Employment Law
Discrimination and Harassment
Workplace Discrimination & Harassment
Everyone deserves to work in an environment free from discrimination and harassment. Unfortunately, unlawful treatment in the workplace still happens—and when it does, you don’t have to face it alone.
Whether you’re an employee seeking protection or an employer responding to a complaint, we provide clear guidance, strong advocacy, and practical solutions for discrimination and harassment matters under both Florida and federal law.
What Is Considered Harassment?
Harassment becomes unlawful when it is severe or pervasive enough to create a hostile, intimidating, or offensive work environment—or when enduring the conduct becomes a condition of continued employment.
- Common forms include:
- Sexual harassment (unwelcome advances, comments, or conduct)
- Racial or ethnic slurs
- Offensive jokes, emails, or images
- Name-calling or threats
- Retaliation after reporting misconduct
Employers are legally obligated to prevent and address harassment in the workplace. If they fail to take action, they may be held liable.
We Represent Both Sides of the Case
For Employees
If you’re facing discrimination or harassment at work, we’ll help you:
- Understand your rights under Title VII, the FCRA, ADA, and other laws
- File a complaint with your employer or HR department
- Document and preserve evidence of misconduct
- File a charge with the EEOC or FCHR
- Seek resolution through negotiation or litigation
You don’t have to stay silent. We’ll help you take the right steps—without risking your future.
For Employers
If you’ve received a complaint or want to prevent legal exposure, we assist with:
- Responding to internal or agency complaints
- Conducting workplace investigations
- Drafting and enforcing anti-discrimination and harassment policies
- Training employees and supervisors
- Defending against EEOC or FCHR claims
- Resolving disputes before they escalate
A proactive approach protects your business and promotes a respectful work environment.
Florida and Federal Law at a Glance
- Title VII (Federal) – Applies to employers with 15+ employees
- Florida Civil Rights Act (FCRA) – Covers many of the same protections and allows claims to be filed in state court
- Americans with Disabilities Act (ADA) – Prohibits disability discrimination and requires accommodations
- Age Discrimination in Employment Act (ADEA) – Protects workers 40+
- Pregnancy Discrimination Act (PDA) – Prohibits pregnancy-based discrimination
Facing workplace discrimination or harassment? Need help protecting your business?
Contact us today to schedule a confidential consultation.
FAQ
Can I be fired for reporting discrimination?
No. Both state and federal law prohibit retaliation against employees who report or oppose discrimination or harassment—even if the complaint is later unproven.
Do I need to file an internal complaint before going to the EEOC or FCHR?
It’s usually a good idea to follow your company’s internal reporting process first. Courts often expect employees to give employers a chance to correct the issue.
How long do I have to file a discrimination claim?
You must typically file a charge with the EEOC or FCHR within 300 days for the EEOC and 365 for the FCHR of the incident or any adverse employment action as a result. For certain state claims, the deadline may be shorter. Don’t delay—timing matters.
What if the harassment didn’t come from my boss, but from a coworker or customer?
Your employer can still be liable if they knew (or should have known) about the harassment and failed to take action.
Can employers discipline or fire someone for being accused of harassment?
Yes, but only after a fair and thorough investigation. We help employers conduct investigations and take appropriate, defensible action.