Ongoing Business Law Support for Fort Lauderdale Owners and Investors

Employment Law Attorney for Employers in Fort Lauderdale

Outside general counsel for businesses Fort Lauderdale: employers often look for an employment lawyer when one workplace decision could lead to a complaint, a lawsuit or an agency charge. This guide covers the employer-side situations that prompt that call and the laws that often apply. It is general information, not legal advice, and the facts of your situation control the answer. KEW Legal serves employers in Broward County from its offices in Coral Gables and Sunny Isles Beach.

Workplace Issues Fort Lauderdale Employers Bring to Their Lawyer

Most employers consult a lawyer when a decision carries legal risk. Common examples include:

• Ending the employment of a worker who recently filed a complaint.
• Responding to an internal complaint about harassment, pay or treatment.
• Responding to a demand letter from a former worker’s lawyer.
• Responding to a notice from a state or federal agency.
• Deciding how to pay overtime or how to classify a worker.

Outside general counsel works differently from a single one-time consultation. The lawyer reviews the company’s routine labor policy questions and active disputes. That way, the advisor can step in before a small question becomes a large problem.

Many business owners wait until a letter arrives. By then, some early decisions may already be in writing. A reply sent in anger, a hasty firing or a sudden pay change can shape what comes next. Getting advice first gives you more room to decide.

Key Labor Laws Florida Employers Must Follow

Florida employers are subject to federal and state labor laws, and the rules often overlap.

Federal laws also address age discrimination, retaliation and pay. Each law has its own scope, so an employer should review its facts against the specific rule.

What an Employment Lawyer Does for an Employer

An employment lawyer for employers reviews decisions and documents before a dispute starts. The lawyer also helps respond once a dispute has begun. Routine work includes:

• Reviewing employee handbooks and written policies.
• Drafting or reviewing offer letters and confidentiality clauses.
• Reviewing non-solicitation and non-compete agreements.
• Reviewing pay questions, such as whether a worker is exempt or non-exempt from overtime, or whether the worker is an employee or a contractor.
• Responding to demand letters.
• Preparing a response to a charge filed with the EEOC or the Florida Commission on Human Relations.

Restrictive covenants need care. A Florida court will not enforce one unless it is in a writing signed by the person against whom enforcement is sought. Whether a covenant of this kind can be enforced depends on its specific terms and the surrounding circumstances, so reviewing the actual language is a useful first step. A restrictive covenant not supported by a legitimate business interest is unlawful, void and unenforceable (Fla. Stat. § 542.335).

Agency processes follow set deadlines. Missing a date can hurt the employer’s position. Some matters, such as litigation, may be referred to another lawyer or firm, or handled together with another lawyer or firm. No particular result can be promised.

When Should an Employer Call a Lawyer?

An employer should consider legal advice before any firing, disciplinary action or pay change tied to an employee complaint. Timing is the key point. Key decision points include:

• Before ending the employment of a worker who has filed a complaint.
• After receiving notice of an agency charge.
• When a resignation, leave request or accommodation request raises a legal question.
• Before changing a pay plan or the employee handbook.

Retaliation is a risk employers need to plan for. A decision made shortly after a complaint can raise questions, so review it first.

Under s. 95.11, actions other than for recovery of real property must be commenced within the period set for the type of action; s. 95.11 does not itself state when a minimum wage claim period begins (see s. 448.110(8) for that). Talk with your advisor about how to keep internal conversations organized. Emails and written notes can matter later, so plan what is written and who writes it.

Outside General Counsel for Businesses Fort Lauderdale and Broward County

Yes, KEW Legal serves employers in Fort Lauderdale and Broward County from its offices in Coral Gables and Sunny Isles Beach. The practice serves business owners across Miami-Dade and South Florida and works on the business side of labor issues.

Fees for Employer Labor Matters

The initial consultation is free, confidential and without obligation to continue. The consultation gives you the chance to describe the decision in front of you and ask how the firm would approach it. Fee and cost questions can be discussed with the firm during that consultation.

Talk with Kristina E. Wilson About Your Labor Question

If a termination, complaint or agency charge is on your desk, you do not have to handle it alone. Kristina E. Wilson is the lawyer responsible for this page, and the practice focuses on employment law for employers. Use the contact page to schedule a consultation or send a message, or call 305-990-2300.

Frequently asked questions

Are non-compete agreements enforceable in Florida?

How long does a worker have to bring an action over a willful minimum wage violation?