Other Claims

Unpaid Wages

We represent clients in all types on claims for unpaid wages.  These include the failure to pay commissions owed, bonuses, and minimum wages.  Other wage violations include:

  • Withholding your last payroll check after you leave employment
  • Paying employees minimum wage on their last paycheck
  • Improper deductions from wages
  • Failing to pay for time worked “off the clock”
  • Working through lunch or other breaks without pay
  • Answering a beeper or cell phone during lunch.
  • Failing to pay “on call” time
  • Training time not being paid

These and similar violations are common and often violate Federal and Florida law. The Employer will usually be required to pay your attorney fees and costs if you prevail, depending on the situation.

Breach of Contract

Employees and employers sometimes enter into contracts that contain specific durations of employment.  Breach of contract claims often result when an employer fires an employee prior to the end of the contract’s duration.  In such cases, the employee may be entitled to compensation for the amount of time remaining on the contract.  We are happy to review employment contracts and provide advice regarding possible breach of contract claims.

Severance Agreements

Employers occasionally offer severance pay to employees who have been fired.  In most cases, the employer requires the employee to agree not to sue the employer for anything that occurred during the employment relationship.  As a result, it is important to have an attorney review the severance agreement to ensure that it is fair to the employee and that the employee does not unknowingly agree to give up valuable rights.  Our attorneys have experience negotiating severance packages for discharged employees, including high-level executives and professionals.

WARN Act

If an employment site or facility is being shut down, and 50 or more employees are being laid off, this event might be covered by WARN.  The WARN Act requires that each affected employee be provided with 60 days notice or equivalent compensation.  The WARN Act also requires that an employer who lays off more than 500 employees at one location, or more than one third of its workforce, must provide these employees with 60 days notice or equivalent pay.

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