Wrongful Termination & Employment Law Guide – Tamarac, Florida

Introduction: Why Employment Law Matters in Tamarac, Florida

Located in northwest Broward County, Tamarac is home to roughly 70,000 residents and a workforce employed in health care, retail, hospitality, and public services. The City of Tamarac government, University Hospital and Medical Center, and numerous senior-living facilities are among the largest local employers. Although Florida’s economy is expanding—unemployment in Broward County dipped below 3% in 2023 according to the Florida Department of Economic Opportunity—workers continue to report wrongful termination, unpaid wages, discrimination, and retaliation. This comprehensive guide explains how Florida and federal employment laws apply to employees in Tamarac, what constitutes unlawful conduct, and the steps you can take to protect your career.## Understanding Your Employment Rights in Florida

Florida’s At-Will Doctrine—and Its Limits

Florida is an at-will employment state, meaning an employer may terminate an employee for any reason or no reason at all, unless the reason violates a specific statute, public policy, or contractual agreement. Key exceptions include:

• Discrimination: Termination based on race, color, religion, sex (including pregnancy and LGBTQ+ status), national origin, age (40+), disability, or marital status violates the Florida Civil Rights Act of 1992 (FCRA) and Title VII of the Civil Rights Act of 1964.
• Retaliation: Employers cannot fire an employee for filing a complaint, participating in an investigation, requesting reasonable accommodations, or reporting wage violations (FCRA §760.10 and 29 U.S.C. §215(a)(3)).
• Whistleblower Protections: Florida’s Private Sector Whistleblower Act (Fla. Stat. §§448.101–448.105) forbids retaliation against employees who disclose or object to illegal practices.
• Contractual Rights: Collective bargaining agreements and individual employment contracts supersede at-will status and limit grounds for termination.

Key Federal and Florida Statutes Protecting Workers

• Florida Civil Rights Act (Fla. Stat. §760): Prohibits employment discrimination and retaliation; charge must be filed with the Florida Commission on Human Relations (FCHR) within 365 days of the unlawful act.
• Title VII of the Civil Rights Act (42 U.S.C. §2000e): Federal counterpart to the FCRA; EEOC charge deadline is 300 days when a state agency such as FCHR is present.
• Fair Labor Standards Act (FLSA, 29 U.S.C. §201 et seq.): Establishes federal minimum wage, overtime, and record-keeping rules. Florida’s minimum wage currently exceeds the federal rate and automatically adjusts annually under Fla. Const. art. X, §24.
• Americans with Disabilities Act (ADA, 42 U.S.C. §12101 et seq.): Requires employers with 15+ employees to provide reasonable accommodations to qualified individuals with disabilities.

Common Employment Law Violations in Florida

1. Wrongful Termination

Tamarac employees often confuse unfair firings with wrongful terminations. Under Florida law, a firing is wrongful only if it breaches a statute, contract, or public policy. Examples include:

• A geriatric nursing assistant terminated two weeks after filing an EEOC complaint about racial slurs.
• A City of Tamarac maintenance worker fired for taking approved FMLA leave to care for a spouse.

2. Wage and Hour Violations

The FLSA and Florida Constitution guarantee:

• Minimum Wage: $12.00 per hour as of September 30, 2023 (automatic $1 annual increase until $15 in 2026).
• Overtime: 1.5× regular rate for hours worked beyond 40 in a workweek for non-exempt employees.

Common violations reported to the U.S. Department of Labor and CareerSource Broward include off-the-clock work, misclassifying employees as independent contractors, and training sessions without pay.

3. Discrimination and Harassment

The FCRA covers employers with 15+ employees. Broward County’s Human Rights Ordinance extends similar protections to smaller employers with 5–14 employees, widening coverage for Tamarac workers. Unlawful harassment must be severe or pervasive enough to create a hostile work environment.

4. Retaliation

Retaliation claims now constitute over 50% of all EEOC filings nationwide. In Tamarac’s health-care sector, retaliation often follows complaints about patient-safety violations or unpaid overtime.

Florida Legal Protections & Employment Laws

Statutes of Limitations

• FCRA discrimination/retaliation: 365 days to file with FCHR; 1 year after right-to-sue letter to file in court.
• Title VII discrimination/retaliation: 300 days to file EEOC charge; 90 days after EEOC right-to-sue letter to sue in federal court.
• FLSA wage/overtime: 2 years (3 years for willful violations) to file suit.
• Florida Private Sector Whistleblower: 2 years from discovery, but no more than 4 years after the violation.

Florida Minimum Wage & Local Trends

Under Florida’s minimum wage amendment, Tamarac employers must display updated wage posters available from the Florida Department of Economic Opportunity. Failure to post can be cited as evidence of willful non-compliance.### Reasonable Accommodations & Pregnancy Protections

The 2023 federal Pregnant Workers Fairness Act grants additional accommodation rights. Florida law already bars pregnancy discrimination, as confirmed by the Florida Supreme Court in Delva v. Continental Group, Inc., 137 So. 3d 371 (Fla. 2014).

Public vs. Private Employees

Public employees, such as those working for the City of Tamarac or Broward County Schools, may have added protection under collective bargaining agreements and the Florida Public Sector Whistleblower Act (Fla. Stat. §112.3187).

Steps to Take After Workplace Violations

1. Document Everything

• Save pay stubs, schedules, and timesheets.
• Keep emails or texts showing discriminatory or retaliatory remarks.
• Write a contemporaneous journal noting dates, witnesses, and actions.

2. Follow Internal Procedures

Many Tamarac employers—especially health-care facilities—maintain written grievance policies. Use them. Courts often expect employees to first give the employer a chance to correct the problem.

3. File an Administrative Charge

• EEOC: Submit online, by mail, or in person at the Miami District Office.
• FCHR: File by mail or electronically; in Broward County, staff routinely conduct phone interviews for Tamarac residents.

Dual filing ensures both agencies receive the charge without additional paperwork.

4. Cooperate With the Investigation

You may be asked for sworn statements, documents, or witness names. Retaliation for cooperating is illegal.

5. Consider Mediation or Settlement

Both EEOC and FCHR offer free mediation. Settlements often include reinstatement, back pay, or policy changes.

6. File a Lawsuit (If Needed)

After a right-to-sue letter, you typically have 90 days (federal) or 1 year (state) to file in court. Florida attorneys must be licensed by the Florida Bar to appear on your behalf.## When to Seek Legal Help in Florida

An employment lawyer in Tamarac, Florida can:

• Assess potential claims and deadlines.
• Calculate back pay, front pay, liquidated damages, and attorney fees.
• Draft EEOC/FCHR charges and negotiate severance.
• Litigate in state or federal court—from the Seventeenth Judicial Circuit in Broward County to the U.S. District Court for the Southern District of Florida.

Consult an attorney promptly. Missed deadlines are fatal to even the strongest claims.

Local Resources & Next Steps

• CareerSource Broward Tamarac Center: 2400 West Commercial Blvd., Suite 410, Fort Lauderdale — Provides unemployment assistance and job-training programs.
• Florida Commission on Human Relations: Tallahassee headquarters; intake available by phone for Broward County residents.
• Broward County Human Rights Section: Processes discrimination complaints for smaller employers.
• U.S. Department of Labor Wage & Hour Division – Fort Lauderdale District Office: Enforces FLSA compliance.

Stay informed about your Tamarac workplace rights. Monitor the city’s official website for policy updates and review your employee handbook regularly.

Legal Disclaimer

This guide is for informational purposes only and is not legal advice. Employment laws change, and each situation is unique. Consult a licensed Florida attorney to obtain advice about your specific circumstances.

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.