Case Results
Some of Our Case Results
We represent many clients on a contingency-fee basis. This means we only collect a fee when we recover money on your behalf. Our #1 focus is getting you results.
Disability Discrimination & Retaliation
Confidential Six-Figure Settlement
When BT Law Group’s client, a successful partner at a respected private equity firm, disclosed a medical condition to his colleagues, he expected understanding, not retaliation. He had built a career on integrity and hard work, earning the trust of investors and his team. But when he raised questions about numbers that didn’t seem to add up in the firm’s financial reports, everything changed.
Within weeks of speaking up, first about his disability, then about reporting to investors, he was abruptly terminated. After years of dedication, he found himself without a job and without answers.
That’s when he called BT Law Group.
BT Law Group got to work uncovering internal communications and documents that told the real story. The evidence made clear what had happened: BT Law’s client was punished for doing the right thing, for being honest about his health and for insisting that investors deserved the truth.
Through strategic advocacy and determined negotiation, BT Law Group secured a confidential six-figure settlement that helped BT Law Group’s client rebuild his career and move forward with dignity.
At BT Law Group, we fight for employees who’ve been silenced, sidelined, or retaliated against for standing up for what’s right.
Associational Disability Discrimination and Retaliation
Confidential High Six-Figure Settlement
BT Law Group’s client, a dedicated executive assistant to the CEO of a major financial firm, managed an intense workload that often required her to be available around the clock. She was the CEO’s right hand, trusted, efficient, and committed to the company’s success.
When her young daughter was unexpectedly hospitalized, BT Law Group’s client even continued to work remotely from the hospital, coordinating meetings, handling sensitive communications, and ensuring that the CEO’s schedule ran seamlessly. Despite her professionalism and dedication during a personal crisis, her commitment was met with hostility rather than understanding.
On her first day back in the office, the CEO told her that being out was unacceptable, even though her absence had been due to her child’s medical emergency, and terminated her employment on the spot.
BT Law Group immediately stepped in, sending a demand letter alleging associational disability discrimination and retaliation under the Americans with Disabilities Act (ADA) and the Florida Civil Rights Act and filed a Charge of Discrimination.
BT Law Group pursued the claim aggressively. BT Law Group’s focused advocacy led to a significant six-figure settlement, compensating BT Law Group’s client for her lost wages and emotional distress. The resolution reflected both the strength of the legal claims and BT Law Group’s zealous advocacy.
FLSA Overtime and Retaliation, Breach of Contract
Confidential Six-Figure Settlement
BT Law Group’s client worked as the personal driver to the CEO of a major financial firm, a role that required constant availability and discretion. He drove the CEO not only for business purposes, to meetings, airports, and client events, but also for personal matters, including dinners, social outings, and even dates. Often, he was required to wait in the car late into the evening until the CEO was ready to leave, only to report to work again early the next morning.
Despite routinely working well over 60 hours a week, including weekends, the company paid him a fixed salary and never compensated him for overtime. When he finally raised concerns about his long hours and requested the overtime pay he was legally entitled to under the Fair Labor Standards Act (FLSA), the company’s response was immediate and retaliatory, he was terminated.
BT Law Group filed claims for unpaid overtime wages, retaliation under the FLSA, and breach of contract. Through thoughtful investigation and strategic negotiation, the firm established that the company had misclassified BT Law Group’s client under the FLSA and willfully ignored wage and hour laws designed to protect workers from exploitation.
The case was resolved with a confidential six-figure settlement, compensating BT Law Group’s client for his unpaid wages, equity under an employment agreement, and emotional distress.
Professional Demoted After Disclosing Mental Health Struggles and Reporting Harassment, Discrimination and Retaliation.
Confidential Six-Figure Settlement
BT Law Group’s client was a high-performing professional at a growing company, known for his leadership and consistent results. When he began to experience symptoms of anxiety and depression, he did what employers often encourage their teams to do, he reached out for help. He confided in his manager about his mental health challenges and sought understanding while he underwent treatment.
Instead of offering assistance or flexibility, management immediately demoted him and stripped him of most of his responsibilities. The message was unmistakable: his openness about mental health was a sign of weakness and made him a liability, not a valued employee.
