{"id":437,"date":"2026-10-14T03:01:20","date_gmt":"2026-10-14T03:01:20","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/employment-counsel-for-florida-business-owners\/miami\/"},"modified":"2026-10-27T14:57:33","modified_gmt":"2026-10-27T14:57:33","slug":"miami","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/employment-counsel-for-florida-business-owners\/miami\/","title":{"rendered":"Employment Law Attorney for Employers in Miami | KEW Legal"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull is-dark chg-hero\" style=\"min-height:460px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-70 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(90deg,rgba(32,36,46,1) 0%,rgba(32,36,46,1) 55%,rgba(32,36,46,0.7) 100%)\"><\/span><img class=\"wp-block-cover__image-background wp-image-434\" alt=\"Modern conference room with a long wooden table, leather chairs, and city windows in Miami.\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo.jpg\" width=\"1376\" height=\"768\" srcset=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo-150x150.jpg 150w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo-300x167.jpg 300w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo-768x429.jpg 768w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo-1024x572.jpg 1024w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/modern-conference-room-with-a-long-wooden-table-leather-chai-photo.jpg 1376w\" sizes=\"(max-width: 825px) 825px, 100vw\" fetchpriority=\"high\" decoding=\"async\"\/><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-block-cover-is-layout-constrained\">\n<p class=\"chg-eyebrow has-base-color has-text-color wp-block-paragraph\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Law for Employers | Miami-Dade and South Florida<\/p><h1 class=\"wp-block-heading has-base-color has-text-color\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Law Attorney for Employers in Miami<\/h1><p class=\"has-base-color has-text-color wp-block-paragraph\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.625), 1.25rem);text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">KEW Legal focuses on employment matters for business owners. Kristina E. Wilson advises employers on employee issues, workplace policies, and day-to-day workforce questions as part of outside general counsel services.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Free First Consultation<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Free First Consultation<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.85rem;color:#6b7280;margin-bottom:1.5rem\">By Kristina E. Wilson \u00b7 Published October 13, 2026<\/p>\n\n<article lang=\"en\">\n\n<p>An employment law attorney for employers Miami businesses can turn to helps owners answer workplace claims and set rules that match how the business runs. KEW Legal is a Florida business law firm with offices in Coral Gables and Sunny Isles Beach. It acts as outside general counsel for business owners and investors across Miami-Dade and South Florida.<\/p>\n<p>Kristina E. Wilson is the lawyer responsible for this page. The practice is supported by office staff, including assistants and office staff who help with day-to-day work.<\/p>\n<p>This page covers employer-side employment matters only.<\/p>\n<p>This page offers general information. It is not advice about your situation. Laws change, and the facts of each workplace decide which rules apply.<\/p>\n<h2>Employer-Side Employment Matters KEW Legal Handles in Miami<\/h2>\n<p>The employment law attorney for employers Miami companies may need handles problems on the business side of the workplace. Matters include:<\/p>\n<ul>\n<li>Harassment or discrimination complaints made against the business<\/li>\n<li>Retaliation allegations<\/li>\n<li>Terminations and separations<\/li>\n<li>Wage-and-hour questions, such as overtime and pay records<\/li>\n<li>Drafting employee handbooks and employment agreements<\/li>\n<\/ul>\n<p>Under an outside general counsel model, employment questions sit inside an ongoing business relationship. The same relationship can cover contracts, leases, and ownership questions. A question about a termination can be reviewed alongside the business&#8217;s wider legal picture.<\/p>\n<p>Employment issues often connect to other business issues. A departing partner may also be an employee. A vendor may use workers who work like staff. A sale may bring employees to a new owner. KEW Legal&#8217;s business practice covers partnership disputes, vendor contracts, commercial leases, and succession matters.<\/p>\n<p>Some matters may be referred to another lawyer or firm.