Who we represent
We represent employers — small and mid-sized businesses, professional practices, restaurants and hospitality groups, contractors, and growing companies that may not have an in-house HR or legal department. We do not represent employees in claims against employers. Our goal is practical: policies people will actually follow, decisions that are documented, and a clear plan when a dispute surfaces.
What we handle
- Employee handbooks and policies — anti-harassment, leave, timekeeping, discipline, and complaint procedures
- Worker classification — employee versus independent contractor, and exempt versus non-exempt
- Wage-and-hour compliance — minimum wage, overtime, tip practices, and recordkeeping
- Hiring and separation documents — offer letters, employment agreements, and severance and separation agreements
- Demand letters from employees or their attorneys
- Discrimination and retaliation charges before the EEOC and the Florida Commission on Human Relations
- Restrictive covenants — non-compete, non-solicitation, and confidentiality agreements with employees
The laws that come up most
- Fair Labor Standards Act (29 U.S.C. § 201 et seq.) — the federal law governing minimum wage, overtime, and related recordkeeping for covered employers.
- Florida Minimum Wage Act (section 448.110, Florida Statutes) — Florida sets its own minimum wage, adjusted under the statute. Before an employee can sue for unpaid minimum wages under this section, subsection (6) requires written pre-suit notice to the employer, which then has 15 calendar days to pay or otherwise resolve the claim. That window is a real opportunity, and it should not be ignored.
- Florida Civil Rights Act of 1992 (Chapter 760, Florida Statutes) — Florida’s employment-discrimination law, administered by the Florida Commission on Human Relations, alongside the federal anti-discrimination laws enforced by the EEOC.
- Restrictive covenants (section 542.335, Florida Statutes) — a covenant must be in a writing signed by the employee and supported by a legitimate business interest. For restrictions on a former employee, subsection (1)(d)1. presumes six months or less reasonable in time and more than two years unreasonable.
When a demand letter or charge arrives
A demand letter or agency charge has its own response deadlines, and early decisions — what to preserve, who to interview, what to say to the employee — can affect everything that follows. We:
- Calendar every deadline stated in the letter, notice, or charge.
- Preserve the records — personnel files, time and pay records, emails, and messages.
- Investigate quietly and thoroughly, so the response rests on facts rather than assumptions.
- Avoid retaliation risk by guiding how managers treat the complaining employee in the meantime.
- Respond or resolve — a position statement, a negotiated separation, mediation, or a defense in litigation.
When workplace misconduct may be criminal
Sometimes the issue is not an employee’s claim against the company but an employee’s conduct against it — missing funds, falsified records, or stolen data. Those situations call for care before anyone is confronted or reported. Our business team can work alongside the firm’s white collar and fraud attorneys on internal investigations so the company protects its rights without creating new exposure.
This page provides general information about employment law for Florida employers and is not legal advice. Agency and court deadlines vary by claim and can be short; do not rely on this page to calculate them. Laws change and every situation is different. Reading this page or contacting the firm does not create an attorney-client relationship. Please consult a licensed attorney about your specific situation.