Tampa Employment Lawyer

Employer/employee legal relationships are highly regulated and require an encyclopedic understanding of both federal and state laws relevant to the subject matter. For these reasons and more, employment cases can be highly complex and confusing for some to understand. We bring clarity to the subject matter by advising our clients on all matters affecting the employment relationship, from recruiting and retention to termination issues. In fact, we represent (and litigate against) multi-million/billion dollar companies for employers and employees.

Specifically we:

Design and practices that minimize the risk of successful claims of discrimination based upon Title IV of the Civil Rights Act of 1964, as amended, 42 U.S.C. §2000e, et seq., 42 U.S.C. §1981, Family Medical Leave Act (“FMLA”), the Americans With Disabilities Act (“ADA”), relevant state laws, breach of employment contract claims, and wrongful or retaliatory discharge.

• Implement innovative legal strategies to prevent and/or prevail against claims of discrimination based upon Title IV of the Civil Rights Act of 1964, as amended, 42 U.S.C. §2000e, et seq., 42 U.S.C. §1981, Family Medical Leave Act (“FMLA”), the Americans With Disabilities Act (“ADA”), relevant state laws, breach of employment contract claims, and wrongful or retaliatory discharge.
• Evaluate employment law related vulnerabilities for both employees and employers through personnel audits, review of personnel policies or handbooks, management training, and informative investigations both pre- and during suit.
• Develop and assist in the implementation of affirmative action plans and sexual harassment policies.
• Draft Employee, Contractor, and/or Subcontractor, Non- Circumvention, Non-Disclosure, Non-Solicitation, Restrictive Covenants, and Confidentiality Agreements.
• Advocate the importance of preventing workplace issues through the establishment and review of policies and handbooks that recognize and address both the needs of employees and the objectives of management.
• Advise employees/employers on policy and handbook development, assess litigation exposure, deal with regulatory agencies charges of discrimination brought before the Equal Employment Opportunity Commission (“EEOC”) and/or the Florida Commission on Human Relations (“FCHR”), draft and review employment law related policy language, and counsel managers, owners and supervisors on litigation avoidance.

If litigation should ensue, our employment litigators have developed the expertise to assess risk and evaluate settlement early in litigation. This ability to dispose of cases efficiently before trial through aggressive motion practice, and during trial to present cases in a manner persuasive to judges and juries, is why we are so effective on behalf of both employees/employers. On the other hand, if litigation is deemed prudent and advisable, rest assured that you will be in strong, capable & skilled hands.