St. Petersburg Employment Lawyer

Dealing with problems at work is difficult. It often feels personal, stressful, and like the odds are against you.

Maybe you were let go for reasons that seem fishy. Perhaps you’re not getting paid what you’re owed. Or maybe the work environment feels hostile or discriminatory.

You’re probably not just imagining things, and you’re certainly not powerless. Florida and federal laws provide protections for employees in situations like these.

If your job situation in St. Petersburg has gone sideways, you need someone who knows the rules and isn’t afraid to stand up for you. Call Lopez Law Group at (727) 933-0017 to speak with an experienced employment law attorney in St. Petersburg, FL.

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St. Petersburg Employment Law Guide

• Know Your Rights: The Big Protections Under Florida & Federal Law
• “At-Will” Doesn’t Mean “Anything Goes”
• Common Workplace Battles in St. Pete
• The Shifting Sands: What’s Happening in Florida Employment Law?
• Why Choose Lopez Law Group?
• Taking the Next Step: What Happens Now?
• Let Lopez Law Group Fight for Your Rights

Know Your Rights: The Big Protections Under Florida & Federal Law

Sean Lopez, Employment Lawyer in St. Petersburg, FL

So, amidst all this change and complexity, what actual shields do you have as an employee in St. Petersburg? Quite a few, actually. Both Florida state law and federal laws lay out important protections.

Fighting Discrimination

This is a big one. You cannot legally be treated unfairly at work because of certain personal characteristics. The Florida Civil Rights Act (FCRA), found in Chapter 760 of the Florida Statutes, prohibits discrimination based on race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status.

Federal law, primarily Title VII of the Civil Rights Act of 1964, offers similar protections, often overlapping with state law. These laws apply to hiring, firing, promotions, pay, job assignments, and other terms and conditions of employment.

Getting Paid Fairly

Your paycheck matters. The federal Fair Labor Standards Act (FLSA) sets rules for minimum wage and overtime pay for most workers. Florida also has its own minimum wage requirements.

As of September 30, 2024, Florida’s minimum wage increased to $13.00 per hour, part of a plan to reach $15.00 per hour by 2026. The Florida Minimum Wage Act governs how these wage laws are applied and enforced within the state.

If your employer isn’t paying you correctly – either minimum wage or overtime for hours worked over 40 in a week (if you qualify) – you may have a legal claim.

Protection Against Retaliation

It takes guts to speak up about illegal activity at work, whether it’s discrimination, unpaid wages, safety violations, or something else. The law recognizes this and generally prohibits employers from retaliating against you for engaging in legally protected activities.

Protected activities include filing a formal complaint, participating in an investigation (like with the EEOC or the Florida Commission on Human Relations), or reporting illegal conduct (whistleblowing). Retaliation could look like firing, demotion, harassment, or any other negative action that would discourage a reasonable person from speaking up.

Reasonable Accommodations for Disabilities

If you have a disability, federal laws like the Americans with Disabilities Act (ADA) and state laws like the FCRA require employers to provide reasonable accommodations. These are modifications or adjustments to a job or work environment that allow a qualified individual with a disability to perform the essential functions of the job.

Examples include modified work schedules, providing special equipment, or adjusting job duties. An employer must provide an accommodation unless doing so would cause an “undue hardship,” meaning significant difficulty or expense.

“At-Will” Doesn’t Mean “Anything Goes”

You’ve probably heard that Florida is an “at-will” employment state. Many people think this means an employer can fire you for any reason under the sun, or even for no reason at all. That’s partly true, but it’s not the whole story.

“At-will” means that, generally, either the employer or the employee can end the employment relationship at any time, without needing a specific reason or cause, and without advance notice (unless a contract says otherwise).

However—and this is the important part—the “at-will” doctrine does not give employers a free pass to fire you for illegal reasons. An employer cannot terminate you if their reason violates federal or state anti-discrimination laws (like firing you because of your race or age) or if it’s retaliation for engaging in protected activity (like reporting harassment).

Sometimes, discrimination isn’t obvious. A company might have a policy that seems neutral on its face but ends up negatively affecting people in a protected group much more than others. This is called “disparate impact,” and it can also be illegal, even if the employer didn’t intend to discriminate.

Common Workplace Battles in St. Pete

What kinds of employment issues do people in St. Petersburg typically face? Based on who walks through our doors, several types of disputes come up frequently.

• Wrongful Termination: This happens when someone believes they were fired for an illegal reason, such as discrimination based on age, sex, race, disability, or another protected characteristic, or in retaliation for reporting illegal activity.
• Unpaid Wages and Overtime: Disputes often arise over whether an employee is properly classified (exempt vs. non-exempt from overtime), whether they’re being paid the correct minimum wage, or if the employer is failing to pay for all hours worked, including overtime.
• Discrimination and Harassment: This covers unfair treatment based on protected status. It can range from biased hiring or promotion decisions to enduring offensive comments, slurs, or unwanted advances that create a hostile work environment.
• Retaliation Claims: As mentioned earlier, if an employer takes negative action against an employee for asserting their legal rights (like filing a discrimination complaint or requesting a reasonable accommodation), it could be illegal retaliation.
• Noncompete Agreement Issues: Florida law (specifically Fla. Stat. § 542.335) allows noncompete agreements, but they must be reasonable in terms of time duration, geographic area, and the scope of business restricted. Disputes often involve whether an agreement is enforceable or overly broad.
• Failure to Provide Reasonable Accommodations: Employees with disabilities may need adjustments to do their jobs. If an employer refuses to engage in a discussion about possible accommodations or denies a reasonable request without proving undue hardship, it can lead to legal action.

