Tampa Employment/Labor Law
Employees: Retaliation, harassment or discrimination at your job:
If you are a victim of harassment or discrimination at your job, or believe your employer is retaliating against you for complaining about it, it is best
you act very quickly or your claims may be lost or barred forever.
In certain instances, you may have as little as 60 to 300 days from the first instance of discrimination, harassment, or unfair treatment to lodge your complaint with the appropriate agency. As such, it is very wise to have your questions answered by an experienced lawyer/attorney as soon as possible.
Please visit the links in the Additional Resources section at right for more information, and/or request an appointment.
Employers: Litigation Prevention, Human Resources Consults, Unemployment Hearings, Litigation Defense
If you are an employer, there are many ways to organize and operate your business to reduce or eliminate potential lawsuits that can damage your chance of success.
After a visit to your business, Mr. Meyers can determine if changes to the organization or operation of your business are warranted.
Mr. Meyers has can provide effective assistance with unemployment compensation hearings, either by consulting with human resources or handling unemployment compensation hearings himself.
For more information or to schedule an appointment, please send an email to firstname.lastname@example.org or call (813) 985-6550.
An employee is legally entitled to keep their job until his or her employer can prove just cause for termination.
Reality: Most employees are what is known as "at-will" employees. That is, they may suffer an adverse employment action (usually we are talking about termination) for any reason or for no reason at all. However, if it can be shown that an employer used an employee's membership in a legally protected class as the basis for the action (such as using race, age, gender, disability, national origin, etc.), the employer may be liable.
* If an employer discriminates illegally and fires an employee, the victimized employee need not look for other work and may seek lost and future wages from the discriminating employer. Reality: Most victims of employment discrimination are required to engage in and document a good faith effort to secure comparable work before being able to collect lost and future wages.
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