Best Employment Lawyers in Coral Springs

FAQs

• What is the non-emergency contact number for the local police station in Coral Springs, Florida?

  The non-emergency contact number for the Coral Springs Police Department is (954) 344-1800.

• Where can I get a copy of police reports for incidents related to my case in Coral Springs, Florida?

  Public records such as police and incident reports can be requested in Coral Springs by accessing their official web portal at https://coralspringsfl.justfoia.com/publicportal/home/newrequest. The portal also allows individuals to track the status of their requests.

• How much is Coral Spring's legally mandated overtime pay?

  Most Coral Springs employers are required to pay 1.5 times the employee's regular hourly rate for time worked in excess of 40 hours per week under the Fair Labor Standards Act and Florida's Minimum Wage Act. Professionals in managerial and supervisory positions, as well as accountants, lawyers, and doctors, are exempt from being paid overtime.

• In Coral Springs, is it mandatory for an employer to offer severance pay?

  Coral Springs abides by Florida employment law, which establishes that an employer is not required to provide severance pay upon an employee's termination from their job in the absence of a requirement in an employment or collective bargaining agreement. Nevertheless, some employers continue to choose to offer separation pay for situations like a reduction in force and for workers over 40 (so long as the agreement complies with the Older Workers Benefits Protection Act).

• What is the legally mandated minimum wage for tipped employees in Coral Springs?

  The government permits employers to pay tipped employees a lower minimum hourly wage in Coral Springs and the rest of Florida. As of September 30, 2022, this is set to $7.98 an hour provided that the employees can earn enough in tips to bring their total hourly pay to $11. The employer is also obligated to make up the difference if the employee does not receive enough tips.

• Are employers in Coral Springs obliged to give rest and meal breaks?

  Employers are not required to provide meal or rest breaks under the federal Fair Labor Standards Act, which Coral Springs complies with. The staff is not entitled to be paid for meal or rest breaks that last longer than 20 minutes if the employer elects to grant them. However, they are also not required to work during those unpaid periods.

• Does Coral Springs count checking emails from home as work time?

  Yes, checking emails at home is considered as compensable time in Coral Springs. Regardless of whether you worked on the employer's premises or not, any time spent working for their benefit qualifies as compensable time and must be paid. This includes working through meal breaks, attending training, cleaning equipment, and even answering work calls.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.