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Solo & Small Firm Section Chairs : DavidCarter – CarterInjuryLaw , PA & DawnMyers – MyersLaw , P . A .
Solo and small law firms in Florida have a unique position within the legal community as they face distinct challenges in ensuring they ’ re compliant with everevolving employment laws . Being aware of these laws protects the firm from potential claims . Florida maintains an " at-will " employment approach , where relationships can be terminated without cause , yet firms need to exercise caution . Every termination should be well-documented , ensuring there ’ s no breach of implied contract and that the reasons are not discriminatory or retaliatory . Florida law prohibits employment discrimination based
on a range of identifiers such as race , national origin , gender , age , disability , religion , marital status , sexual orientation , and pregnancy . Firms should periodically review their hiring , firing , and promotion processes to ensure that no inadvertent discrimination occurs . Many of the Federal statutes regarding discrimination require that the employer employ at least 15 people . However , there is an exception regarding race discrimination claims . Federal law prohibits discrimination based on race , color , and ethnicity when making and
soloandsmalllawfirms havethebenefitof flexibilityandapersonal touch , butit ’ svital thattheynavigate florida ’ semployment lawswithvigilance .
enforcing contracts . Section 1981 specifically grants all individuals within the US jurisdiction the same rights and benefits as “ enjoyed by white citizens ” regarding contractual relationships ( 42 U . S . C . § 1981 ( a )). Section 1981 does not have a numerosity component , meaning if you employ just one person , they could possibly bring a race discrimination claim . Similarly , the Florida Civil Rights Act ( FCRA ) defines an employer as “ any person
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