Employment Lawyers In Fort Lauderdale – Alison focuses her attention on labor and employment, municipal, appellate, and administrative and regulatory matters. Alison regularly represents public and private entities in connection with lawsuits brought under the Americans with Disabilities Act, Title VII, the Florida Civil Rights Act, the Age Discrimination in Employment Act, and many other employment laws. She also serves as external counsel to several municipalities, helping them resolve issues related to the complex and rapidly evolving labor and employment landscape, handling collective bargaining, employee counselling, arbitration and providing daily training on the issues and Helps in providing advice. Such as harassment, discrimination, unconscious bias, conflict resolution, anger management, cultural competency and many other issues.
Attorney continues long-term professional commitment through new role at leading industry government authority Miami, FL – Weiss Serota Helfman Cole + Bierman (WSHC+B) Partner Alison Smith […]
Employment Lawyers In Fort Lauderdale
Congratulations to all of our lawyers who have been recognized by their peers for inclusion in the 2024 edition of The Best Lawyers in America©. Of the 41 recognized lawyers, 12 […]
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WSHC+B is pleased to announce that the firm has joined the American Chamber of Commerce in Jamaica (AMCHM Jamaica), becoming the only US-based law firm to currently serve as a member. partner […]
WSHC+B Partner Alison F. Congratulations to Smith, who was selected by the National Diversity Council for the 2023 Woman of the Year Award at the annual South Florida Women.
© Copyright 2024 – Weiss Serota Helfman Cole + Bierman, P.L. Enter | Site Map | Legal Privacy Policy Cookie Policy is a premier, full-service law firm with a proven track record of success. Initially established as a personal injury law firm in 1988, we provide a wide range of legal services to meet the needs of our clients throughout their lives. If you need help resolving a legal issue, contact our Fort Lauderdale law firm for a free case review and more information about how we can help.
The most important benefit of hiring a local law firm is that our legal team understands the needs of our community members and the specific laws related to a case. The Fort Lauderdale legal team has extensive experience in many aspects of the law and can provide clients with quality legal representation to resolve their legal issues. Additionally, we have many well-established relationships with medical professionals, attorneys, and other professionals in Fort Lauderdale that give us a definite advantage in handling your case.
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Feet. Lauderdale is located in Broward County and is part of the Seventeenth District Court of Florida. The Broward County Main Court/Broward County Court Clerk is located at 201 SE 6th St., Fort Lauderdale, FL 33301. It is open from 8:00 am to 3:30 pm Monday to Friday. For more information you can call (954) 831-6565.
The attorney will be happy to schedule an appointment for you to come to our law office and meet with us. However, if you have health issues or other physical conditions that make it difficult for you to come to the office, we can meet with you online or at a time and location that is most convenient for you. Our office is 3333 W. Located at Commercial Blvd., #200B, Fort Lauderdale, FL 33309.
And legs. Lauderdale is a full-service law firm whose representatives are available 24 hours a day to assist clients with their legal needs. Our law office is conveniently located near FL-870 (Commercial Boulevard). You will find many restaurants and hotels in the area. Additionally, for those who love the ocean, less than 10 miles away is beautiful Ft Lauderdale Beach (Florida A1A/North Fort Lauderdale Beach Blvd.).
For more information or a free case review, call us. in Fort Lauderdale at (954) 370-5152 or toll-free at 1-833-HIRE-RTR (1-833-447-3787). A qualified member of the legal team can review your case and explain what legal options you may have. The Martindale-Hubble International Law Directory confirmed this on Thursday, Sept. Prospective evaluation of AV Predominant®.