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<p class=\"wp-block-paragraph\">If a harassment complaint, agency charge, or wage demand just landed on your desk, you don&#x27;t have to work out the response alone. KEW Legal offers a free, confidential first consultation. Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-couple-meets-with-an-attorney-across-an-office-desk-to-dis-photo.jpg\" alt=\"A couple meets with an attorney across an office desk to discuss an employment matter.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Florida and Federal Rules That Apply to Miami Employers<\/h2>\n<p>Several federal and Florida laws can apply to a Miami employer. Which ones reach your business depends on the facts.<\/p>\n<p>Federal law provides that it shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual&#8217;s race, color, religion, sex, or national origin (<a href=\"https:\/\/www.law.cornell.edu\/uscode\/text\/42\/2000e-2\">federal employer-practices provision<\/a>). Federal law separately provides that it shall be an unlawful employment practice for an employer to discriminate against any of his employees or applicants for employment because he has opposed any practice made an unlawful employment practice by this subchapter, or because he has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this subchapter (<a href=\"https:\/\/www.law.cornell.edu\/uscode\/text\/42\/2000e-3\">federal anti-retaliation provision<\/a>). Separate federal laws cover age and disability. The <a href=\"https:\/\/www.law.cornell.edu\/uscode\/text\/29\/623\">Age Discrimination in Employment Act<\/a> and the <a href=\"https:\/\/www.law.cornell.edu\/uscode\/text\/42\/12112\">Americans with Disabilities Act<\/a> each have their own rules.<\/p>\n<p>Florida law adds its own rules. The Florida Civil Rights Act lists unlawful practices for employers, including discharge and unequal pay, based on factors such as race, sex, religion, and age (<a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0700-0799\/0760\/Sections\/0760.10.html\">Fla. Stat. \u00a7 760.10<\/a>). Under Fla. Stat. \u00a7 760.11, a court may award compensatory and punitive damages in a civil action. Punitive damages awarded to any one aggrieved person cannot exceed $100,000.<\/p>\n<p>The Fair Labor Standards Act gives two years to sue for unpaid minimum wages or overtime. An action to enforce a cause of action for unpaid minimum wages, unpaid overtime compensation, or liquidated damages under the Fair Labor Standards Act generally must be commenced within two years after the cause of action accrued, except that a cause of action arising out of a willful violation may be commenced within three years after the cause of action accrued (<a href=\"https:\/\/www.law.cornell.edu\/uscode\/text\/29\/255\">federal limitations provision<\/a>). Florida&#8217;s minimum wage amendment sets a four-year limit, or five years for willful violations. It also bars retaliation against workers who exercise its rights (<a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?Mode=Constitution&amp;Submenu=3&amp;Tab=statutes#A10S24\">Fla. Const. art. X, \u00a7 24<\/a>).<\/p>\n<p>Florida law on non-competes and non-solicitation agreements sits in <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0500-0599\/0542\/Sections\/0542.335.html\">Fla. Stat. \u00a7 542.335<\/a>. A court will not enforce a restrictive covenant unless it is in a writing signed by the person it is enforced against. A covenant not tied to a legitimate business interest is void. A court can narrow one that reaches too far.<\/p>\n<p>The <a href=\"https:\/\/www.eeoc.gov\/employers\">U.S. Equal Employment Opportunity Commission<\/a> publishes guidance on employer obligations. Coverage thresholds and rules can change, so applicability depends on the specific business.<\/p>\n<h2>What to Do First After an Employee Complaint or Agency Charge<\/h2>\n<p>The first steps are to keep records, avoid retaliation, and review any charge or demand before you reply. An employment law attorney for employers Miami businesses use should see the notice before any written response goes out.<\/p>\n<p>Preserve the records. Keep emails, texts, schedules, time records, performance notes, and write-ups. Don&#8217;t delete, edit, or tidy up files, even ones that seem unhelpful. Altered records can create more problems than the original facts.<\/p>\n<p>Avoid retaliation. Don&#8217;t change pay, shifts, or duties for the employee who raised the concern without first reviewing the decision. Federal law bars discrimination against an employee for opposing an unlawful practice. Florida&#8217;s minimum wage amendment also bars retaliation for exercising its rights.