Equal Opportunity & Employment Law Guide – Tequesta, FL

Introduction: Why Tequesta Workers Need to Know Their Rights

Tequesta, a coastal village in northern Palm Beach County, is home to roughly 6,000 residents and an economy driven by small businesses, tourism, hospitality, and professional services that support nearby Jupiter Island and the Treasure Coast. While Tequesta’s laid-back lifestyle is a draw, its workers face the same challenges seen across Florida—wage disputes, discrimination, retaliation, and wrongful termination. Because Florida follows the at-will employment doctrine (meaning an employer can terminate an employee for any lawful reason, or no reason at all), it is crucial for employees to understand the exceptions and statutory protections that shield them from unlawful treatment. This comprehensive guide—tailored for Tequesta employees—explains the relevant Florida and federal employment laws, common violations, complaint procedures, and actionable steps you can take to protect your career and livelihood.

Understanding Your Employment Rights in Florida

1. The At-Will Employment Doctrine & Key Exceptions

Florida Statute § 448.101 confirms that employment is presumed at-will. However, employers cannot terminate or discipline workers for illegal reasons. Core exceptions include:

• Statutory Protections: Firing in violation of anti-discrimination laws (e.g., Florida Civil Rights Act (“FCRA”), Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (“ADEA”), the Americans with Disabilities Act (“ADA”)).

• Retaliation: Terminating or demoting employees for reporting discrimination, unpaid wages, or workplace safety issues (protected under Fla. Stat. § 448.102, the FLSA, OSHA, and federal whistleblower statutes).

• Public Policy: Ending employment because an employee serves on a jury, files a workers’ compensation claim, or obeys a lawful subpoena.

• Contracts & Collective Bargaining Agreements: Written contracts or union agreements that require “just cause.”

2. Protected Classes Under Florida & Federal Law

Both FCRA (Fla. Stat. §§ 760.01–760.11) and Title VII prohibit discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age (40+), marital status, and genetic information. Florida’s statute is broader than federal law by explicitly covering marital status and routinely applying to employers with 15 or more employees (same threshold as Title VII).

3. Wage & Hour Rights

• Minimum Wage: As of September 30, 2023, Florida’s minimum wage is $12.00 per hour, set to increase annually until it reaches $15.00 in 2026 under Fla. Const. art. X, § 24.

• Overtime: Under the Fair Labor Standards Act (“FLSA”), non-exempt employees must receive 1.5 times their regular rate for hours over 40 in a workweek.

• Tipped Employees: Florida allows a $3.02 tip credit; tipped workers must receive the state minimum wage when tips are included.

4. Leave & Accommodation

• Family & Medical Leave: The federal Family and Medical Leave Act (“FMLA”) grants eligible employees up to 12 weeks of unpaid, job-protected leave.

• Pregnancy & Disability Accommodation: FCRA and ADA require reasonable accommodation unless it causes undue hardship.

Common Employment Law Violations in Florida

Although many Tequesta employers value fair workplaces, violations still occur. Awareness is the first line of defense:

• Unpaid Overtime: Improperly classifying workers as “exempt” or mislabeling employees as independent contractors to avoid overtime obligations.

• Discriminatory Hiring & Promotion: Steering older applicants into part-time roles or refusing to promote pregnant employees.

• Retaliation: Reducing hours or assigning undesirable shifts after an employee files an internal complaint or contacts the EEOC.

• Sexual Harassment: Persistently offensive comments or unwanted advances that create a hostile work environment.

• Wrongful Termination: Firing an employee for taking FMLA leave or refusing to engage in illegal activity.

Florida Legal Protections & Employment Laws

1. Florida Civil Rights Act (FCRA)

The FCRA mirrors Title VII but offers broader protections and remedies, including reinstatement, back pay, compensatory damages, and—if the employer had 15 or more workers—punitive damages up to $100,000 (Fla. Stat. § 760.11(5)). Claims must first be filed with the Florida Commission on Human Relations (“FCHR”) within 365 days of the discriminatory act.

2. Title VII & Related Federal Statutes

A charge with the Equal Employment Opportunity Commission (“EEOC”) must generally be filed within 300 days of the alleged discrimination in Florida (because the state has a deferral agency—the FCHR). After receiving a “Right to Sue” letter, the employee has 90 days to file a civil action.

3. Fair Labor Standards Act (FLSA)

Workers have two years to file a wage lawsuit (three years if the violation was “willful,” 29 U.S.C. § 255(a)). Remedies include unpaid wages, an equal amount in liquidated damages, and attorney’s fees.

4. Whistleblower Protections (Fla. Stat. §§ 448.101–448.105)

Florida’s Private Sector Whistleblower Act bars retaliation for reporting or refusing to participate in illegal activities. Claims must be filed within 2 years from the retaliatory action.

5. Workers’ Compensation Retaliation (Fla. Stat. § 440.205)

An employer may not dismiss or threaten an employee for filing a workers’ compensation claim. Suits must commence within 4 years of the retaliatory conduct.

Steps to Take After Workplace Violations

Document Everything

  Maintain copies of pay stubs, schedules, emails, text messages, performance reviews, and a diary of discriminatory remarks or retaliatory acts.

Follow Internal Procedures

  Most employers have written policies, often in an employee handbook, requiring you to report harassment or wage errors to HR or a supervisor. Exhausting these remedies can strengthen your legal claim.

File an Administrative Charge On Time

  Contact the **EEOC Miami District Office** (which covers Palm Beach County) or the FCHR. You can dual-file to preserve both federal and state claims.

Consult a Florida Employment Lawyer

  A lawyer can calculate deadlines, identify all potential claims, and negotiate settlements.

Avoid Retaliation Traps

  Continue performing your duties professionally. If new discipline appears suddenly after your complaint, document and report it.

When to Seek Legal Help in Florida

Consider contacting an employment lawyer tequesta florida promptly when:

• You are nearing the 300-day or 365-day filing deadline.

• Your employer threatens termination for reporting illegal conduct.

• You receive a “Right to Sue” letter from the EEOC/FCHR.

• You suspect widespread wage theft affecting multiple employees (potential class or collective action).

• You need accommodation for a disability or pregnancy and HR refuses.

Florida attorneys must be licensed by the Florida Bar. Consumers can verify a lawyer’s status through the Bar’s online directory.

Local Resources & Next Steps

• Florida Commission on Human Relations – 4075 Esplanade Way, Tallahassee, FL; phone 850-488-7082.

• EEOC Miami District Office – 100 SE 2nd St, Suite 1500, Miami, FL.

• CareerSource Palm Beach County – 3400 Belvedere Rd, West Palm Beach; provides re-employment services and wage claim guidance.

• Palm Beach County Circuit Court – North County Courthouse (closest courthouse for Tequesta residents), 3188 PGA Blvd, Palm Beach Gardens.

• Legal Aid Society of Palm Beach County – free or low-cost representation for qualifying workers.

Authoritative References

Title VII of the Civil Rights Act 1964 Florida Civil Rights Act – Fla. Stat. Chapter 760 U.S. Department of Labor – FLSA Overview Florida Whistleblower Hotline – Attorney General

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Laws change, and each case is unique. Consult a licensed Florida employment attorney for advice regarding your specific situation.

If you experienced workplace discrimination, wrongful termination, or wage violations, call Louis Law Group at 833-657-4812 for a free case evaluation and employment consultation.