Every business owner is likely aware of the ever changing rules governing the employer/employee relationship. Our attorneys work with large and small employers in preventing employment-related claims by working on the “front-end” to put in place the proper procedures to prevent issues from arising. But, when claims arise, the employment law attorneys at Abbey, Adams, Byelick & Mueller, LLP regularly defend both large and small employers in matters ranging from advice in making day-to-day employment and HR decisions to extensive litigation.
We handle local, state and federal claims in a variety of areas including:
- Sexual harassment
- Age, race, religion and national origin discrimination
- Wrongful termination
- Whistleblower cases
- ADA (Americans with Disabilities Act)
- FLSA claims
- Wage and hour disputes
- Non-compete agreements
- Unemployment compensation
Our employment law practice focuses on preventing employment law claims by providing advice to management and HR as well as training, employment audits and preparation/revision of employment policies and procedures to ensure compliance with local, state and federal laws. We also assist in drafting employment contracts and non-compete agreements.
Our firm also assists employers in responding to investigations by the EEOC, the Florida Human Rights Commission and other agencies charged with enforcement of EEOC laws. We also defend against charges filed by such agencies from the initial charge through the trial and appellate stages.
As most business owners are aware, the Americans with Disabilities Act (ADA) prohibits employers from discriminating against qualified employees who are disabled or perceived to be disabled. A disabled employee must be able to perform the essential functions of their job with or without accommodation. Employers must engage in an interactive process with a qualified employee to determine if a reasonable accommodation can be made for the disabled employee to allow him or her to perform the essential functions of the job unless the accommodation is unduly burdensome to the employer.
We have experience in assisting employers identify whether an employee is “qualified” under the act and whether a reasonable accommodation can be made that is not unduly burdensome. Our attorneys often help guide employers through the interactive process to insure compliance with the ADA to avoid litigation and to defend against allegations of disability discrimination including failure to hire or promote, adverse discipline, termination and constructive discharge.
For more information, please contact Joe Mueller at (727) 821-2080.