<\/p>\n<p>Watch the clock. Agency deadlines can be short. Under Title VII, a civil action generally must be filed within ninety days after the complainant receives the EEOC&#8217;s notice of dismissal or right-to-sue notice (42 U.S.C. \u00a7 2000e-5(f)(1)).<\/p>\n<p>Review before replying. A demand letter or agency notice should be reviewed before any written reply is sent. Quick replies can admit facts, take a position you didn&#8217;t intend, or miss a response date. Hold off on informal conversations with the employee about the claim until the notice is reviewed.<\/p>\n<h2>Employee Handbooks, Policies, and Employment Agreements<\/h2>\n<p>A handbook review checks that written policies match real practice and follow the law.<\/p>\n<p>A Florida employer handbook review usually covers anti-harassment reporting steps, at-will language, leave policies, timekeeping rules, and complaint channels. A strong policy names who to tell, how to tell them, and what happens next. When the written rule and daily practice disagree, that gap becomes a problem in a dispute.<\/p>\n<p>Offer letters and employment agreements need review too. Confidentiality terms and restrictive covenants are the most sensitive. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0500-0599\/0542\/Sections\/0542.335.html\">Fla. Stat. \u00a7 542.335<\/a>, a restrictive covenant is enforceable only if it is in a signed writing, the party seeking enforcement pleads and proves a legitimate business interest that justifies it, and the restriction is reasonably necessary to protect that interest and reasonable in time, area, and line of business. The covenant also needs a signed writing to be enforced.<\/p>\n<p>If your staff reads and speaks more than one language, translate key policies. Explain them in those languages so staff understand what is expected.<\/p>\n<h2>Common Workforce Issues for Miami-Dade Employers<\/h2>\n<p>Each setup raises its own questions.<\/p>\n<p>Classification matters. A worker is not a contractor just because a contract says so. The facts of the working relationship decide the question. If a worker is misclassified, wage-and-hour rules can reach that worker&#8217;s pay and hours. That can lead to claims under the Fair Labor Standards Act and Florida&#8217;s minimum wage amendment, with the time limits described above.<\/p>\n<p>Supervisors play a practical role. Train them on what to do when a concern comes in. They should route complaints to the right person, avoid retaliation, and record facts as they happen. Dates, names of people involved, and what was said are more useful than summaries written later.<\/p>\n<p>These examples are general. They describe common workplace patterns, not how any particular court or agency will decide a matter.<\/p>\n<h2>How the Free Initial Consultation Works<\/h2>\n<p>The initial consultation is free, confidential, and carries no obligation to continue. Bring what you have, and the first meeting will focus on the issues in front of you.<\/p>\n<p>Helpful items include the employee&#8217;s written complaint or charge, the relevant handbook policy or agreement, a timeline of events, and any prior written communications with the employee. If you received a demand letter, bring it too.<\/p>\n<p>The first meeting identifies the issues and any deadlines. The business can then decide on next steps. It is a starting point, not a final answer on the claim.<\/p>\n<p>KEW Legal&#8217;s offices are in Coral Gables and Sunny Isles Beach. The lawyer responsible for this page is Kristina E. Wilson. The main phone number is 305-990-2300.<\/p>\n<h3>Can a Florida employer fire an employee who complained about harassment?<\/h3>\n<p>Under Title VII, a covered employer (one with 15 or more employees) may not discriminate against an employee for opposing an unlawful practice (42 U.S.C. \u00a7 2000e-3(a)). Each situation turns on its specific facts.<\/p>\n<h3>How long does a worker have to sue over unpaid overtime?<\/h3>\n<p>Under the Fair Labor Standards Act, the time limit is two years, or three years for a willful violation. For minimum wage claims under Florida&#8217;s amendment, the limit is four years, or five for willful violations.<\/p>\n<h3>Does a non-compete need to be in writing in Florida?<\/h3>\n<p>A court will not enforce a restrictive covenant unless it is in a writing signed by the person it is enforced against.<\/p>\n<h3>What does the first meeting cover?<\/h3>\n<p>The first meeting covers the issues, any deadlines, and what the business can decide next. It is a starting point, not a final answer.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/two-people-in-business-attire-sit-across-a-conference-table-photo.jpg\" alt=\"Two people in business attire sit across a conference table in an office, discussing a workplace disagreement.