Adding to the injustice, BT Law Group’s client had also reported a sexual harassment incident involving one of the company owner’s close friends. Shortly after that report, the company terminated the female employee who had been harassed and removed many of BT Law Group’s client’s job duties.
BT Law Group filed two Charges of Discrimination alleging violations of the Americans with Disabilities Act (ADA), the Florida Civil Rights Act (FCRA), and Title VII of the Civil Rights Act. Through detailed factual investigation, persistence, and tough negotiation, the firm secured a confidential six-figure settlement compensating BT Law Group’s client for lost income, reputational harm, and the emotional toll of the employer’s actions.
Construction Worker Fired After Complaining About Unpaid Overtime, Wage Theft and Retaliation.
Confidential Six-Figure Settlement
BT Law Group’s client was a hardworking construction employee who spent years helping build projects across Central Florida. He reported to the company yard early each morning, often before sunrise, then traveled with his crew in a company vehicle to job sites scattered throughout the region. His workdays routinely stretched 10 to 14 hours, six days a week, totaling 70 or more hours every week.
Despite these long hours, the company paid him a fixed hourly rate and refused to pay overtime, claiming that travel time between the yard and job sites did not count as compensable work. The company also failed to keep accurate time records, instead relying on the manager’s rough estimates of hours worked for the entire team.
When BT Law Group’s client finally spoke up and complained that he was owed overtime pay for all his work, including travel time, the company’s response was swift and unlawful: he was fired.
BT Law Group filed claims for unpaid overtime wages and retaliation under the Fair Labor Standards Act (FLSA), demonstrating that the company’s pay practices violated federal law. Through thorough investigation and strategic negotiation, the firm secured a confidential six-figure settlement, compensating BT Law Group’s client for his unpaid wages and the retaliation he endured for asserting his rights.
Young Female Computer Engineer Harassed by Manager and Forced to Resign, Sexual Harassment and Constructive Discharge
Confidential Six-Figure Settlement
BT Law Group’s client was a young female engineer building her career in the male-dominated world of technology and computers. She was talented, ambitious, and eager to prove herself. But instead of mentorship, she faced harassment from the person entrusted to guide her, her manager and so-called “mentor,” a man more than 30 years her senior.
The harassment began subtly but quickly escalated. Her manager’s “mentorship” turned personal, then inappropriate. He wrote her disturbing poems, made unwanted advances, and blurred professional boundaries. Feeling trapped, her harasser was her direct supervisor, she turned to Human Resources for help. But the Human Resources team failed to act. Her concerns were dismissed, and the hostile work environment based on her sex only worsened.
The emotional toll became unbearable. BT Law Group’s client had no choice but to take a medical leave of absence to protect her mental health. Yet even while on leave, her harasser continued contacting her, reigniting her anxiety and fear. When it came time to return to work, she realized she could not do so safely, she had no choice but to resign.
BT Law Group took swift action, sending a demand letter and filing a Charge of Discrimination with the U.S. Equal Employment Opportunity Commission (EEOC). When the employer refused to negotiate, BT Law Group filed suit and litigated aggressively, uncovering evidence that corroborated BT Law Group’s client’s account and demonstrated the company’s failure to protect her. The case was ultimately resolved in a confidential six-figure settlement, providing closure and justice for BT Law Group’s client after an ordeal that derailed her career.
Professional Woman Harassed by Company Owner at Work Event, Sexual Harassment and Retaliation
Confidential Six-Figure Settlement
BT Law Group’s client was a high-achieving professional woman with a strong track record of success at her company. She had earned the trust of leadership and peers alike, consistently delivering results and helping the business grow. But during a company-sponsored event, one of the owners of the company, who was also her direct supervisor, crossed the line.
Over the course of the evening, he made inappropriate verbal remarks and engaged in unwelcome physical contact, abusing his position of power. The next day, BT Law Group’s client was left shaken and unsure where to turn. Reporting the conduct internally would have meant going directly to her harasser. Fearing further harm and retaliation, she reached out to BT Law Group for help.
