Employment Law For Managers In Florida
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Supervisors and managers have the obligation to treat all employees and job applicants consistently and equally as outlined under the law. Handling team member issues in the most convenient or the nicest way may not be the legal or right thing to do.
As a salaried exempt employee, you must make at least double the yearly amount that a minimum wage hourly worker would make working a 40-hour work week each week. Beginning in 2023, California established that the minimum wage in the state is $15.50 an hour; however, depending on where you're located, it might be more.
Since the start of the year, Governor Ron DeSantis has signed over 180 bills from the 2024 Legislative Session into law that went into effect on July 1, 2024. Some notable laws include allowing patriotic organizations in schools, HOA fine limits and transparency, and changes in eviction laws.
An employee can personally sue an officer, director, and manager for claims under the Fair Labor Standard Act (FLSA). Claims under the FLSA are primarily for unpaid wages, overtime, and improper exemption status of an employee.
Employment Discrimination Complaints If you have any questions regarding the filing of an Employment Discrimination Complaint, please call the FCHR for assistance at (850) 488-7082.
Discrimination is at the top of the list of things your boss can't legally do. It's against the law to discriminate against employees because of their race, gender, religion, disability, or other protected categories. What can you do if you experience or witness discrimination?
The 7-minute rule lets employers round an employee's time to the nearest quarter-hour. It states that employers may round down the time if an employee works 7 minutes or less beyond a quarter-hour increment. Conversely, they round up the time if the employee works more than 7 minutes up to the next quarter-hour.
You can legally be fired in Florida without a reason. But just because you have not been given a reason does not mean you should not try to determine the reason. Employers generally cannot discriminate against protected classes, break contracts, or retaliate.
