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Tampa Bay Employment Attorneys

If you are experiencing discrimination, wrongful termination or a hostile work environment, you need the help of an employment lawyer.

Many federal and Florida laws protect the rights of employees. If you think you are experiencing harassment, discrimination, unfair treatment, retaliation or have otherwise been denied your rights in the workplace in the Tampa or the surrounding area, don’t stay silent.

An experienced Tampa Bay employment lawyer will help you determine which of your rights has been violated and how you can pursue a lawsuit. And here’s something very important to keep in mind: employment law claims generally have very short periods to act before you miss your window of opportunity to pursue the case.

Employment law is a broad and complex area of the law with a mixture of state and federal statutes, regulatory and administrative laws and common law. For example, employees can bring claims under the following laws, just to name a few:

  • Family and Medical Leave Act (FMLA)
  • Title VII of the Civil Rights Act of 1964
  • The Americans with Disabilities Act
  • The Age Discrimination in Employment Act
  • The Florida Civil Rights Act
  • The National Labor Relations Act
  • The Fair Labor Standards Act,
  • The Occupational Safety and Health Act (OSHA)
  • The Pregnancy Discrimination Act,
  • The Uniformed Services Employment and Reemployment Rights Act
  • First Amendment claims
  • Common law
  • Many other state and federal laws

By hiring a knowledgeable employment attorney from Kemp, Ruge & Green Law Group, you will begin to understand what options are available to you, whether the actions involved may rise to the level of a legal claim, how to best preserve your rights and what steps to take next. We represent employees who have been harassed, forced to quit or constructively discharged, subjected to a hostile work environment, retaliated against, denied a promotion or raise and terminated or laid off with or without a severance.

Our attorneys have handled cases involving a wide variety of labor and employment laws. We have recovered millions of dollars for individuals that have been mistreated by their employers in Florida.


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“Kemp, Ruge & Green are awesome to work with! Not to mention their huge role in the community and the good they do for others. They always return calls promptly, especially Stacy and Sommer. A++ for Kemp, Ruge & Green!”

-Brandi Rodgers

The attorneys at Kemp, Ruge, & Green will speak to you directly and provide you with a free, confidential case evaluation. By choosing us, you are choosing a law firm that will tirelessly seek justice for you by leveling the playing field in your fight against employers, both large and small, that likely already have attorneys representing their interests.

We have extremely high client satisfaction and will fight to obtain the best possible results for you, taking the time to explain to you the aspects of a legal claim and keeping you informed throughout the course of representation.

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You Deserve Answers

Employment law encompasses everything from employees being wrongfully terminated to suffering retaliation as a result of reporting concerns about discrimination. You deserve legal representation from lawyers who understand this area of federal and Florida law.

Do not wait any longer and risk losing your opportunity to seek justice for your case, including wrongful termination, discrimination or hostile work environment.


Wrongful Termination

In Florida, no specific cause of action or lawsuit can be brought for wrongful discharge or wrongful termination. Instead, you primarily bring claims specifically authorized by Florida state statute.

Though this may sound discouraging at first, there are numerous exceptions to the commonly-stated doctrine of “employment at will” applicable in Florida and in federal courts. Examples may include discrimination, harassment and/or retaliation under Title VII, the ADA, the ADEA, the FLSA, the NLRA, USERRA, OSHA, negligence claims and other state and federal laws.

Call today to speak to Kemp, Ruge, & Green for a prompt, free case evaluation to determine if any of these exceptions apply to your situation.

The Occupational Safety and Health Act (OSHA)Congress determined that all U.S. employees have a right to safe, clean work environments. If your employer refuses to so, you may have an employment claim against them under OSHA regulations. Here are some examples of requirements employers sometimes fail to meet:

  • Provide you with training in your language
  • Ensure safe working conditions
  • Prevent exposing you to harm
  • Prevent exposure to toxic chemicals
  • Provide you with personal protective equipment



Discrimination is a term that is generally applied to many forms of poor treatment in the workplace, but only certain types of discrimination are covered by state and federal law. Under the rules of the Equal Employment Opportunity Commission, the following are protected classes:

  • Age
  • Disability
  • Equal Pay/Compensation
  • Genetic Information
  • Harassment
  • National Origin
  • Pregnancy
  • Race/Color
  • Religion
  • Retaliation
  • Sex
  • Sexual Harassment

In addition to these federally-protected groups, Florida law also prohibits discrimination based on:

  • Marital status
  • AIDS/HIV status
  • The sickle cell trait

Fair Labor Standards ActIn Florida and across the country, employers are legally obligated to ensure that employees are classified correctly for their position, whether they are a salaried or hourly employee, under the Fair Labor Standards Act. Often, an employer may misclassify an employee to avoid paying overtime pay or other benefits.

Employers must pay all employees at least the minimum wage, and employers must pay eligible, non-exempt hourly employees overtime pay for all hours worked in excess of forty in a workweek. Sometimes, employers will seek to avoid this obligation by failing to keep accurate records, misclassifying employees, misstating the law, manipulating time records, or improperly counting workdays or hours worked.

If you believe you have not been paid what you are owed, or were retaliated against for speaking out, call to talk with the attorneys at Kemp, Ruge & Green for your free case evaluation.

Title VII of the Civil Rights Act and the Florida Civil Rights ActUnder federal Title VII, it is unlawful for an employer to discriminate against an employee based upon race, sex, pregnancy, color, religion, and national origin. Other applications of the law have included ethnicity, sexual orientation, and gender identity, though not all are fully established.

