Best Employment Lawyers in Fort Lauderdale

FAQs

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

  Non-emergencies in Fort Lauderdale can be reported to the police at 954-764-4357.

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

  Obtain copies of reports from the Records Unit in the police station at 1300 West Broward Boulevard Fort Lauderdale, FL 33312. Requests by mail are also accommodated. Call the Records Unit at 954-828-5465 from 6:00 a.m. to 11:00 p.m. for more information.

• What are some actions of employers in Fort Lauderdale that may violate anti-retaliation laws?

  Employees who file employer-related complaints may face retaliation from employers in the form of groundless discipline, demotion, or unnecessary evaluation. They could also be denied rightful overtime, harassed, terminated from work, or transferred to a less desirable shift or work location. The Fair Labor Standards Act protects these employees from retaliatory actions from employers in Fort Lauderdale.

• To ensure workplace safety, what guidelines must employers in Fort Lauderdale follow?

  Fort Launderdale businesses must comply with the Occupational Safety and Health Act, which requires employers to provide employees with a safe and healthy workplace. They can do this by identifying and correcting workplace safety problems, reducing hazards, offering relevant training, and providing protective equipment. Employers must also have appropriate workers' compensation insurance and report workplace-related injuries and accidents.

• Is an employer in Fort Lauderdale allowed to reveal the reason why an employee was fired?

  Yes, they are allowed in most cases. However, an employer in Fort Lauderdale should be careful when disclosing information because they could be sued for defamation. This happens when the employer says that the employee was terminated because of something they did that was never really investigated and verified.

• What are some of the rights of job applicants in Fort Lauderdale that employers must be aware of?

  Employers in Fort Lauderdale violate state and federal laws if they discriminate against job applicants based on factors such as religion, sex, and race. It is also unlawful for employees to be biased toward job applicants because of their age or to give unequal pay to men and women in reasonably the same line of work. Job applicants with disabilities who are otherwise qualified for the job have the same rights as those who have no disabilities.

• Whom can you ask for assistance regarding wage and hour claims in Fort Lauderdale?

  Call DOL's Wage and Hour Division at 1-866-487-9243 for assistance on your claim. You can also visit its Fort Lauderdale Area Office at 510 Shotgun Road, Suite 140, Sunrise, FL 33326. The office's number is 954-356-6896. Trained professionals at this WHD office can assist you in deciding whether to file claims and determining if an investigation is the best course of action for your case.

• 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.