Employment Law Guide for Workers in Hollywood, Florida

Introduction: Why Employment Law Matters in Hollywood, Florida

With more than 150,000 residents and a vibrant tourism-driven economy, Hollywood, Florida employers range from major health-care institutions like Memorial Healthcare System to hospitality giants such as the Seminole Hard Rock Hotel & Casino. Whether you clock in at Fort Lauderdale–Hollywood International Airport or serve guests on the Broadwalk, state and federal statutes protect your wages, benefits, and dignity on the job. This comprehensive guide—designed for workers searching online for an employment lawyer Hollywood Florida—explains the key laws, common violations, and next steps after workplace misconduct. It is slightly employee-oriented yet strictly factual, relying on primary sources such as the Florida Civil Rights Act (Fla. Stat. § 760.01 et seq.) and federal laws including Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e et seq.), the Fair Labor Standards Act (29 U.S.C. § 201 et seq.), and the Americans with Disabilities Act (42 U.S.C. § 12101 et seq.).

Florida follows the at-will employment doctrine—meaning a private employer may terminate an employee for any reason or no reason at all, provided that reason is not illegal. However, workers still enjoy robust protections against discrimination, unpaid wages, retaliation, and hazardous conditions. Understanding these rights is essential before you decide whether to file a complaint with the Equal Employment Opportunity Commission (EEOC), the Florida Commission on Human Relations (FCHR), or to call a local attorney. This 2,500-plus-word guide walks you through each step.

Understanding Your Employment Rights in Florida

At-Will Employment and Its Exceptions

Florida courts recognize at-will employment, but several exceptions override an employer’s ability to fire or discipline without consequence:

• Statutory Protections: Employers may not terminate employees for reasons prohibited by law—such as race, color, religion, sex (including pregnancy, gender identity, and sexual orientation per Bostock v. Clayton County), national origin, age (40 +), disability, or genetic information. These rights stem from Title VII, the Age Discrimination in Employment Act (ADEA), the ADA, and the Florida Civil Rights Act.

• Public Policy Exception: Although Florida does not formally recognize a broad public-policy exception, federal statutes (e.g., the Occupational Safety and Health Act) still bar employers from firing employees who report certain violations.

• Contractual Exception: If you have an individual employment contract or collective bargaining agreement that specifies termination procedures, the employer must follow those terms.

• Retaliation Provisions: Statutes such as the FLSA, Title VII, and Fla. Stat. § 448.102 (Florida Whistle-blower Act) prohibit retaliation for lawful complaints.

Key Federal and Florida Statutes Every Worker Should Know

• Fair Labor Standards Act (FLSA): Sets federal minimum wage ($7.25/hour) and overtime (1.5× pay after 40 hours/week). Florida’s Constitution raises the state minimum wage annually; as of September 30, 2023, it is $12.00/hour and $8.98 for tipped employees.

• Florida Civil Rights Act (FCRA): Prohibits employment discrimination for employers with 15 or more workers. Administered by the FCHR.

• Title VII of the Civil Rights Act: Federal anti-discrimination law covering employers with 15 + employees.

• Americans with Disabilities Act (ADA): Requires reasonable accommodations for qualified workers with disabilities when it does not impose undue hardship.

• Family and Medical Leave Act (FMLA): Provides up to 12 weeks of unpaid, job-protected leave for eligible employees of covered employers.

• Florida Minimum Wage Act (Fla. Stat. § 448.110): Incorporates state constitutional wage provisions.

Statute of Limitations for Common Claims

• FLSA: 2 years (3 years for willful violations).

• Title VII & ADA: File EEOC charge within 300 days; civil lawsuit within 90 days after Right-to-Sue Notice.

• FCRA: File complaint with FCHR within 365 days; civil lawsuit within 1 year after notice of determination.

• Florida Whistle-blower Act: 2 years from adverse action.

Common Employment Law Violations in Florida

Unpaid Overtime and Wage Theft

Broward County—home to Hollywood—reported thousands of wage-theft complaints over the past decade, according to data compiled by the Florida Department of Economic Opportunity. Typical violations include:

• Refusing to pay overtime for hours worked beyond 40 per week.

• Misclassifying employees as independent contractors or exempt to avoid overtime obligations.

• Withholding final paychecks after resignation or termination.

Discrimination and Harassment

Discriminatory practices often emerge in hiring, promotion, or daily treatment. Employees in Hollywood’s service industry, for instance, have filed EEOC charges citing hostile work environments based on national origin and sex. Title VII and the FCRA require employers to prevent and correct harassment once they know—or should have known—about it.

Wrongful Termination

Although Florida is at-will, termination is wrongful if motivated by protected characteristics or retaliation. A 2021 decision from Florida’s Fourth District Court of Appeal reaffirmed that firing a worker for filing an FLSA overtime complaint violates public policy embedded in the statute.

