Orlando Employment Attorney

Protecting Workers Throughout Central Florida

Have you been treated unfairly at work? Fired for the wrong reasons? Denied wages you’ve earned? 

Remer, Georges-Pierre & Hoogerwoerd, PLLC represents workers across Central Florida who have been subjected to workplace discrimination, harassment, wrongful termination, wage theft, and other violations of state and federal employment law. We know how much is at stake when your job, your income, and your dignity are on the line, and we fight to make it right.

Contact us 24/7 at (877) 757-2828 or via our online form here. 

We Hold Employers Accountable in Orlando

Orlando is one of Florida’s largest and most diverse employment markets; home to hundreds of thousands of workers in hospitality, tourism, healthcare, retail, technology, construction, and beyond. Yet, despite strong state and federal protections, workplace violations remain widespread. Many employees don’t report them because they don’t know their rights, fear retaliation, or can’t afford an attorney.

Worried about retaliation for coming forward? 

Federal and Florida law prohibit employers from retaliating against employees who report violations or file claims. If your employer punishes you for speaking up, that retaliation is itself an additional legal violation, and we will pursue it.

Unsure if what happened to you is illegal? 

Many employees don’t realize that subtle, ongoing mistreatment can meet the legal threshold for discrimination or a hostile work environment. We offer a free consultation to review the facts and give you an honest assessment.

Concerned about missing a legal deadline? 

Employment claims have strict filing deadlines; some are as short as 180 calendar days with the EEOC. The sooner you contact us, the sooner we can protect your rights.

Employment Law Cases We Handle in Orlando

Workplace Discrimination

We handle all forms of workplace discrimination protected under state and federal law, including:

• Race and color discrimination
• Gender and sex discrimination
• Age discrimination (40+)
• Disability discrimination and failure to accommodate
• National origin discrimination
• Religious discrimination
• Pregnancy discrimination
• Sexual orientation and gender identity discrimination

Discrimination can take many forms: being passed over for promotions, receiving different pay or assignments, being held to different standards, or being fired. 

It doesn’t have to be overt to be illegal. If you believe your employer’s decisions were influenced by your connection to a protected class, talk to us.

Sexual Harassment

Sexual harassment is illegal under both federal and Florida law. It includes two primary forms:

• Quid pro quo harassment: When a supervisor conditions employment benefits (a raise, a promotion, continued employment) on the employee’s submission to unwanted sexual conduct.
• Hostile work environment: When unwelcome sexual conduct (comments, jokes, touching, messages, or images) is severe or pervasive enough to create an intimidating or abusive workplace.

No employee should have to tolerate harassment to keep their job. We represent victims of workplace sexual harassment throughout the Orlando area and pursue every available remedy, including back pay, compensatory damages, and attorney’s fees.

Wrongful Termination

Florida is an at-will employment state, which means employers can generally terminate employees for any reason, or with no explanation at all. However, there are important exceptions. Termination is unlawful when it is:

• Based on a protected characteristic (race, age, gender, disability, religion, etc.)
• In retaliation to reporting discrimination, harassment, or illegal activity
• In retaliation to filing a workers’ compensation claim or taking FMLA leave
• In violation of a written employment contract or implied contract
• In violation of public policy (e.g., firing someone for serving on jury duty or reporting a crime)

If you were recently fired and suspect the real reason wasn’t the one your employer gave you, contact us. We investigate the circumstances of terminations thoroughly and know how to uncover and document unlawful motivations.

Unpaid Wages & Overtime Violations

Wage theft is a common employment violation in Central Florida, affecting workers in hospitality, food service, construction, retail, and many other industries. Employers violate wage laws in many ways:

• Failing to pay overtime (time-and-a-half) for hours worked over 40 per week
• Misclassifying employees as independent contractors to avoid paying benefits and overtime
• Misclassifying non-exempt employees as “exempt” salaried workers
• Paying below Florida’s minimum wage
• Requiring off-the-clock work or not compensating for prep time, training, or travel
• Making illegal deductions from paychecks
• Failing to pay final wages after termination

Under the FLSA, employees who win wage theft claims are typically entitled to recover the unpaid wages plus an equal amount in liquidated damages, effectively doubling the recovery. We also pursue attorney’s fees, which means you may owe nothing out of pocket even if your individual claim is small.

