Fort Lauderdale Workplace Harassment Attorney
Trial-Ready Employment Law Representation Since 1982
Workplace harassment is prohibited under both the Florida Civil Rights Act and Title VII of the Civil Rights Act of 1964. Fort Lauderdale’s workforce spans corporate, hospitality, health care, and public-sector industries, and harassment can arise across all of them. Whether what you’ve experienced meets the legal definition of actionable harassment is the first question a qualified attorney can help you answer.
At The Amlong Firm, we’ve represented employees in Fort Lauderdale and throughout Broward County since 1982. Our founding attorney, Karen Coolman Amlong, secured Florida’s first multimillion-dollar sexual harassment judgment and was the first woman elected as a state legislator from Broward County. That history reflects something real: a personal and professional commitment to workplace fairness that runs deeper than legal practice. With 132 years of combined experience across our team, we prepare every case as if it will go to trial, which strengthens our clients’ leverage at every stage before trial.
Many employees hesitate to come forward because they fear retaliation or aren’t sure their experience qualifies legally. Both concerns are worth discussing with an attorney early. The sooner you understand your options, the more of those options remain available to you.
Reach out online or call (954) 953-5490 to speak with a workplace harassment attorney at The Amlong Firm in Fort Lauderdale.
What Constitutes Workplace Harassment in Florida?
Workplace harassment covers unwelcome conduct directed at an employee because of a protected characteristic. The Florida Civil Rights Act prohibits discrimination based on race, sex, religion, national origin, age, handicap, pregnancy, and marital status. Under federal law, Title VII, as interpreted by the U.S. Supreme Court in Bostock v. Clayton County, also extends protections to sexual orientation and gender identity as a form of sex discrimination. The conduct can be verbal, physical, or visual, and it may come from a supervisor, a coworker, or a client.
Two recognized legal forms determine whether harassment is actionable:
Hostile Work Environment
This form of harassment occurs when conduct is severe or pervasive enough to alter the terms or conditions of employment. A single isolated remark generally doesn’t meet this standard, but a sustained pattern of offensive behavior can. Hostile work environment claims are addressed more fully on our dedicated page for that topic.
Quid Pro Quo Harassment
This occurs when employment benefits or conditions are made contingent on submission to unwelcome conduct. A supervisor implying that a promotion depends on compliance with sexual advances is a clear example. Unlike hostile environment claims, a single incident can be sufficient if a tangible employment action is involved.
Harassment rises to an actionable level when it is severe or pervasive enough to create a hostile work environment or results in a tangible employment action such as a demotion, pay cut, or termination. If you’re unsure whether what you’ve experienced crosses that threshold, a workplace harassment lawyer at our firm can evaluate the specific facts of your situation.
How to Report Workplace Harassment in Fort Lauderdale
Start by documenting every incident as it occurs. Record the date, time, location, people involved, and any witnesses. Specific details strengthen any claim that moves forward, and memories fade quickly under stress.
The first formal step is usually internal: report the harassment to your supervisor or HR department, following your employer’s own policy. If that process fails, or if you fear retaliation for reporting, the next step is filing a formal administrative charge with the Equal Employment Opportunity Commission (EEOC) or the Florida Commission on Human Relations (FCHR). A complaint filed with either agency can be dual-filed with both simultaneously, preserving your rights under state and federal law through a single submission.
We guide clients through filing formal complaints with the EEOC and the FCHR, helping assess the strength of documented evidence and helping protect against employer retaliation once a report is made. Getting an attorney involved early in this process can make a meaningful difference in how a claim develops.
Hear From Our Happy Clients
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“I have referred them several employment-related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.”Attorney Sam C. (Endorsing Bill and Karen Amlong)
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“During one of the hardest times in my life, she was a beacon of trust and strength. I recommend her in the strongest terms.”Tannen C. (Gender Discrimination)
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“Her strategy and control of the process resulted in a fair settlement without having to go through a trial by jury.”Jane (Age Discrimination)
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“Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful New York law firm. I was extremely pleased with Karen's strategy and results.”Vickie A. (Age And Gender Discrimination)
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Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.Vickie A.
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“The institution that I work at had falsely accused me of violating a communication policy and tried to make an example of me to other employees. I would have lost my job had it not been for Karen. Karen was patient and professional in her communication.”Danny (Job Rescue)
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“Ms. Amlong took the time to fully understand all the complexities involved and provide an analysis, from a legal perspective, as to what was happening, provide realistic expectations as to what could be done and an estimate timeline to resolution.”Former Client (Gender and National Origin Discrimination)
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“You answered all questions in a professional manner that brought me on board.”Marc J. (Race Discrimination)
What to Expect When Working with Our Firm
Harassment claims carry personal and professional weight that extends well beyond the legal issues themselves. We approach each case with that reality in mind, treating every client with the respect and individual attention their situation demands.
When you work with The Amlong Firm, you can expect:
- Compassionate, personalized guidance that accounts for both the legal and emotional dimensions of your case
- Thorough investigation of your harassment claims to build a complete and accurate factual record
- Aggressive representation in negotiations and litigation, pursued with the same preparation we bring to every trial
- Protection of your rights throughout the entire legal process, including against employer retaliation
Employees facing harassment may be entitled to remedies including back pay, reinstatement, compensatory damages for emotional distress, and in some cases punitive damages. We work to preserve evidence, meet agency deadlines, and develop a litigation strategy tailored to the specific facts of your case. Because we prepare every matter as if it will go to trial, we approach settlement negotiations from a position of strength.
Our attorneys hold recognitions including an AV PeerReview Rating, Super Lawyers, Best Lawyers, Avvo 10.0, and Top 20 Jury Verdicts. This reflects the standards we hold ourselves to in every case we take.
The EEOC, the FCHR, & Administrative Exhaustion
Most workplace harassment claims under Title VII and the Florida Civil Rights Act require filing an administrative charge before a civil lawsuit can proceed. This requirement, called administrative exhaustion, means the agency must have an opportunity to investigate or mediate the dispute first. The EEOC enforces federal anti-discrimination law, including Title VII. The Florida Commission on Human Relations enforces the Florida Civil Rights Act. Filing with either agency can be dual-filed with both, preserving state and federal rights through a single submission.
After a charge is filed, the agency may pursue mediation, conduct a full investigation, or issue a Notice of Right to Sue, which opens the door to civil litigation. Cases that advance beyond the administrative stage may be litigated in federal or state court. Procedural errors such as missed deadlines or incomplete filings can weaken or bar a claim before it ever reaches a courtroom.
We guide clients through the requirements of both agencies, advise on which to file with based on the specific facts of a Broward County harassment claim, and help ensure every submission is complete and timely. Getting this step right matters as much as the merits of the claim itself.
