Defend your business in workplace disputes, discrimination claims, and employment litigation. Management-side representation only.
Rob Robinson has spent over 30 years guiding private and public employers through Florida's complex employment landscape. From drafting and updating employee handbooks to advising on sensitive termination decisions, Rob helps employers navigate day-to-day HR challenges before they escalate into costly disputes. Whether you're dealing with discrimination concerns, military service leave obligations, or questions about proper employee discipline procedures, experienced counsel can help you avoid mistakes that lead to litigation.
When workplace disputes move into administrative hearings, arbitration, or court, Rob represents employers at every level. With extensive experience before the EEOC, Florida Commission on Human Relations, state and federal courts, and in grievance arbitration under collective bargaining agreements, Rob defends businesses against wrongful termination claims, discrimination charges, and wage and hour disputes. His approach focuses on early resolution strategies that minimize costs while protecting your business interests.
Florida employers must comply with federal laws (Title VII, ADA, FMLA, FLSA) plus state-specific requirements. This includes proper wage payment, maintaining workers' compensation coverage, following OSHA safety standards, and respecting employee rights regarding discrimination, whistleblowing, and protected leave. Requirements vary based on your number of employees and industry.
Don't ignore it or retaliate against the employee. Gather all relevant documentation including performance reviews, disciplinary records, and communications. Consult with an employment attorney before responding. Your response strategy depends on whether it's an internal complaint, an EEOC charge, or a lawsuit—each requires different handling and timelines.
Common mistakes include failing to document performance issues, inconsistent enforcement of policies, terminating employees shortly after they engage in protected activities (like requesting FMLA leave), and not following your own termination procedures outlined in employee handbooks. These mistakes can turn routine terminations into expensive litigation.
While not legally required, having experienced counsel is strongly recommended. Collective bargaining involves complex legal obligations, mandatory and permissive subjects of negotiation, and strict rules about what employers can and cannot say. Mistakes during negotiations can lead to unfair labor practice charges and costly disputes.
Contact an employment attorney immediately. You'll need to respond to the EEOC charge within the deadline (typically 30 days), preserve all relevant documentation, and avoid any retaliatory actions against the charging employee. An experienced attorney can help you prepare a position statement and represent you throughout the administrative process.
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