Wrongful Termination Legal Help in Tampa
Employment-Focused Counsel Backed by More Than 175 Federal Lawsuits
Have you been fired or faced another adverse action for what you believe was an unlawful reason? You may have a legal claim for wrongful termination. Lee Law is a boutique firm representing workers throughout Florida in employment disputes, including wrongful termination claims. Attorney Kyle Lee has devoted his career exclusively to employment law and has represented clients in more than 175 federal lawsuits since 2015, serving as lead trial counsel in both federal and state jury trials.
Some types of wrongful termination cases the firm handles include:
- Religious discrimination
- Age discrimination
- Disability discrimination
- Family and Medical Leave Act
- Gender discrimination
- Race discrimination
- Retaliation
- Whistleblowing
Potential remedies can include lost wages, front pay, and reinstatement to a former position, depending on the facts and applicable law. A termination connected to social media activity may also raise employment-rights issues.
Free consultation requests can be submitted through the Contact Lee Law page, and The firm generally collects attorney fees only if a case is successfully resolved.
Contact Lee Law at (813) 730-5575 or reach out online to discuss your legal options in a free consultation.
What Is Wrongful Termination?
Wrongful termination is the unlawful firing of an employee. Florida, like most states, is an “at-will” employment state. This means an employer can fire, demote, hire, promote, or discipline employees for any reason or no stated reason, and employees can quit without notice or explanation. Employment in Florida is presumed to be at-will unless the employer and employee have entered into an express written contract that establishes different terms. At-will status doesn’t permit termination for an unlawful reason. An employer can’t take these actions because of a protected characteristic, in retaliation for protected activity, or in violation of an applicable statute, contract, or public-policy rule. Federal law, the Florida Civil Rights Act, wage and leave laws, and whistleblower provisions still protect at-will employees. Whether a termination is unlawful depends on the reason, timing, surrounding conduct, and legal theory that applies.
Examples of potentially unlawful termination in Florida include firing you:
- Due to a protected characteristic (e.g., race, age, sex, pregnancy, national origin, marital status, religion, disability).
- To retaliate against you for filing a discrimination, retaliation, or unpaid wages claim.
- To retaliate against you for whistleblowing.
- For taking leave due to bereavement, sickness, disability, or a family member’s serious medical condition.
- For requesting the legal minimum wage or overtime wage.
- For testifying against the employer in a court case.
- Against the terms of your contract, such as when an employment contract requires cause for termination or establishes a specific term of employment.
- In violation of public policy.
- For refusing to perform illegal or criminal activity as part of your employment.
Defend Your Employment Rights with a Tampa Wrongful Termination Attorney - Schedule Your Free Consultation to address your wrongful termination concerns in Florida.
Discrimination & Wrongful Termination in Tampa
The Florida Commission on Human Relations (FCHR) states that Florida law prohibits workplace discrimination based on:
- Race
- Color
- Religion
- Sex
- Pregnancy
- National origin
- Age
- Disability
- Marital status
The Florida Civil Rights Act’s employment protections generally apply to employers with 15 or more employees. Filing deadlines and procedures vary by claim. For employment discrimination complaints, the FCHR generally requires a charge to be filed within 365 days of the alleged violation. Whistleblower-retaliation deadlines depend on the type of claim and the employer. Public-sector employees filing with the FCHR typically have 60 days from the retaliatory act, while private-sector employees pursuing claims under Florida’s Private Sector Whistleblower Act follow a different process and timeframe. Federal claims pursued through the Equal Employment Opportunity Commission have their own deadlines and exhaustion requirements. Because the applicable agency and deadline depend on the legal theory and facts, prompt guidance can help identify the appropriate path before time runs out.
Lee Law handles employment discrimination matters for workers throughout Florida. Attorney Kyle Lee draws on experience in federal and state courts when representing employees whose termination may have been tied to a protected characteristic.
Lee Law generally collects attorney fees only if the case is successfully resolved.
Employment Law Information
-
Navigating the EEOC Filing Process for Disability Claims
- Discrimination
Losing your job, being denied needed accommodations, or suddenly feeling pushed out of your Tampa workplace because of your disability can leave you confused and worried that you are running out of ...
Read More -
How to Prove Age Discrimination at Work
- Discrimination
Being pushed aside at work because you are suddenly “not a cultural fit” or told the company wants “fresh energy” can feel like a slap in the face, especially when you are over 40 and have spent years ...
Read More -
Wrongful Termination in the Age of Social Media: Employer Responsibilities
- Wrongful Termination
In today's digital age, workplace dynamics have undergone a significant transformation. Social media, once a platform for personal expression, has become an influential force in shaping professional ...
Read More
Can You Sue for Wrongful Termination in Florida?
Whether a termination is actionable depends on the legal theory. Some claims, including many discrimination-based claims, require filing an administrative charge with the FCHR or the Equal Employment Opportunity Commission before a lawsuit can proceed. Other wrongful termination theories, such as breach of an employment contract or certain wage-related claims, may follow different procedures and timelines. Speaking with Attorney Kyle Lee promptly after a termination can help identify the applicable process and any approaching deadlines.
Potential evidence includes the employee handbook detailing your company’s policies, performance reviews, an employment contract, pay stubs, and electronic or written communications with your employer. Other relevant records can include termination notices, disciplinary records, accommodation requests, complaints made to management or human resources, and contact information for witnesses. Workers should preserve original records and avoid altering or deleting communications.
If you believe you have been terminated due to discrimination or harassment, you may want to provide details about:
- Who was involved (e.g., your manager, your coworker)
- What happened
- When it happened
- Where the incident occurred
- Any witnesses who were present
Depending on the legal theory and facts, potential remedies in a wrongful termination lawsuit can include lost wages, back pay and front pay, pain and suffering, and reinstatement to a previous position. The availability and extent of any recovery depend on the evidence, applicable statutory limits, and the outcome of administrative or court proceedings. No particular result is assured.
Contact a Tampa Wrongful Termination Attorney for a Free Consultation
Tampa workers who believe they may have been unlawfully terminated should consider speaking with counsel promptly. Deadlines tied to the date of termination, prior discriminatory or retaliatory acts, or a pending severance agreement can affect legal options. Attorney Kyle Lee personally reviews each case and guides clients through the process. Because Lee Law focuses exclusively on employment law, clients work with an attorney whose practice is devoted to workplace disputes.
Lee Law offers free initial consultations and generally collects attorney fees only if the case is successfully resolved. To discuss a possible wrongful termination claim, contact Lee Law at (813) 730-5575.