In Florida under the Florida Civil Rights Act, there are even greater protections, including for marital status. Our attorneys have seen many different Title VII and FCRA claims and can help you understand which of your rights may have been violated.

Family and Medical Leave Act The FMLA requires that employers provide employees, when both meet certain qualifications, up to 12 weeks of job-protected leave, with some exceptions. If you have been denied FMLA leave, interfered with during leave or retaliated against due to your request for leave for yourself or a loved one, you may be entitled to damages from the company.

Employers have an obligation to comply with the mandates of the law and must not retaliate. Call Kemp, Ruge & Green today if you believe that you have been retaliated against or harassed due to your use of or request for protected leave.

Americans with Disabilities ActThe Americans with Disabilities Act requires covered employers to provide employees with disabilities a reasonable accommodation, up to the point of undue hardship. Employers may not retaliate against employees for requesting reasonable accommodation, nor may a covered employer refuse to provide an accommodation for an employee if one is available and possible.

Unfortunately, many employers don’t want to interact appropriately with disabled employees, even though the law is clear that individuals with disabilities have the right to work and earn a living in the same way as anyone else. If you have been denied accommodation or retaliated against for requesting it, call us for a review of your case.

Age Discrimination in Employment ActIf you are over age 40, you are likely covered under the Age Discrimination in Employment Act. Employers may not discriminate against employees over age forty in favor of younger employees in hiring, pay, benefits of employment and other aspects of employment.

Many employees over age 40 suffer discriminatory treatment due to their age, including false stereotyping based upon other employees or management’s discriminatory perceptions of workers outside of their own generation. Employers frequently fail to promote and retain employees over age forty, without any valid basis.

You don’t deserve discriminatory treatment. If you have been discriminated against due to your age, contact Kemp, Ruge & Green a confidential review of your case.


Hostile Work Environment

The definition of a hostile work environment is difficult for the average person to understand, and this is a complex area of the law. According to the EEOC, hostility and discrimination in the workplace have these characteristics:

  • It is discriminatory based on a protected group
  • It is widespread and pervasive in the environment
  • It is unwelcome
  • It is sufficiently intense for the victim

As you can see, there can be a lot left to interpretation with this area of the law. We encourage you to contact us and discuss your unique situation, so we can help you understand what to do next.

Sexual HarassmentUnder Title VII, both men and women of all ages, races and colors, can be victims of sexual harassment. Sex discrimination is prohibited by both federal and Florida state laws.

A covered employer is legally obligated to provide a workplace and environment free from offensive sexual harassment. Furthermore, an employer must take certain steps to promptly investigate and remediate the inappropriate actions once reported.

Sexual harassment can include coercive behavior from managers and supervisors, peers or other employees. Sexual harassment remains a prevalent scourge in the workplace, often appearing as inappropriate comments or touching, unwanted advances, quid pro quo requirements and other offensive acts that create a hostile work environment.

Sometimes, the harasser may not even be an employee. They could be a customer, vendor or contractor of the company. Regardless, an employer is obligated to provide a safe work environment for all of its employees, free from sexual harassment.

Call Kemp, Ruge & Green if you are experiencing any of these issues. We will help you understand your situation with a prompt, free case evaluation.

Severance and Employment ContractsIf you have been offered a severance contract or employment contract, watch out. Your employer is likely asking you to give up important rights that you possess as an employee or former employee.

Contact us for help with reviewing your employment agreement or severance letter. Our attorneys can review these documents and help you understand how they impact your rights or whether you should file a claim against your employer.

RetaliationSometimes employers retaliate against employees who make reports about them. If you have been retaliated against because you complained about, supported a complaint of another or otherwise furthered a complaint or investigation into unlawful harassment, denial of certain benefits or advancement, unequal opportunities or discrimination, you may have a claim.

It is not legal for an employer to take adverse action against an employee in this situation. If they do, you may be able to pursue a claim against the company to seek relief that may include reinstatement of your job, lost wages, future lost wages, attorneys’ fees, compensatory damages, and possibly other statutory or punitive damages.

Kemp, Ruge & Green has seen thousands of these cases. Don’t stay silent. Contact us for a free case evaluation.

Filing with the EEOC, FEPAs and other Administrative Agencies

If you need to file a claim with an administrative agency, you should know that the EEOC and other agencies are generally not your representatives.

Instead, seek legal representation from an employment lawyer who will represent your interests and does not have conflicting loyalties. The lawyers at Kemp, Ruge, & Green effectively represent individuals initiating claims, exploring mediations and doing investigations.

You will need a strong presentation of your case to stand up against your employer and make your voice heard in this confusing situation. We will be your advocate and help you seek what’s right through the legal system.


You Deserve Kemp, Ruge & Green – Experienced in Employment Law

Nobody deserves discrimination, retaliation and other unlawful behavior from their employer. We’re here to help you stand up for your rights. Act fast, and don’t miss your opportunity to hold your employer accountable for what has happened to you.

We handle employment law cases throughout the Tampa Bay region, including Hillsborough, Pasco, Pinellas, Hernando, Spring Hill, St. Petersburg and Tarpon Springs. We care deeply about our clients and enjoy helping the people of Florida stand up to employers with the help of the legal system.

Contact us at any one of our six locations for a consultation about an employment law case. We’re here to assist you today.

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