Hialeah

Employment Lawyer in Hialeah

132 Years of Combined Experience Protecting Employees & Their Careers

Employment disputes often turn on reconstructing what happened, who made each decision, and whether the conduct violated Florida or federal law. We represent Hialeah employees facing discrimination, sexual harassment, retaliation, wrongful termination, unpaid wages, and whistleblower concerns.

We examine the timeline, the employer’s stated explanation, relevant communications, witnesses, personnel records, and any protected activity. This may include reporting discrimination, requesting qualifying leave, objecting to unpaid overtime, or taking another action protected by law.

Call (954) 953-5490 to discuss your workplace concerns with our employment law firm.

Employment Claims We Handle for Hialeah Workers

Workplace misconduct can affect compensation, job duties, promotion opportunities, continued employment, and professional reputation. We handle disputes at different stages, from contested workplace decisions and administrative proceedings to litigation.

Our employment law practice includes:

Discrimination and sexual harassment: Claims involving protected characteristics, hostile conduct, unequal treatment, or employment decisions influenced by unlawful bias.
Workplace retaliation and whistleblower law: Disputes arising after an employee reports misconduct, opposes unlawful practices, or participates in a protected process.
Wrongful termination: Cases in which evidence may connect a discharge to discrimination, retaliation, protected leave, whistleblowing, or another prohibited reason.
Overtime and unpaid wages: Claims involving missing compensation, unpaid overtime, time records, or worker-classification issues.
Family and Medical Leave Act matters: Disputes involving qualifying leave, interference with leave rights, or retaliation connected to a leave request.

A Practice Devoted Entirely to Litigation

We have practiced employment law since 1982, and our attorneys bring 132 years of combined experience to our work. Because our entire practice is devoted to litigation, we approach workplace claims with the preparation contested cases demand.

Founding attorney Karen Coolman Amlong was the first woman elected as a state legislator from Broward County. Our record also includes victories before the United States Supreme Court and a history of handling consequential legal disputes.

Florida & Federal Employment Protections

A Hialeah workplace dispute may involve the Florida Civil Rights Act, federal anti-discrimination statutes, the Fair Labor Standards Act, the Family and Medical Leave Act, whistleblower protections, or military-service rights. Which law controls depends on the employer, the challenged conduct, the employee’s status, and when the events occurred.

Florida generally follows at-will employment, which means either side can end an employment relationship that has no fixed contract term. That rule doesn’t permit termination for an illegal reason, including unlawful discrimination or retaliation for protected activity.

Agency Charges & Filing Deadlines

The Florida Commission on Human Relations states that employment discrimination complaints generally must be filed within 365 days of the alleged violation. The Equal Employment Opportunity Commission Miami District Office handles federal discrimination charges, but filing deadlines are strict, claim-dependent, and sometimes shorter. A prompt review can help identify which deadlines and procedures may apply.

Unpaid Wage Claims in Miami-Dade County

The Miami-Dade Wage Theft Program addresses qualifying underpayment and nonpayment disputes involving work performed within the county, regardless of the employer’s physical location. Eligibility, deadlines, claim thresholds, and remedies depend on the program’s requirements and the facts of the dispute. The county program isn’t the only potential path for pursuing unpaid compensation.

Relevant evidence may include pay stubs, timesheets, schedules, employment agreements, emails, text messages, and demand letters. These records may also matter when evaluating rights under the Fair Labor Standards Act or other wage laws.

How to Prepare for an Employment Law Review

Preserve original documents and avoid deleting communications related to the dispute. A clear, chronological record can help us understand the sequence of events and identify issues that warrant closer analysis.

Useful information may include:

The employer’s name, your job title, employment dates, and current work status
The names and roles of managers, coworkers, or witnesses involved
The dates of complaints, leave requests, discipline, pay disputes, or termination
Emails, text messages, schedules, pay records, evaluations, and termination documents
The reason the employer gave for its decision and any facts that appear inconsistent with it

Respect confidentiality obligations and don’t take records you aren’t entitled to possess. An account grounded in documents and firsthand events is generally more useful than conclusions about what the employer intended.

Employee-Centered Representation With Trial-Ready Preparation

We approach each dispute with respect for its professional and personal consequences. Our work has included age discrimination, gender discrimination, sexual harassment, retaliation, and conflicts threatening an employee’s job or reputation. Our history also includes securing Florida’s first multimillion-dollar sexual harassment judgment.

We prepare each case as though it may proceed to trial, focusing on the evidence, applicable law, witness accounts, employer explanations, and procedural requirements. No claim comes with a guaranteed result, but this preparation allows us to confront disputed facts and legal issues directly.

Contracts, USERRA, & Other Employment Matters

Some workplace disputes involve procedures, contracts, or protections outside the primary discrimination and wage statutes. We also handle noncompete agreements, administrative law, matters involving finance industry professionals, immigration-related employment issues, and rights under the Uniformed Services Employment and Reemployment Rights Act, commonly known as USERRA.

The appropriate approach depends on the employee’s position, contract language, employer, disputed conduct, and timing. Employment contracts and noncompete agreements can require particularly close review because their specific wording may shape the available options.

Discuss Your Workplace Rights & Next Steps

Whether you’re still employed, have been terminated, are considering a workplace complaint, or need an employment or separation agreement reviewed, we can examine the events and information relevant to a potential claim. You can also contact us online to explain what happened.

An initial inquiry doesn’t establish that a legal claim exists. It provides an opportunity to identify the Florida or federal protections, evidence, procedures, and deadlines that may apply.

Call (954) 953-5490 to discuss your Hialeah employment matter with The Amlong Firm.

How We Fight For Workplace Fairness

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Our Proven Record of Success

US Supreme Court Victories
100% of Practice Devoted to Litigation