Don Turner Legal Team, LLC September 2019



In the immediate aftermath of 9/11, thousands of New Yorkers took to the streets to clear rubble, offer supplies, and search for survivors. It was a powerful act of resilience in a

dangerous conditions: Many dogs burned their paws as they dug through hot rubble, and both handlers and canines inhaled toxic dust. The task was both physically and mentally exhausting for the dogs during their shifts. Some dogs that found deceased victims refused to eat or interact with other animals. Search and rescue dogs became increasingly stressed and depressed the longer they searched without any results, mirroring their handlers. It wasn’t uncommon for handlers to stage mock “findings” of survivors to keep the dogs’ spirits up. Fortunately, the sacrifices these dogs and their handlers made did not go unnoticed. Many dog owners were inspired to earn their search and rescue certifications after the events of 9/11, promising to aid in future disasters and hopefully lessen the impact of such catastrophes. After 9/11, various researchers conducted many studies examining the effect this kind of work has on animals, both physically and mentally. Many of these studies wouldn’t be possible without the AKC Canine Health Foundation, so if you’re looking to give back this September, visit them at their website to see how you can help: .

deeply trying time, and while most of the individuals helping with the disaster stood on two feet, more than 300 canines also answered the call to service.

Dogs of all breeds and backgrounds, including search and rescue dogs, police dogs, service dogs,

and therapy dogs, were brought in to help find and care for survivors in the wake of the destruction. They worked tirelessly alongside rescue crews as they searched through the debris.

Search and rescue dogs and their handlers worked 12–16-hour days, searching for survivors and victims. They worked through

When you’re arrested, many questions can leave you unsure of what to do next. Of the many questions that crop up, you may be asking yourself, “Do I have to tell my employer?” An attorney can help you determine what the correct response is for your situation, but generally speaking, the answer is complicated. Georgia law gives employers the right to “employ at will,” which means they can hire or fire an employee for any reason, so long as it’s nondiscriminatory. In addition, many applications ask prospective employees to disclose their legal records. This can be a tricky thing to navigate as well, because whether you have to disclose is a case-by-case basis. For example, the arrest or conviction records for first-time offenders may be sealed, which means only law enforcement will have access to this data. In addition, first-time offenders are more likely to have their charges dismissed or reduced. However, it’s always best to adhere to a policy of honesty. If it’s necessary, admit to your arrest or convictions on an application and explain what happened, what you learned from it, and how you have grown. Most employers will appreciate the honesty. DO I HAVE TO DISCLOSE MY LEGAL TROUBLES TO MY EMPLOYER? TO TELL OR NOT TO TELL

you, but there is an exception: If you are licensed through Georgia as a

doctor, teacher, nurse, or other profession, you must disclose your arrests and convictions.

As mentioned before, it’s always better to err on the side of complete transparency, but your personal life is yours to keep personal. Do keep in mind that employers, like all other citizens, have access to public records, which includes unsealed arrest and conviction records. Furthermore, some employers require their employees to disclose an arrest or conviction. Not doing so would be in violation of a company’s policy, which is grounds for termination. Protecting your employment is dire for everyone. If you remain honest with your employer, you may find they are very understanding. But before you make any disclosures, you should consult with your attorney. Schedule a free consultation regarding your rights with Don Turner Legal Team by calling 770-594-1777, or visit to learn more.

If you are currently employed, legally, the decision to disclose an arrest or conviction to your employer is completely up to

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