BT Law Group immediately took action. Within days, BT Law Group filed a Charge of Discrimination and sent a detailed demand letter outlining the company’s legal exposure under Title VII of the Civil Rights Act and the Florida Civil Rights Act. Through intense, results-focused negotiations, BT Law secured a confidential six-figure settlement that not only compensated BT Law Group’s client for the harm she suffered but also included a neutral employment reference and a separation that allowed her to move forward with her career on her own terms.
The entire resolution was achieved within one week of her retaining the firm, a swift and powerful result for a client who showed courage in standing up to a company leader.
Luxury Property Manager Discriminated Against and Denied Fair Pay, Disability Discrimination and Wage Violations
Confidential Six-Figure Settlement,
BT Law Group’s client served as the manager of a luxury residential property, responsible for maintaining the highest standards of service for an elite clientele. She was dedicated, professional, and known for her tireless work ethic, often putting in 60-hour work weeks to ensure that residents received exceptional attention and care.
When she disclosed a medical condition that required her to take brief breaks during the day, she expected understanding. Instead, management responded with hostility. Rather than granting a reasonable accommodation, they stripped her of key responsibilities, sidelined her from major decisions, and ultimately terminated her employment.
The company’s conduct not only violated disability discrimination laws, federal, state, and local, it also exposed a serious wage and hour violation. Once her duties were removed, her role no longer met the criteria for an exemption under the Fair Labor Standards Act (FLSA), meaning she was entitled to overtime pay for the many hours she worked beyond 40 each week.
BT Law Group filed a Charge of Discrimination for disability discrimination and retaliation, along with a lawsuit under the FLSA for unpaid overtime wages. Through strategic litigation and skillful negotiation, the firm secured a confidential six-figure settlement, compensating BT Law Group’s client for her lost wages, emotional distress, and the indignity of how she was treated.
Case Study: Top-Producing Sales Manager Fired After Reporting Sex Discrimination, Sex Discrimination and Retaliation
Confidential Six-Figure Settlement,
BT Law Group’s client was a high-performing sales leader in the mortgage and finance industry, recognized for her exceptional production, leadership, and innovation. She was recruited back to the company by ownership after previously helping build one of its most successful sales teams. Upon her return, she quickly became one of the top performers in the organization, designing training programs, mentoring new bankers, and consistently ranking at the top of company leaderboards.
Despite her record of success, she faced persistent gender discrimination from senior executives and male colleagues. She was the only female Sales Manager among a team of men, and leadership repeatedly made inappropriate, sexist remarks, including statements that “a woman can’t be Sales Director” and “sales are a man’s job.” While her male peers inherited trained bankers and lower performance goals, she was forced to train her own team from scratch and meet higher benchmarks just to earn the same compensation.
When she contracted COVID-19, the company required her to continue working from home despite her illness, while allowing male colleagues time off to recover. She also learned that she had been denied a promotion to Director of Sales, despite clear promises and being the most qualified candidate, simply because senior leadership believed the role should be filled by a man.
When BT Law Group’s client raised concerns about this unequal treatment and pay disparity, she was met with hostility. Within weeks of her most recent complaint, the company abruptly terminated her employment, claiming “production” as the reason, even though her team remained one of the most productive in the company.
BT Law Group filed a Charge of Discrimination and later a suit in court alleging sex discrimination, retaliation, unequal pay, and wrongful termination. Through aggressive advocacy, extensive evidence development, and strategic negotiation, the firm secured a confidential six-figure settlement, holding the employer accountable and compensating BT Law Group’s client for her financial and emotional losses.
Case Study: Manager Fired After Disclosing Breast Cancer Diagnosis, Disability Discrimination and Wrongful Termination
Confidential Six-Figure Settlement,
BT Law Group’s client, a dedicated manager at a successful company, consistently exceeded expectations and received praise for her work. She had no disciplinary history and was respected for her professionalism and commitment. That changed after she shared life-altering news with her employer, she had been diagnosed with breast cancer and needed a short leave for surgery and treatment.