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Talk With KEW Legal About an Employee Claim Facing Your Business<\/h2>\n<p>If a harassment complaint, an agency charge, or a wage demand just reached your business, the next written step matters. If your business needs an employment law attorney for employers Miami, call 305-990-2300 or <a href=\"https:\/\/kewlegal.com\/contact-us\/\">send us a message<\/a> to schedule your free, confidential first consultation. Bring the notice or complaint, and we will go through the facts with you.<\/p>\n\n<\/article>\n<footer class=\"disclaimer\"><em>The engagement of a lawyer is an important decision that should not be based solely upon advertisements. The information on this website is general information about KEW Legal and the services we offer; it does not constitute legal advice and is intended for informational purposes only. Accessing this website or contacting our firm does not establish an attorney-client relationship. KEW Legal, 16690 Collins Ave Ste 1101, Sunny Isles Beach, FL 33160.<\/em><\/footer>\n\n\n<div class=\"wp-block-group alignwide has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">How KEW Legal Works With Employers<\/h2>\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><h3 class=\"wp-block-heading\">Built for Business Owners<\/h3><p class=\"wp-block-paragraph\">The practice is limited to business law, so employment questions are handled alongside contracts, leases, partnerships, and ownership matters that affect the same company.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><h3 class=\"wp-block-heading\">Policies Matched to Your Operations<\/h3><p class=\"wp-block-paragraph\">Handbooks, written policies, and workplace rules can be reviewed against how your business actually runs.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><h3 class=\"wp-block-heading\">Offices in Coral Gables and Sunny Isles Beach<\/h3><p class=\"wp-block-paragraph\">KEW Legal serves businesses across Miami-Dade County, Broward County, and South Florida.<\/p><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Keep Records as Issues Arise<\/h3><p class=\"wp-block-paragraph\">Written records of performance concerns, policy acknowledgments, and employee communications help a business explain what happened. Save them as issues come up, and do not alter or discard existing documents.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-surface-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">Employment Services for Employers<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Workplace Policies and Handbooks<\/h3><p class=\"wp-block-paragraph\">Drafting and reviewing employee handbooks, policies, and onboarding documents for businesses in Miami and South Florida.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Employee Disputes<\/h3><p class=\"wp-block-paragraph\">Advice on performance concerns, discipline, separations, and workplace complaints from the employer&#x27;s side.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Employment Issues in Business Transactions<\/h3><p class=\"wp-block-paragraph\">Reviewing workforce matters that arise when a business is bought, sold, or transferred to new ownership.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Ongoing Outside General Counsel<\/h3><p class=\"wp-block-paragraph\">Employment questions handled as part of a continuing relationship covering the broader legal needs of your company.<\/p><\/div><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-base-color has-primary-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4d466591 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--primary,#20242e);color:var(--wp--preset--color--base,#ffffff);padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center has-base-color has-text-color\">Talk With KEW Legal About Your Workplace Questions. Your first consultation is free, confidential, and carries no obligation to continue.<\/h2>\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-0aa01211 wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300 or Send Us a Message<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300 or Send Us a Message<\/a><\/div><\/div>\n<\/div>\n\n<h2 class=\"wp-block-heading\">Related practice areas<\/h2><ul class=\"wp-block-list\"><li><a href=\"\/resources\/employment-counsel-for-florida-business-owners\/\">Employment Counsel for Florida Business Owners: Employee Disputes, Restrictive Covenants and Misclassification in Miami-Dade<\/a><\/li><\/ul>","protected":false},"excerpt":{"rendered":"<p>Miami employment law for employers: harassment complaints, EEOC charges, wage questions, handbooks, and non-competes. 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