Employment Law Advice for Doral Employers and Managers

KEW Legal is a Florida business law firm in Coral Gables that acts as outside general counsel for business owners and investors. This page explains what an employment law attorney for employers Doral business owners can ask about, which rules matter most, and how a first conversation works. It is written for employers and managers, not for workers who want to bring a claim against their company.

Employment Counsel for Doral Employers

KEW Legal advises Doral employers on employment matters as part of its outside general counsel work. Kristina E. Wilson is the lawyer named on this page. The firm’s office is in Coral Gables, and Doral clients work with the firm from that office. This page does not describe an office in Doral.

The firm’s support staff handle scheduling and paperwork. Advice on employment questions comes from Kristina E. Wilson. Many workplaces in Doral have staff who speak English, Spanish, or both. A manager in that setting faces the same Florida and federal rules as any other employer, plus the practical task of making sure every worker understands them.

Employment Issues Doral Businesses Bring to Counsel

The firm advises employers on terminations, workplace complaints, employee handbooks, and how workers are classified. A question about one employee is different from a pattern affecting several staff members, such as scheduling, pay, or discipline. A pattern usually calls for a review of written policies and past practice, not only the one decision in front of the manager.

Florida law protects workers who speak up about illegal practices. Under Fla. Stat. § 448.102, an employer may not take retaliatory action against an employee who objects to or refuses to join a practice that breaks a law, rule, or regulation. Under Fla. Stat. § 448.102(1), the prior written-notice requirement applies to a disclosure made to a government agency under oath and in writing. Under § 448.102(2), an employee who provides information to, or testifies before, an agency conducting an investigation, hearing or inquiry has no prior-notice requirement. A hasty reaction to a complaint can create new legal problems, so get advice before acting.

The same counsel can also review a vendor contract, a commercial lease, or an ownership change that affects staffing. Each situation turns on its own facts, and no result can be promised.

How Outside Employment Counsel Works for a Doral Company

A business brings the firm in to advise on employment questions as they come up. The scope is set around what the company needs. Typical documents include offer letters, handbooks, separation agreements, and written warnings. The owner or manager and the firm review them together against what the company actually does each day.

A common mistake is a handbook that promises one thing while managers do another. Written rules and daily practice should match. Otherwise the document can work against the company in a later dispute.

The first consultation is free and confidential, with no obligation to continue. If a question falls outside what the firm handles, this page says so: the matter may need referral to another lawyer or firm.

Florida and Federal Employment Rules Doral Employers Should Understand

Florida’s civil rights law defines an employer as a person with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding year (Fla. Stat. § 760.02). Under Fla. Stat. § 760.10, an employer may not fire or refuse to hire someone, or treat them differently in pay or conditions, because of race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status.

Fla. Stat. § 760.11 sets filing deadlines. A civil action must be started no later than 1 year after the commission’s reasonable-cause determination or the EEOC Notice of Right to Sue, whichever is earlier. If neither comes within 180 days after the complaint, the action may be started no later than 18 months after filing.

Florida’s minimum wage comes from the Florida Constitution, Article X, Section 24 and Fla. Stat. § 448.110. Before suing for unpaid minimum wages, a worker must give the employer written notice. A winning worker can recover unpaid wages plus the same amount as liquidated damages (an added penalty amount). A court may reduce that added amount if the employer proves good faith and reasonable grounds.

Salary alone does not make a worker exempt from overtime.

For federal discrimination duties, see the EEOC employer guidance. This section is general information only. It is not a full statement of the law for any employer.

Workplace Documents and Bilingual Staff in Doral

Policies, notices, and signed acknowledgments should be clear to every employee who signs them. Florida requires covered employers to display a minimum wage notice.

A rule can look neutral and still cause trouble. The federal employment-discrimination statute makes it an unlawful employment practice for an employer to limit, segregate, or classify employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities, or otherwise adversely affect that person’s status as an employee, because of the individual’s race, color, religion, sex, or national origin.

The firm reviews handbooks and written policies so the wording matches what the company does. It can also advise on how to put a policy change or a disciplinary decision in writing.

What to Gather Before Your Consultation

Gather the employee file, the relevant handbook section, pay and schedule records, written complaints, and any prior warnings before you call. These records help the first conversation stay on the company’s question. Write down the key dates too, so the timeline is clear.

Common Questions