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BT Law Group Represents Employers in Employment Law Cases

The attorneys at BT Law Group have extensive experience representing clients in employment-related law cases. Their firm regularly counsels businesses when employees file claims with the EEOC or the Florida Commission on Human Relations and when they are considering demotions, terminations and other actions that violate federal and state labor laws.


Discrimination in the workplace occurs when an employer, supervisor or co-worker, or a non-employee (such as a customer or vendor) unfairly treats an employee or job applicant on the basis of a protected category. Protected categories include race, skin color, age, sex, religion, gender identity, national origin or ancestry, disability, pregnancy, sexual orientation and other categories set forth in federal and state laws.

An experienced employment lawyer can help workers who believe they are a victim of discrimination in the workplace. Examples of workplace discrimination can involve a promotion, pay, firing or hiring decision based on sex, retaliation for a worker’s compensation claim, severance agreement disputes and whistleblower claims. The firm can also assist with wage and hour disputes, wrongful termination, the Family and Medical Leave Act and employment contracts. Lead Counsel independently verifies attorneys and checks their standing with Florida bar associations. Contact us for a free case review. RTRLAW only represents employees and employers, not insurance companies.


It is against the law for employers to retaliate against an employee in any way after that employee has asserted their rights. These rights can be as simple as private conversations with human resources or a complaint with a government agency.

For example, if you make a complaint about sexual harassment and your employer suddenly demotes you or fires you, this is retaliation. Your experienced attorney for employment law cases in Miami Can help you build a strong case by documenting the retaliatory actions and connecting them to your complaint.

Sometimes, retaliation can be harder to recognize than discrimination or wrongful termination. If your boss is short with you or seems a bit upset after you report discrimination, this could be retaliation. Also, if your employer docks you in pay or changes the hours you typically work, this is retaliation. These are just some of the many ways that your employer can retaliate against employees for exercising their workplace rights. Retaliation claims are usually filed along with a discrimination or wrongful termination claim.

Wrongful Termination

Wrongful termination is one of the most common employment law cases. Florida has laws in place that protect workers, such as laws stating that an employee cannot be fired without cause or that certain activities like taking medical leave or reporting unsafe work conditions are not fireable offenses.

It’s important to gather as much evidence as possible before filing a wrongful termination claim. This includes any paperwork, emails or conversations that might be helpful to your case. It’s also wise to keep a journal that records important details, such as dates, times and conversations.

A wrongful termination attorney will work to determine whether or not your employer violated federal and state anti-discrimination laws, oral or written employment contracts or labor laws such as severance agreements or non-competition covenants. They will examine your evidence and make any necessary recommendations for pursuing justice in court. They can help you recover lost wages and any other damages associated with a wrongful termination case.

Workplace Harassment

Harassment is a serious problem that can affect employees in many ways. It can cause emotional distress, anxiety and depression. It can also lead to work-related injuries.

Physical harassment can include the touching of a person’s body, clothing or personal property, as well as verbal insults that are offensive and demeaning, such as body shaming (e.g., fat shaming). Sexual harassment is any unwelcome conduct of a sexual nature, including unwelcome advances and requests for sex, teasing of an unwanted nature and discussions or remarks of a sexual nature. Quid pro quo harassment is when a supervisor makes a tangible employment decision such as a promotion or salary increase contingent on the acceptance of sexual favors.

To be illegal, the harassing conduct must be based on one’s protected status and it must be severe or pervasive enough to create an intimidating, hostile or offensive environment. Harassment can be based on an individual’s race, color, ancestry, national origin, age, religion or religious creed, sex (including pregnancy and gender identity), genetic information, family medical history, physical or mental disability, or political affiliation.


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