EEOC Attorney in Miami

Representing Miami-Dade Workers Through Every Stage of the EEOC Process

When a Miami employer violates your workplace rights, federal law requires you to file a Charge of Discrimination with the EEOC before you can sue in federal court. That administrative step has strict deadlines, procedural rules, and real consequences for how your case develops. At Remer, Georges-Pierre & Hoogerwoerd, PLLC, we represent employees throughout Miami-Dade County and South Florida in EEOC and Florida Commission on Human Relations (FCHR) proceedings, handling claims under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Florida Civil Rights Act.

Our practice covers discrimination based on race, color, national origin, sex, religion, age, disability, pregnancy, and sexual orientation, as well as harassment, retaliation, hostile work environment, wrongful termination, and failure to accommodate. We handle individual claims, collective actions, and class actions, and we litigate in both federal and Florida state court when the EEOC process doesn’t produce a resolution.

If you believe your workplace rights have been violated, contact our Miami EEOC attorneys for a free initial consultation. We work on a contingency-fee basis, so you pay no legal fees unless we recover on your behalf. Call us today at (877) 757-2828.

Why Miami Workers Choose Remer, Georges-Pierre & Hoogerwoerd, PLLC for EEOC Claims

Our attorneys bring over 50 years of combined experience in employment law, and our results reflect the preparation and advocacy we bring to every matter. Past results don’t guarantee a similar outcome in your case, but they show what we’re capable of building.

Documented Results in Miami Discrimination Cases

We have secured meaningful recoveries for Miami-area employees across a range of discrimination claims: a $1,870,000 jury verdict in a Miami discrimination case, $295,000 in a failure-to-accommodate matter for a federal employee in Miami, $195,750 in a separate discrimination case, and $156,800 in an age and disability discrimination claim.

Credentials, Access & Fee Structure

Miami-Dade’s workforce is one of the most diverse in the country, and we serve it fully. Our team handles cases in both English and Spanish, so language isn’t a barrier to understanding your rights or your options. We’re AV Preeminent rated by Martindale-Hubbell and hold memberships in NELA, the Florida Bar Trial Lawyers Section, AAJ, FJA, the Dade County Bar Association, and the Cuban American Bar Association. Initial consultations are offered at no charge, and we handle EEOC cases on a contingency-fee basis, meaning you pay no legal fees unless we recover on your behalf.

What the EEOC Covers: Protected Characteristics & Employer Conduct

The EEOC enforces several federal statutes that together prohibit a wide range of discriminatory conduct. Knowing which laws apply to your situation helps clarify whether filing a charge is the right path.

Federal Laws & Protected Classes

The major statutes and the characteristics they protect include:

• Title VII of the Civil Rights Act: Race, color, religion, sex, and national origin
• Americans with Disabilities Act (ADA): Disability, including failure-to-accommodate claims
• Age Discrimination in Employment Act (ADEA): Workers age 40 and older
• Pregnancy Discrimination Act: Pregnancy, childbirth, and related conditions
• Genetic Information Nondiscrimination Act (GINA): Genetic information

Employers with 15 or more employees are generally covered by most of these laws. Age discrimination claims apply to employers with 20 or more employees.

Retaliation & the Limits of EEOC Coverage

Retaliation is also covered. Reporting discrimination, filing an EEOC charge, or cooperating in an investigation is protected activity, and federal law prohibits employers from punishing workers for any of it. That said, not every employment claim goes through the EEOC. FMLA violations, certain whistleblower claims under Florida law, and workers’ compensation retaliation generally follow different administrative paths. We can tell you quickly whether your situation is one the EEOC handles.

The EEOC & FCHR Process in Florida

Filing a Charge of Discrimination (Form 5) is the first formal step. In Florida, filing with the EEOC automatically dual-files your charge with the FCHR through a work-sharing agreement, preserving your rights under both federal and Florida law with a single submission. The charge can be filed through the EEOC Public Portal, in person, or by mail.

After the charge is filed, the EEOC notifies the employer and may invite both parties to voluntary mediation. Mediation is confidential and can resolve a case without a full investigation. If mediation doesn’t happen or doesn’t settle the matter, the EEOC investigates. That investigation can include position statements, document requests, witness interviews, and on-site visits, and typically runs several months to a year or more depending on complexity.

At the end of the investigation, the EEOC issues either a reasonable-cause finding or a dismissal. In most cases, you’ll receive a Notice of Right to Sue, which opens the door to a federal lawsuit. Once that letter arrives, you have 90 days to file in federal court. That deadline is strictly enforced. If the EEOC takes longer than 180 days, you may request an early Right to Sue letter and proceed to court without waiting for the investigation to conclude.

Miami Filing Deadlines: The 300-Day Rule

Florida workers generally have 300 calendar days from the date of the discriminatory act to file an EEOC charge. That extended window applies because Florida has the FCHR, a state agency with equivalent anti-discrimination authority, which pushes the deadline beyond the 180-day federal baseline. It covers most claims based on race, sex, national origin, religion, disability, pregnancy, and age. For ongoing harassment, the 300-day period runs from the most recent incident in the pattern.

Missing this deadline can bar your federal discrimination claim entirely, no matter how strong the underlying facts are. The same strict logic applies to the 90-day window after a Right to Sue letter is issued. If you’re unsure how much time you have, the right move is to contact an EEOC lawyer in Miami now.

How We Represent You From Charge Through Litigation

Our involvement starts before you file. We can help you gather and organize evidence, draft the charge to accurately capture what happened and its full impact, and respond to EEOC information requests during the investigation. Getting the charge right from the beginning matters because it shapes what you can raise later in court.

During EEOC mediation, employers typically appear with legal counsel. We negotiate on your behalf with the full scope of available remedies in view, including back pay, front pay, compensatory damages, reinstatement, and attorney’s fees. If the EEOC process doesn’t produce a fair resolution, we can take the case into federal or Florida state court and litigate it through.

Speak With a Miami EEOC Lawyer at No Cost

If you’ve faced workplace discrimination, harassment, or retaliation, don’t wait to find out where you stand. The deadlines in EEOC claims are real, and the sooner we review your situation, the more options you may have.

Contact Remer, Georges-Pierre & Hoogerwoerd, PLLC to schedule your free consultation. We handle EEOC cases on a contingency-fee basis and provide representation in English and Spanish. Call (877) 757-2828 or reach us through our online contact form.