Her employer initially approved a brief medical leave, and BT Law Group’s client returned to work just three weeks later. Shortly after returning, she informed the company that post-surgery tests revealed she would need four rounds of chemotherapy. Rather than offering support or accommodation, the company’s CEO told her that “this changes everything” and assumed that she would be “too tired to work” during treatment. Within days, the CEO terminated her employment, claiming the company could not keep her on payroll.
Desperate to keep her job, and her health insurance to cover her cancer treatment, BT Law Group’s client offered to continue working full-time through chemotherapy. Her employer refused and instead fabricated false reasons for her termination, even directing her to sign a letter falsely stating she had resigned for “restructuring” and “new employment.” When she objected, the company accused her of “disrespect” and invented performance issues as pretext.
BT Law Group took swift action, filing a Charge of Discrimination and later a lawsuit alleging violations of the Americans with Disabilities Act (ADA) and the Florida Civil Rights Act (FCRA). BT Law Group even filed an appeal within the case to Florida’s Third District Court of Appeal to address an erroneous ruling from the trial court judge. Through tireless and aggressive advocacy. and careful presentation of evidence exposing the employer’s shifting explanations, BT Law Group obtained a confidential six-figure settlement BT Law Group, providing BT Law Group’s client with financial stability and a sense of justice during a difficult chapter in her life.
Past results do not guarantee future success, and each result is based on the unique facts and circumstances of the case.
What Our Clients Say
I was very pleased with my experience with BT Law group. Both Jason and Anisley were professional and answered all my questions. They believed in me and my case and for that I am forever grateful. Jason fought for me and justice was served. I recommend…
Allycia C.
Now that my case has been finalized, I would like to take this opportunity to publicly express my sincere admiration and gratitude to Anisley Tarragona and Jason Berkowitz for their outstanding professionalism and superb legal expertise applied…
Hiram V.
I can’t speak highly enough of my experience with Anisley and team at BT Law Group. I was in a very vulnerable position being laid off from my corporate job of 10 years at 8 months pregnant. The team asked all of the right questions with a very…
Katharine S.
From start to finish, they were incredibly skilled, knowledgeable, compassionate and supportive. Their expertise gave me confidence at every stage, and their dedication could be seen throughout the entire case. They explained every step in clear terms…
Sammy E.
I recently found myself in the midst of an employment and labor dispute crisis, desperately seeking legal assistance to navigate the complexities of the situation. After screening multiple firms, I was fortunate to discover BT Law Group…
Marc O.
Trusted advisors
Jason D. Berkowitz is a Founding Partner of BT Law Group, PLLC. Prior to starting BT Law, Mr. Berkowitz was a Partner in the Miami office of a national labor and employment law firm where he represented management exclusively.
Anisley Tarragona is a founding partner of BT Law Group, PLLC. Prior to starting BT Law, Ms. Tarragona worked in the Miami office of a national labor and employment law firm where she represented management exclusively. Ms. Tarragona, who was born and raised in Cuba, is fluent in Spanish.
Frequently (un)asked questions
Do you serve clients throughout Miami-Dade County, or just in downtown Miami?
We represent employment law clients throughout Miami-Dade County and Broward County. Whether you work in Brickell, Coral Gables, Miami Beach, Doral, Kendall, Aventura, Homestead, or anywhere in between, our Miami employment attorneys can help. We also serve clients in Fort Lauderdale and surrounding Broward County areas. Wee offer virtual consultations.
What areas of Miami do you serve?
We serve all Miami-Dade neighborhoods including: Brickell, Downtown Miami, Coconut Grove, Coral Gables, South Miami, Pinecrest, Kendall, Doral, Miami Lakes, Hialeah, Little Havana, Wynwood, Midtown Miami, Edgewater, Miami Beach, South Beach, North Miami Beach, Aventura, Sunny Isles, Bal Harbour, Homestead, and Florida City. We represent employees across all of Miami’s diverse communities and business districts.
Do you handle employment cases in specific Miami industries?