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This prestigious distinction marks Mr. Richards as an attorney who has reached the pinnacle of professional excellence, as recognized by Martindale-Hubble. To accomplish this feat, Mr. Richards – founder and managing partner of the Employment Lawyers of the United States – earned the organization’s highest possible rating for a lawyer in both ethical standards and legal skills, based on the excellent evaluations he received from his peers. achieved. legal profession. ,
The AV Preeminent® rating is awarded only to attorneys whose peers have evaluated and recommended them for this distinction. The current nineteen 5-star reviews were written anonymously by Mr. Richards’ legal colleagues and include comments that express their high regard for his abilities. They can be read at Martindale.com and Lawyers.com
One reviewer for Mister wrote, “Jordan Richards is the best employment lawyer I know.” Ability to build relationships with clients Jordan is a very nice person and makes it easy to work with clients, other lawyers and judges, I would highly recommend him to anyone needing an employment lawyer.
The AV Preeminent® rating is a highly valued and sought-after distinction in the legal profession. Lawyers in need of legal assistance use the Martindale-Hubbell rating system to select their representation, and it is widely regarded among consumers as a reliable indicator of a lawyer’s honesty, skill, and quality of service. Is.
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At USA Employment Lawyers, Mr. Richards strives to provide each client with a personalized experience and an innovative legal strategy that responds to their unique situation and concerns. In court, he is a solid advocate for his clients, who often need counsel for a variety of employment law and consumer law issues.
For more information about Mr. Richards or American Employment Lawyers, call (800) 483-0998 or contact us online Our employment law practice group provides effective advice to public and private sector employers in the following areas: Employment , labor, employment benefits, discrimination and safety issues. Our customers range from family-owned businesses to some of the nation’s largest employers, including companies in retail, education, manufacturing, construction, hospitals, health care, communications, professional services and transportation.
Our Employment Law practice group helps clients understand their complex legal obligations for all aspects of employment and helps ensure compliance with federal, state and local laws. Our service goes beyond the immediate needs of our clients, as our employment law attorneys provide clients with timely updates on legal issues and present annual seminars on a wide range of employment law topics. We also conduct frequent internal training for HR and management professionals on employment issues, including harassment and discrimination, FLSA compliance, responding to OSHA investigations, workplace violence, FMLA, ADA, discipline, termination management and record keeping. .
Employment in Florida is considered “at will.” This means that, unless otherwise stated in the contract, the employer or employee may terminate the employment relationship for any or no reason (and without prior notice). “At will” also means that an employer can make other decisions about an employee’s employment (for example, changing hours, pay, title, or benefits), transfer, or discharge an employee with or without reason. Reduce hours.
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Under federal and state laws, an employer cannot take adverse employment action for an unlawful reason, such as discrimination or retaliation.
The revenge. An employer may not take adverse action against an employee for exercising his or her employment rights, including:
Several federal and state laws protect employees from unfair termination, including: the Americans with Disabilities Act, Title VII of the Civil Rights Act, the Fair Labor and Standards Act, the Family Medical Leave Act, and the Florida Civil Rights Act.
Therefore, it is important to carefully evaluate with an attorney whether risk factors are present before taking adverse employment action (especially termination).
Paul Scheck Appointed Chair Of The Florida Bar’s Trial Lawyers Section: Shutts & Bowen Llp
If we pay an employee a salary, does that mean we are not obligated to pay overtime to the employee?
This is the biggest mistake in wage and hour legislation. Paying an employee a salary does not automatically exempt them from overtime. All eligible employers are required to pay their employees minimum wage and overtime, unless exempt by law.
However, not all employees are exempt. Exceptions are based not only on compensation but also on the primary responsibility of the job.
The financial consequences of misclassifying workers can be severe and can lead to financial sanctions from various government agencies and lawsuits against injured workers who may be entitled to claim unpaid wages, liquidated damages, and attorney’s fees and costs. Can.
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Therefore, it is important to carefully review each employee’s employment with an attorney to determine whether such employee should be characterized as exempt or non-exempt when employment begins and to ensure that Regular wage and hour classification audits should be conducted to ensure that classifications remain straight during job changes. , salary changes or legal changes.
Records are not necessarily required for exempt employees, it is
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