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Tampa Labor Law | Additional Resources:
| Labor Cases We Handle:
- Sex and Race Harassment
- Age Discrimination
- Disability Discrimination
- Unemployment Hearings / Appeals
- Civil Rights Violations
- Wrongful Termination
- Retaliation / Whistleblower
- Invasion of Privacy / Defamation
| Other Labor Services:
- Tailor-made Employee Manuals
- Business Consulting/Risk Management
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Retaliation, harassment or discrimination at your job:If you are a victim of harassment or discrimination at your job, or believe your employer is retaliating against you for complaining about it, it is best you act very quickly or your claims may be lost or barred forever. In certain instances, you may have as little as 60 days from the first instance of discrimination, harassment, or unfair treatment to lodge your complaint with the appropriate agency.
As such, it is very wise to have your questions answered by an experienced lawyer/attorney as soon as possible.
Often times, the first step in bringing your potential claims is to file a Charge of Discrimination with a local and/or federal agency. Although this process can be done without counsel, it is good practice that a lawyer assists you, so that your claims are properly presented and preserved. Please visit the links in the Additional Resources section at right for more information, and/or request an appointment.
If you are an employer:If you are an employer, there are many ways to organize and operate your business to reduce or eliminate potential lawsuits that can damage your chance of success.
After a visit to your business, Mr. Meyers can determine if changes to the organization or operation of your business are warranted. For more information or to schedule an appointment, please send an email to rmeyers@meyersfirm.com or call (813) 985-6550.
Common misconceptions:
* An employee is legally entitled to keep their job until his or her employer can prove just cause for termination. Reality: Most employees are what is known as "at-will" employees. That is, they may suffer an adverse employment action (usually we are talking about termination) for any reason or for no reason at all. However, if it can be shown that an employer used an employee's membership in a legally protected class as the basis for the action (such as using race, age, gender, disability, national origin, etc.), the employer may be liable.
* If an employer discriminates illegally and fires an employee, the victimized employee need not look for other work and may seek lost and future wages from the discriminating employer. Reality: Most victims of employment discrimination are required to engage in and document a good faith effort to secure comparable work before being able to collect lost and future wages.
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