These are just examples. Employment law covers a wide range of situations. If something feels wrong about how you’re being treated or paid at work, it’s worth looking into your rights.

The Shifting Sands: What’s Happening in Florida Employment Law?

Think the working world stays the same? Think again. The rules governing employment relationships are constantly evolving, influenced by changes in government, court decisions, and even technology. You need a firm whose finger is always on the pulse of the current legal landscape.

Lately, we’ve seen shifts in how federal agencies approach workplace issues, sometimes leading to more focus on state-level enforcement right here in Florida. This means employers need to be sharp about complying with Florida-specific laws.

The Equal Employment Opportunity Commission (EEOC), a key federal player, has adjusted its priorities. There’s also a noticeable trend of employees, particularly younger ones, bringing legal actions aimed not just at getting money, but at changing company cultures and policies.

Even technology is changing the game. More individuals are using AI tools to help prepare their own legal filings, making things more complex for everyone involved. Add in recent decisions from the National Labor Relations Board (NLRB) impacting unions and contractor status, and it’s clear things are dynamic.

This matters in a place like St. Petersburg. The Tampa-St. Petersburg-Clearwater area boasts a large workforce, with around 1.48 million people employed as of early 2024. With a relatively low unemployment rate, the job market is active, but that doesn’t mean problems don’t arise.

Our region’s strength in professional services, healthcare, and hospitality means lots of jobs, but these sectors also frequently generate workplace disputes.

Why Choose Lopez Law Group?

We’re an established law firm right here in St. Pete, deeply rooted in the community.

Clients tell us they appreciate our prompt, attentive, and results-driven service. We aim for clear, honest advice – no sugarcoating, just practical assessments of your situation. Sean Lopez, a principal attorney here, is consistently recognized by clients for his professionalism, direct communication, and focus on achieving solid outcomes.

You can find us easily. Our office is located at 700 7th Ave N, Suite A, St. Petersburg, FL 33701. We’re conveniently situated near downtown landmarks, just a short drive from the St. Pete Pier and Tropicana Field, making us accessible whether you live or work nearby..

Our approach is built on communication. We take the time to fully grasp your situation, especially when things feel urgent or complex. We believe in being upfront – if we don’t think you have a strong case, we’ll tell you, rather than just taking your money.

The feedback we receive speaks volumes. Clients describe our counsel as “exceptional, professional, responsive, and timely.” Many express feeling protected and gaining peace of mind after working with us. They often recommend us to friends and family because they value our straightforward process and ethical practices.

We’ve helped people successfully resolve landlord-tenant issues, guided business startups, handled HOA matters, and recovered funds in contract disputes, alongside our work in employment law. This breadth gives us valuable perspective.

At Lopez Law Group, we pride ourselves on being a local firm dedicated to serving the St. Petersburg community.

Taking the Next Step: What Happens Now?

Feeling like your head is spinning with legal terms and possibilities? Let’s simplify the path forward if you think you might need legal help with a workplace issue.

This isn’t about what happened at the exact moment of termination or the incident itself. This is about what you do now, from home, after the dust has settled a bit.

First, gather your evidence. Collect any relevant documents you have access to. This might include:

• Pay stubs or wage statements
• Your employment contract or offer letter
• Performance reviews or disciplinary notices
• Emails, text messages, or other communications related to the issue
• Any company handbooks or policies
• Notes you took about specific incidents (dates, times, who was involved, what was said or done)

Next, try to create a timeline. Write down the key events in chronological order. When did you start the job? When did the problems begin? When did specific incidents occur? When were you terminated or disciplined? This helps organize your thoughts and presents a clear picture.

Think about who might have witnessed the events or could support your claims. Are there coworkers, former colleagues, or even customers who saw or heard something relevant?

Once you have this information organized, the next step is often contacting a law firm. When you call for an initial consultation, be prepared to briefly explain your situation. Be honest and provide as much detail as you can. The purpose of this first conversation is for the legal team to understand the basics of your potential case and determine if they can help.

Let Lopez Law Group Fight for Your Rights

Don’t let an unfair workplace situation dictate your story or leave you feeling powerless. You have rights, and there are avenues to seek justice and fair treatment under the law.

Ready to explore your options and stand up for yourself? Let the team at Lopez Law Group provide the guidance and representation you need. We’re here to listen and fight for your rights in the St. Petersburg workplace.

Call Lopez Law Group today at (727) 933-0017 to discuss your situation.

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