Best Employment Lawyers in Orlando

FAQs

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

  321-235-5300 is the non-emergency number of the Orlando Police Department.

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

  Contact 407-246-2406 or send an email to opdrecords@orlando.gov to check how you can get obtain police reports. Some records are only available in-person or by mail. The physical and mailing address is Orlando Police Department 1250 West South Street Orlando, FL 32805. Online requests can be made at https://orlando.nextrequest.com/.

• Can employment in Orlando be terminated without reason?

  Yes. Under Florida's at-will employment laws, certain employees in Orlando can be terminated without giving any reason. Such laws protect both employees and employers from ending employment arrangements at any time. However, any unlawful action, such as termination due to discrimination, will allow the employee to challenge the termination or subject the employer to penalties.

• What should you do if you are facing harassment at work in Orlando?

  You can start by informing your harasser to stop. If this does not work, you may discuss the matter with your HR department. This allows your employer to do something about the harassment as covered in the employee handbook. When your employer in Orlando does not handle your situation properly, you may take your complaint to the Equal Employment Opportunity Commission. Problems such as toxic workplace culture and shabbily written employee policies make employers fail to address workplace harassment.

• What are some things to keep in mind regarding the employment of minors in Orlando?

  A person under the age of 18 but not less than 14 can work certain types of jobs without their parent's permission. State laws prohibit minors from working during school hours and restrict the number of work hours in a given school year. At any time of the year in Orlando, employers are prohibited from letting minors work six days in a row and must allow 30 minutes of meal breaks every four hours.

• Should you fear employer retaliation if you file an overtime claim in Orlando?

  Not really. The Fair Labor Standards Act prohibits employers from retaliating against employees if they exercise their rights and file an overtime claim. Some examples of retaliative employer action against employees in Orlando are refusing to give a scheduled raise, firing an employee's relative unfairly, and giving unreasonable shift hours.

• Are random drug tests in the workplace legal in Orlando?

  No laws prohibit a private employer from conducting random drug tests in Orlando. These include drug tests mandated by law and voluntary programs such as the Workers’ Compensation Drug-Free Workplace Program. However, a public agency may set up drug tests in special-risk and safety-sensitive occupations. Employers should consult an attorney to ensure they are in compliance with the latest laws.

• 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.