Family and Medical Leave Act (FMLA) Violations

The FMLA entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave per year for qualifying family or medical reasons. This may include the birth or adoption of a child, a serious health condition, or caring for an immediate family member. Employers violate the FMLA when they:

• Deny a request for FMLA leave you are entitled to take
• Interfere with, restrain, or discourage you from exercising FMLA rights
• Fail to restore you to the same or an equivalent position after your leave
• Retaliate against you for taking or requesting FMLA leave, including demotion, discipline, or termination

Whistleblower & Retaliation Claims

Florida and federal law protect employees who report illegal activity, safety violations, fraud, or other wrongdoing by their employer. If you were demoted, disciplined, reassigned, or fired after reporting a violation (internally or to a government agency), you may have a whistleblower retaliation claim.

Retaliation can be subtle. It doesn’t have to be an immediate termination; a sudden change in schedule, exclusion from meetings, unwarranted negative performance reviews, or increased scrutiny shortly after you spoke up can all constitute retaliation. We know what to look for and how to build a strong retaliation case.

Workers’ Compensation Retaliation

Under Florida law, it is illegal for an employer to discharge, threaten, or otherwise discriminate against an employee solely because that employee filed a workers’ compensation claim or intends to file one. If you were fired or punished after reporting a workplace injury or claiming workers’ comp benefits, we can help you pursue a retaliation claim in addition to your underlying injury claim.

Collective & Class Action Claims

When an employer’s unlawful practices affect many employees—such as a company-wide policy denying overtime or a pattern of discriminatory hiring—a collective or class action lawsuit may be the most effective path to justice. These cases allow multiple employees to join in a single lawsuit, which can maximize recovery and hold employers accountable on a larger scale.

We have experience litigating collective actions under the FLSA and class actions under state law. If you believe your employer’s violations extend beyond your individual situation, ask us about this option during your consultation.

What Compensation Can You Recover?

The damages available in an employment law case depend on the nature of the violation, but can include:

• Back pay: Wages, salary, and benefits you lost because of the unlawful conduct. Back pay typically starts at the date of the violation and runs through the date of judgment.
• Front pay: Compensation for future lost earnings when reinstatement to your former position is not feasible.
• Compensatory damages: Compensation for emotional distress, pain and suffering, and other non-economic harm caused by the employer’s conduct.
• Punitive damages: In cases involving especially egregious or malicious conduct, courts may award additional damages to punish the employer and deter future violations.
• Liquidated damages: In wage theft cases under the FLSA, courts routinely double the unpaid wages as liquidated damages unless the employer can show they acted in good faith.
• Attorney’s fees and costs: Many employment statutes require the employer to pay the prevailing employee’s attorney’s fees, which means our representation may cost you nothing even if you win.
• Reinstatement: In appropriate cases, courts can order your employer to restore you to your former position.

Frequently Asked Questions

How do I know if what happened to me is illegal?

Not every unfair situation is illegal, but many workers are surprised to learn that what they experienced does meet the legal standard for a claim. The best way to find out is to speak to one of our attorneys. 

Will my employer find out I contacted a lawyer?

Not from us. Your consultation is completely confidential. We do not contact your employer or take any action until you decide to move forward and authorize us to do so. You remain in full control.

Can my employer fire me for filing a complaint?

Retaliating against an employee for filing an EEOC charge, a wage complaint, or any other protected activity is itself an unlawful employment practice. If your employer fires or punishes you after you file a complaint — or even after you consult an attorney — that retaliation may give rise to a separate, additional claim. We take retaliation very seriously and will pursue it aggressively.

I signed a severance agreement. Can I still sue?

It depends. Many severance agreements include a release of claims, but these releases have legal requirements to be enforceable, particularly for age discrimination claims under the ADEA, which require specific disclosures and a 21-day review period. If you have been asked to sign a severance agreement or already signed one, contact us before assuming you have no options. We can review your severance agreement as part of our legal service.

I’m a tipped employee. Do overtime laws apply to me?

Yes. Tipped employees are entitled to overtime pay just like any other non-exempt employee. If your total compensation, including tips, does not bring you to at least the minimum wage for all hours worked, or if you are not paid time-and-a-half for overtime hours, your employer may be violating the law. 

Contact Our Orlando Employment Lawyers for Help

You work hard. You deserve to be treated fairly, paid what you’ve earned, and protected from retaliation when you speak up. If your employer has violated your rights, we are ready to fight for you.

Contact us for a confidential consultation. We can be reached at (877) 757-2828 or through our online contact form.