Employment Law Attorney for Employers in Aventura

KEW Legal is a Florida business law firm that concentrates in employment matters for employers, as part of its outside general counsel work. The firm advises on handbooks, discipline, terminations, pay practices, and employee claims filed against a company. This page helps Aventura owners and HR leads who need an employment law attorney for employers. It explains what that advice covers, the rules that shape it, and what a first consultation involves.

Employer-side employment counsel for Aventura businesses

KEW Legal advises employers on employment questions that come up alongside other business matters. The firm’s offices are in Sunny Isles Beach and Coral Gables, and it serves business owners across Miami-Dade and South Florida, including Aventura. Kristina E. Wilson is the lawyer responsible for this page. The practice has support staff who assist with office administration. This page covers employer issues only. It does not describe representing employees in claims against an employer.

Employment issues KEW Legal handles for employers

Employers face most of their legal risk in everyday decisions, from written policies to the day a job ends. KEW Legal advises on:

• Drafting and reviewing employee handbooks, offer letters, and workplace policies.
• Discipline, performance documentation, and terminations, including timing and separation paperwork.
• Employee demand letters and agency charges, and the employer’s written response.
• Whether a worker is an employee or an independent contractor, and the pay questions that follow.
• Employment questions that come up during a sale, acquisition, or succession of a business.

A common mistake is treating a termination as a single event. The file behind it, including dates, reviews, and prior warnings, often shapes how the decision is judged later.

Florida and federal rules that shape employer decisions

Florida and federal law both limit employer decisions, and the rules can overlap. Contracts and anti-discrimination laws can limit that default, so check those limits before acting.

Florida’s civil rights law covers employers with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, as Fla. Stat. § 760.02 defines the term. Under Fla. Stat. § 760.10, an employer may not discharge or refuse to hire anyone, or discriminate in pay or terms of work, because of race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status. The federal definition of employer under Title VII definitions uses the same 15-employee threshold.

Florida’s minimum wage comes from Article X, Section 24 of the Florida Constitution. The amendment sets the rate at $15.00 per hour as of September 30, 2026. A worker who prevails can recover unpaid back wages, the same amount as liquidated damages (extra damages equal to the back pay), and reasonable attorney’s fees and costs. Under Fla. Stat. § 448.110, the employer has 15 calendar days after receiving a wage claim notice to pay or resolve it.

Federal wage rules appear in the federal minimum wage section and the federal maximum hours section of the Fair Labor Standards Act. The federal FLSA record-preservation rule states that each employer shall preserve for at least 3 years, from the last date of entry, all payroll or other records containing the employee information and data required under any of the applicable sections of that part. The federal FLSA notice-posting rule states that every employer employing any employees subject to the Act’s minimum wage provisions shall post and keep posted a notice explaining the Act, as prescribed by the Wage and Hour Division, in conspicuous places in every establishment where such employees are employed so as to permit them to observe readily a copy. Retaliation is restricted too. Under Fla. Stat. § 448.102, an employer may not retaliate against an employee who objects to or refuses to take part in a practice that violates a law, rule, or regulation.

Employment law changes over time. Confirm the current rules for your facts during a consultation.

Serving Aventura and Northeast Miami-Dade employers

Aventura employers face the same core employment rules as employers in the rest of Florida. The business mix in each city shapes which questions come up first.

This page speaks to owners in sectors such as retail, hospitality, medical and professional offices, and property-related companies. In those businesses, scheduling, pay practices, and staffing changes often raise employment questions. A growing company making its first or second hire may need a handbook and a classification check before any dispute exists.

Businesses in nearby Sunny Isles Beach, Doral, and Brickell face the same legal framework. Because KEW Legal works as outside general counsel, employment questions can be handled alongside contract, partner, lease, and sale matters. An employee issue can surface during a lease negotiation or a sale, and the same file can cover both.

KEW Legal does not claim special knowledge of local courts, agencies, or business networks.

What to expect at your free first consultation

KEW Legal offers a free first consultation that is confidential and carries no obligation to continue. Bringing the right papers helps the meeting stay focused. Useful items include:

• The employee’s file, offer letter, and any relevant policies.
• Dates of key events, such as complaints, warnings, and the decision itself.
• Any written complaint, demand letter, or agency charge.
• The handbook section in question.

The consultation identifies the legal issues and the options you may have. It cannot promise an outcome. No one can know how an agency or court will decide a matter from a first meeting. If you decide to continue, the firm will talk through next steps with you.

Frequently asked questions

Talk with Kristina E. Wilson about your employment question

If you’re weighing a termination, a demand letter from a former employee, or a handbook change before your next hire, the decision is in front of you now. Call 305-990-2300 or send a message through the contact form to talk with Kristina E. Wilson about your facts. The first consultation is free, confidential, and carries no obligation to continue. KEW Legal has offices in Sunny Isles Beach and Coral Gables. Results cannot be promised, because each employment question turns on its own facts. Employers in Aventura with employment law questions can start the conversation by contacting KEW Legal and Kristina E. Wilson.