Douglas & Carter routinely represents those with claims of discrimination in the workplace based on:
Sex / Gender
If you believe you have been terminated, demoted, passed up for a promised promotion or suffered any other adverse employment action because of one of the above reasons, contact us immediately for a consult regarding your potential claim.Contact Us
FMLA Interference or Retaliation
Federal laws protect you if your injury or medical condition prohibits you from performing job duties. The Family Medical Leave Act (FMLA) provides the right to up to 12 workweeks of unpaid leave as a result of a medical condition that makes performance of work duties impossible. If your rights to FMLA have been interfered with OR if you were retaliated against for exercising your FMLA rights, you may have a claim.Contact Us
These are claims when an employee, former employee, or organization member “blows the whistle” and reports misconduct to someone who has the power to take corrective action.
Florida Law protects both private and public employees against retaliation for reporting certain illegal activities.
Contact a Douglas & Carter attorney to see if you have a claim.
Employers must follow the Fair Labor and Standards Act. The FLSA requires accountability when setting wages and tracking time of employees. To determine whether you have a claim and may wish to consult with a Douglas & Carter attorney, ask yourself the following questions:
- Have I been required to work more than 40 hours per week without getting paid for the extra time?
- Am I being paid below minimum wage?
A Douglas & Carter attorney can discuss your situation and determine if you have a claim. There are certain exemptions that may prevent you from having a claim, but there is no harm in meeting with us.Contact Us
Sexual harassment should not be tolerated in a work environment. For you to have a valid sexual harassment claim, you (the employee or former employee) must show:
- The harassment was unwelcome and was based on or motivated by sex, gender or another protected factor;
- The harassment was sufficiently pervasive or severe such that it affected the terms and conditions of employment;
When determining whether an act qualifies under those factors, courts consider whether the conduct was extreme, whether it happened on a regular basis, whether the conduct was physically threatening, and whether it resulted in physical contact.
There are many other factors and nuances in the law to consider. Call us and let a Douglas & Carter attorney evaluate your claim.