Discrimination

Workplace Discrimination Attorney in Weston

Trial-Ready Representation for Employees Facing Discrimination

We represent employees seeking to assert their rights after workplace discrimination. At The Amlong Firm, we prepare every case for the possibility of trial. Employees in Weston can turn to us for guidance when an employer’s decision appears connected to a legally protected status.

Employment problems can affect a person’s career, financial stability, and well-being. We approach these matters with respect and compassion for the personal and emotional challenges involved. We also evaluate whether discrimination occurred alongside other unlawful workplace conduct.

We represent employees in matters involving:

Sexual harassment
Wrongful termination
Unpaid wages
Whistleblower protection

Call (954) 953-5490 to request a confidential consultation about suspected workplace discrimination.

Workplace Discrimination Protections in Weston

Federal and Florida laws prohibit certain employment decisions based on an employee’s legally protected status. Protections relevant to our practice include:

Race and color
Religion
Sex and pregnancy
National origin
Age
Disability or handicap
Marital status

Florida law generally applies to employers with 15 or more employees. Federal workplace discrimination laws also generally use a 15-employee threshold, although requirements vary by the type of claim. Some local ordinances may cover smaller employers, so employer size is one of the first coverage issues to evaluate.

Florida Workplace Discrimination Filing Deadlines

An employment discrimination charge is a formal administrative filing that identifies the alleged conduct. It’s different from filing a lawsuit in court. The applicable deadlines depend on the law involved, when the discriminatory act occurred, and subsequent agency action.

Administrative charge deadlines include:

Florida Civil Rights Act: A charge must be filed with the Florida Commission on Human Relations within 365 days of the discriminatory act.
Federal law: A charge in Florida must be filed with the Equal Employment Opportunity Commission within 300 days of the discriminatory act.

Dual Filing with State & Federal Agencies

The Florida Commission on Human Relations and the Equal Employment Opportunity Commission operate under a work-sharing agreement. A charge filed with either agency is considered filed with both. Known as dual filing, this process can preserve state and federal rights through the same charge.

Deadlines for Filing a Civil Action

Lawsuit deadlines arise after the administrative filing and must be tracked separately. An Equal Employment Opportunity Commission Notice of Right to Sue gives an employee 90 days to file a federal lawsuit. This notice authorizes the employee to pursue the federal claim in court.

Effective July 1, 2026, a civil action under the Florida Civil Rights Act must be filed within one year after a reasonable-cause determination or Notice of Right to Sue, whichever occurs first. If neither agency acts within 180 days, the civil-action deadline is 18 months from the charge filing date. Because an agency determination or notice can start a new deadline, employees should keep every document and record the date it was received.

Experience Backed by Thorough Trial Preparation

We have represented clients in employment-law matters for nearly 40 years. Our attorneys bring 132 years of combined experience to the cases we handle. That experience informs how we assess workplace records, employer explanations, and the legal issues raised by workplace conduct.

We prepare every case expecting it to go to trial. This approach keeps the evidence, legal claims, and potential courtroom presentation central throughout the case. Although no particular result can be promised, trial preparation can place an employee in a stronger position when the opposing side evaluates the claim.

Our history includes significant workplace advocacy. In 1993, founding attorney Karen Coolman Amlong obtained Florida’s first multimillion-dollar-plus sexual harassment judgment. Her longstanding commitment to social justice and women’s rights continues to shape our work for employees facing unfair treatment.

Discuss Your Workplace Discrimination Concerns Confidentially

During a confidential consultation, you can describe the workplace action, the basis for your concern, and any agency documents or deadlines already in play. We can evaluate those facts and explain the legal issues without promising a specific settlement, verdict, or other outcome.

Call (954) 953-5490 to request a confidential consultation with The Amlong Firm.

How Legal Coverage Shapes a Discrimination Claim

A viable employment discrimination claim depends on more than unfair treatment alone. The analysis considers whether the conduct involved a protected characteristic, whether the employer is covered by the applicable law, and what happened in the workplace. These issues should be considered before determining which agency deadline applies.

Three coverage questions guide the initial analysis:

Protected basis: Does the claim involve a status covered by federal law, the Florida Civil Rights Act, or an applicable local ordinance?
Covered employer: Does the employer meet the employee threshold or another coverage requirement under the relevant law?
Workplace action: Do the facts connect the employer’s action to that protected status?

Coverage should be assessed before choosing a filing route because state and federal claims may preserve different rights. Administrative charge deadlines must also be tracked separately from later lawsuit deadlines.

How We Fight For Workplace Fairness

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