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We are effective in cases dealing with wage and hour compliance, leave policy compliance, state and federal discrimination claims, sexual harassment claims, confidentiality and  and employment contract enforcement. Our strategy protects clients.

We offer a wide range of specialized employment law practice areas, including:

  • Administrative Claims, including Labor Commissioner Actions

  • Alternative Dispute Resolution

  • Americans with Disabilities Act (ADA) Claims

  • Internal Investigations

  • Commissions and Commission-Based Compensation Methods

  • Compensation

  • Disability, Leave and Health Management

  • Discipline and Termination

  • Discrimination

  • e-Discovery

  • Employment Agreements

  • Family and Medical Leave Act (FMLA) Claims 

  • General Employment Litigation

  • Harassment

  • Hiring and Retention

  • Independent Contractors

  • Sexual Harassment Prevention Training

  • Non-Compete and Trade Secret Law

  • Overtime Compliance

  • Prevailing Wage Law

  • Privacy, Social Media and Information Management

  • Retaliation

  • Severance Packages and Negotiation

  • Sexual Harassment Law

  • Workplace Safety and Health, including OSHA Compliance

  • Unemployment Insurance Benefits

  • Whistle-blower Claims

  • Wrongful Termination

The attorney and staff work to stay up to date with ever-evolving federal and state laws and regulations.

Many people experience unfair treatment on a daily basis. It is always humiliating. Discrimination on the job is a violation of Florida and federal law.

Not all actions you may regard as discriminatory constitute employment discrimination, however. It usually takes the help of an experienced employment law attorney to evaluate your case and advise you if you have a case and how to proceed.


Under Title VII of the Civil Rights Act of 1964, employment discrimination is discrimination based on your protected status, which includes:


  • Your race or color

  • Your gender

  • Your age, if you are age 40 or older

  • Your disability status

  • Your religion

  • Your national origin


Be on the lookout for behavior that may constitute retaliation. Under Florida and federal law, you may have experienced retaliation for reporting discrimination, even if the discrimination claim did not yield anything in an investigation by your employer or in evaluation by your supervisor. Contact an employment law attorney who can help you determine if your right to report discrimination has been impaired. 

Wrongful Termination

If you are terminated without cause or believe you have been discriminated or retaliated against, please call Robinson Law Office PLLC for a free consultation. 

Let us help you determine if you have a claim against your employer.


State and federal labor laws protect employees from retaliation. It is illegal for your employer to harass or demote you or otherwise retaliate against you for filing a complaint or suit for discrimination or harassment. If you have blown the whistle on your employer, for reporting fraud.

Equal Opportunity The U.S. Equal Employment Opportunity Commission enforces federal employment discrimination laws.

Civil Rights prohibits discrimination on the basis of race, color, religion, sex and national origin. Title VII applies to employers with 15 or more employees. The Florida Civil Rights Act of 1992 adds age, disability and marital status to the protected classes.

Age Discrimination bars employers with 20 or more employees from discriminating against individuals age 40 and older.

Equal Pay Prohibits an employer from  paying an employee a different wage for  substantially equal work on the basis of gender. 

Americans with Disabilities Prohibits employment discrimination against qualified individuals with disabilities; applies to employers with 15 or more employees. Requires that public accommodations and commercial facilities be accessible.

Fair Labor Laws applies to most businesses in interstate commerce. Requires payment of minimum wage and overtime of a minimum one-and-a-half times regular pay wage rate after forty hours in a week's work.  

Fair Labor Laws applies to most businesses in interstate commerce. Requires payment of minimum wage and overtime of a minimum one-and-a-half times regular pay wage rate after forty hours in a week's work.  

FMLA applies to businesses with 50 or more employees; gives certain employees up to 12 weeks of unpaid, job-protected leave per year while preserving their health benefits during the period. Male and female employees may take leave for the birth of a child; if they adopt a child or provide foster care; to care for a seriously ill spouse, child or parent; or if they personally suffer a serious health condition.

OSHA requires businesses to provide a safe workplace and, in many cases, to maintain records of job-related injuries and illnesses.

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