist.

Attorney Paul Porter on Work This Way: A Labor & Employment Law Podcast, Episode 30

Written by Cromer Babb on September 4, 2024. Posted in Miscellaneous. Leave a Comment

We’re excited to share that our Partner, James Paul Porter, was recently featured on Episode 30 of the Work This Way podcast! In this episode, Paul discusses key trends in plaintiff employment law, including layoffs, ADA cases, and the evolving landscape of post-COVID juries. His experience representing employees provides valuable insight into how these issues are shaping the field today. Tune in to hear Paul’s perspective on what’s ahead for labor and employment law—listen now on Work This Way wherever you get your podcasts!

Spotify

YouTube

JD Supra