As employment attorneys who have served in the military, been members of the union, and have been a part of the private workforce, we are keenly aware of the plight of the employee. We understand that employees need experienced, caring, and aggressive counsel to advise and evaluate any and all potential employment claims. Our employment law attorneys practice law with the overriding mission of righting the wrongs we have come to know firsthand. Whether is it certifying a class on behalf of Sales Coordinators or obtaining a $1,212,270.00 jury verdict and judgment for a group of General Foreman, our employment attorneys pursue the justice our clients deserve.
We handle a wide range of employment issues. Our office handles most issues that arise between an employee and the employer.
While not an exhaustive list, some examples of the claims we handle include:
- Discrimination: Employees that are discriminated against by their employer because of a legally protected class (i.e. race, color, religion, national origin, gender, age, handicap, disability, serious health condition, etc.)
- Retaliation: Employees that are demoted, suspended without pay, terminated, etc. in response to reporintg discrimination
- Wrongful Termination: Employees that are terminated for a legally protected class (i.e. race, color, religion, national origin, gender, age, handicap, disability, serious health condition, etc.), complaining about discrimination, or in violaion of a constitutional provision, statutory provision or contractual provision
- Hostile Work Environment: Employees subjected to a hostile work environment through actions, behavior or communication that are discriminatory in nature, making the job impossible or almost impossible to be performed
- Wages and Hour Disputes: Employees not compensated for all hours worked. Employees denied payment of their earnings, including salary, commissions, benefits, vacation pay, and more
- Unpaid Overtime: Employees that work more than forty (40) hours in a given work week and not paid properly. Such claims can typically arise when all time worked is not counted. For example:
- Employers fail to include all work time toward the hours actually worked
- Employers fail to count time spent in the motor-pool/work-yard in the morning toward time worked
- Employers fail to count time spent inspecting and loading vehicles toward time worked
- Employers fail to count time spent driving to the jobsite toward time worked
- Employers fail to count time spent driving from the last jobsite to the yard toward time worked
- Employers fail to count time spent unloading vehicles at the yard toward time worked
- Employers fail to count time spent booting-up computers at the beginning of the work day toward time worked
- Employers fail to count time spent responding to emails after hours toward time worked
- Employers fail to count time spent responding to telephone calls at home toward time worked
- Employers deduct lunch breaks from time worked even though a lunch break was not taken or was interrupted
- Supervisors instruct employees to report less time than actually worked
- Unpaid Overtime: Employees that work more than forty (40) hours in a given work week and not paid overtime because they are misclassified. For eaxmple:
- Employers misclassify employees as independent contractors
- Employers misclassify employees as exempt employees not entitled to overtime pay
- Employers misclassify employees as interns or volunteers
- Unpaid Overtime: Employees that work more than forty (40) hours in a given work week and not paid properly. Such claims can typically arise when the employees regular rate of pay is miscalculated. For example:
- Employer fails to include commissions earned in calculated the regular rate of pay
- Employer calculates a salary employee’s hourly rate by dividing the weekly salary by all hours worked verses the amount of hours the salary was intended to cover
- Unpaid Minimum Wage: Employer fails to pay minimum wage for each hour worked in a given workweek
- Harassment: Employees that are harrassed because of a legally protected class (i.e. race, color, religion, national origin, gender, age, handicap, disability; serious health condition, etc/.)
- Employment Contracts and Non-Compete Agreements: Non-compete agreements are frequently used by employers to prevent employees from working in the same business field within a specified geographical area and it usually takes effect once the employee ceases to work for the employer
Some statutes our client’s claims can be based upon include:
- Florida Civil Rights Act
- Unpaid Overtime (FLSA)
- Family Medical Leave Act (FMLA)
- Age Discrimination in Employment Act (ADEA)
- Americans with Disability Act (ADA)
- Equal Pay Act
- Pregnancy Discrimination Act
- Uniformed Service Employment Redeployment Rights Act (USERRA)
Contact Our Labor Attorneys In Orlando, FL
If you have an issue with a present or prior employer, please contact the employment attorneys at LaBar & Adams, P.A. in Orlando at 407-835-8968 or fill out the online form located on our website.
