Monthly Archives: March 2020
Federal Court Rejects Florida Whistleblower Claim Against Wells Fargo
Florida’s whistle-blower laws are designed to protect employees who report, or refuse to engage in illegal activity on behalf of their employer. It is illegal for an employer to fire, discipline, or otherwise retaliate against an employee engaged in protected whistleblowing activity. That said, an employee who fails to engage in actual whistle-blower activity… Read More »
Scott Law Team COVID-19 Message
Our firm is committed to you and to community safety. To this end, we are closely monitoring communications from the Center for Disease Control and Prevention (CDC) and other federal, state, and local agencies. 1-We are here to advise employees on their rights. You can set up a consultation with us or join us… Read More »
The Importance of Getting It in Writing: How Non-Compete and Non-Solicitation Agreements Can Protect Florida Business Owners from Independent Contractors “Working on the Side”
Non-compete and non-solicitation agreements are valuable tools for Florida employers looking to protect their legitimate business interests. But such tools are only useful if courts are willing to enforce these agreements. And enforcing a non-compete agreement is not always as easy as you might think. Florida Appeals Court Issues Injunction Against Photographer Take this… Read More »
Retaliatory Discharge Claims: How Florida Employers Can Get in Trouble for Firing Injured Workers
Most Florida employers are required to maintain workers’ compensation insurance. This ensures that any employee injured in the course of their employment receives certain medical and wage replacement benefits. By law, an employer may never “discharge, threaten to discharge, intimidate, or coerce any employee” who claims–or even attempts to claim–workers’ compensation benefits. Fourth District… Read More »
Dealing with Racially Charged Remarks in the Workplace: What Florida Employers Need to Know
All Florida employers need to be proactive in identifying and stopping any activities that may be construed as illegal harassment or workplace discrimination. At the same time, employers should understand that not every stray political comment made by a manager–even if it has openly racist or sexist connotations–will subject the company to liability. Nor… Read More »