Florida Employment Law Blog - An Honest Days Work Deserves An Honest Days Pay

The current dire economic downturn has lead to many employees being being paid less that the minimum wage or discharged for reasons other than their job performance. Both of these scenarios can be violations of both Florida and Federal laws.

Service Industry Workers - Many people get paid less than the minimum wage but also get tips. If you think that your job is illegally sharing tips with other employees, contact a labor attorney such as Lowell J. Kuvin, who handles these type of issues.

Hourly Employees - If you are an hourly employee you should be paid for every hour you work, plus time and one half for every hour you work of overtime. The law requires that your employer keep accurate time records of when you come to work and when you leave. Sometimes, in order to save on wages, employers shave hours off the time clock each week. Are you paid for breaks? Are you paid for lunch time? If you need answers to complicated labor questions, please contact a labor attorney such as Lowell J. Kuvin, who handles these type of issues.

Discrimination is prohibited by both Florida and Federal laws. Some of the laws that protect workers are:

* Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;

* the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;

* the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

* Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

If you think you have been discriminated against while at work, contact a labor attorney such as Lowell J. Kuvin, who handles these type of issues.* Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and
* the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.