Retaliation for Whistle-blowing

Under Fla. Stat. § 448.102, private employers may not discipline or discharge an employee for objecting to or refusing to participate in an activity that violates a law, rule, or regulation. Workers must first report internally, if feasible, and the statute of limitations is 2 years.

Florida Legal Protections & Employment Laws

The Florida Civil Rights Act (FCRA)

The FCRA largely mirrors Title VII but applies to employers with 15 or more employees. Remedies include back pay, compensatory damages, and reasonable attorney fees. Unlike Title VII, punitive damages are capped at $100,000 (Fla. Stat. § 760.11).

Title VII of the Civil Rights Act

Title VII offers broader recovery, including compensatory and punitive damages up to $300,000 for the largest employers, reinstatement, and injunctive relief. EEOC enforcement covers Hollywood through the Miami District Office.

Fair Labor Standards Act (FLSA)

For non-exempt employees, any hours over 40 in a workweek must be paid at 1.5 times the regular rate. Tipped employees must receive enough in direct wages plus tips to meet Florida’s higher minimum wage—or the employer must make up the difference.

Americans with Disabilities Act (ADA)

Employers must engage in an interactive process to find reasonable accommodations such as modifying schedules or providing assistive devices. The ADA covers employers with 15 + employees.

Family and Medical Leave Act (FMLA)

Applies to employers with 50 or more employees within a 75-mile radius. Employees must have worked 1,250 hours over 12 months to qualify.

Worker Health & Safety (OSHA)

The federal Occupational Safety and Health Administration enforces safety standards. Employees have the right to file anonymous complaints and cannot be retaliated against for doing so.

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, time sheets, disciplinary notices, emails, doctor’s notes, and witness statements. In wage cases, the burden shifts to the employer if the employee presents reasonable evidence of hours worked (Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680 (1946)).

2. Follow Internal Complaint Procedures

Many statutes require you to exhaust internal remedies. Check your employee handbook for HR reporting steps. File a written complaint and keep a timestamped copy.

3. File with the EEOC or FCHR

• EEOC: Charges may be filed online or at the Miami District Office (100 SE 2nd St., Suite 1500, Miami, FL 33131). You generally have 300 days from the discriminatory act.

• FCHR: Complaints may be filed online or in Tallahassee. For FCRA claims, the limit is 365 days.

4. Consider State Wage Theft Remedies

While Florida lacks a statewide wage theft statute, Broward County Ordinance 2012-32 provides an administrative remedy that may precede litigation. Workers must submit written notice to the employer at least 15 days before filing a complaint with the county’s Consumer Protection Division.

5. Consult an Employment Lawyer

If you suspect retaliation, discrimination, or significant wage loss, consulting a licensed Florida attorney can preserve claims and maximize recovery. An attorney can draft the EEOC charge, negotiate severance, and litigate in state or federal court.

When to Seek Legal Help in Florida

Delays can bar relief, so contact counsel when:

• You receive a Right-to-Sue Notice (90-day clock).

• You are asked to sign a severance or arbitration agreement.

• You suspect systemic discrimination affecting multiple employees.

• Your unpaid wages exceed a few hundred dollars—attorney fees are recoverable under the FLSA and often outweigh small individual claims.

• You require emergency injunctive relief (e.g., reinstatement or accommodation).

Attorney Licensing and Fees

Only Florida Bar members in good standing may give legal advice about Florida law. Contingency fees must comply with Rule 4-1.5(f) of the Rules Regulating The Florida Bar.

Local Resources & Next Steps

• CareerSource Broward: 3305 SE 17th Avenue, Fort Lauderdale, FL 33316. Offers job-search assistance and employer complaint referrals.

• Hollywood Human Resources Department: If you work for the City of Hollywood, internal EEOC-compliant procedures apply.

• Broward County Consumer Protection Division: Handles wage theft ordinance claims; phone 954-357-5350.

• United States Department of Labor Wage & Hour Division – South Florida District Office: 400 Oceangate, Suite 304, Hollywood, FL 33020.

Stay proactive: monitor pay stubs, maintain files, and know filing deadlines. For complex disputes, an employment lawyer Hollywood Florida can clarify claims under Florida wrongful termination law and federal statutes.

Authoritative References

Equal Employment Opportunity Commission Florida Commission on Human Relations U.S. Department of Labor: FLSA Overview Florida Civil Rights Act Statutory Text Florida Department of Economic Opportunity

Legal Disclaimer

This guide provides general information for workers in Hollywood, Florida. It is not legal advice. Laws change, and individual circumstances vary. Consult a licensed Florida employment attorney before taking action.

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.