Yes. Our attorneys have experience with employment law matters across all major Miami-Dade industries, including: financial services and banking (Brickell), hospitality and tourism (Miami Beach, South Beach), healthcare (hospitals and medical practices throughout the county), aviation and airport services (Miami International Airport area), professional services (Coral Gables, Downtown Miami), retail and restaurants, construction, technology and creative industries (Wynwood, Midtown), and manufacturing and logistics (Doral, western Miami-Dade). We understand the unique employment challenges in each sector.
I work at Miami International Airport. Can you help with my employment issue?
Absolutely. We frequently represent workers employed at or near Miami International Airport, including airline employees, airport service workers, TSA screeners, hospitality workers in airport hotels, restaurant and retail employees, cargo and logistics workers, and administrative staff. The airport area—accessible via the Dolphin Expressway (SR 836)—is one of Miami-Dade County’s largest employment centers with over 35,000 direct jobs, and we’re experienced in handling employment disputes in this complex regulatory environment.
What languages does your firm speak?
Understanding that Miami-Dade County is one of the nation’s most diverse communities, with approximately 75 percent of families speaking a language other than English at home, we’re committed to serving clients in multiple languages. This is why one of our senior partners speaks fluent Spanish. Please contact our office to discuss your language needs and we’ll ensure you can communicate effectively about your employment law matter.
How do I get to your office from my area?
Our Miami office is accessible from all major highways serving Miami-Dade County:
- From Brickell/Downtown: Take I-95 or Brickell Avenue
- From Miami Beach/South Beach: Take MacArthur Causeway to I-395, or Julia Tuttle Causeway (I-195) to I-95
- From West Miami/Doral/Airport area: Take Dolphin Expressway (SR 836) east
- From Coral Gables/South Miami: Take US-1 north or Palmetto Expressway (SR 826)
- From Kendall/Pinecrest: Take Palmetto Expressway (SR 826) north
- From North Miami/Aventura: Take I-95 south
We also offer virtual consultations and flexible appointment times to accommodate Miami’s challenging traffic patterns.
What should I share prior to my first consultation?
Please send us any employment-related documents including: your employment contract or offer letter, employee handbook, pay stubs, termination letter or documentation, any written communications with your employer about the issue (emails, texts, letters), performance reviews, and notes about what happened (dates, witnesses, specifics). Even if you don’t have all these documents, contact us—we can help you obtain necessary records and assess your case based on what you do have.
How quickly should I contact an employment lawyer after a workplace incident?
Contact an employment attorney as soon as possible. Florida and federal employment laws have strict deadlines for filing claims. The sooner you consult with an attorney, the better we can protect your rights, preserve evidence, and explore all your legal options.
What Does Labor And Employment Law Cover?
Labor and employment laws cover a wide range of issues arising out of the employment relationship, from wage and hour issues such as owed overtime wages and misclassification of workers to executive compensation to enforcement of non-compete agreements. One of the most important laws that is widely misapplied by employers is the Fair Labor Standards Act (FLSA), which established certain workers’ rights, including the right to minimum wage and overtime pay for all hours worked over 40 in a workweek for non-exempt employees.
However, some employers try to cut costs by denying workers their rightful pay. This includes examples such as:
• Misclassifying a worker that should be paid overtime as “exempt” by making them an exempt, salaried “manager” without actually changing the worker’s job duties to meet the requirements of the law
• Paying a worker a salary and classifying the worker as “exempt” to avoid paying overtime even though the employee’s duties do not meet any of the exemption tests under the law
• Removing duties from an exempt employee for reasons such as alleged performance deficiencies and not re-classifying the employee to a non-exempt position and paying the employee overtime wages
• Paying hourly employees straight time, or the same hourly rate, for all hours worked even if the employee works overtime hours
• The employer automatically deducting time for a daily meal break even though the employee is not able to take the full amount of time deducted for the break and sometimes does not even take a meal break.
• Forcing tipped workers to pool their tips with non-tipped workers, such as managers or cooks
What Can I Do If I’ve Been Punished For Filing A Complaint In The Workplace?
The first thing you should do is consult with an employment lawyer. Sometimes, employers will retaliate against employees who file complaints by punishing them in some way. This could be anything from demoting them, cutting their hours or pay, to firing them.
An employment lawyer can help you determine whether your employer’s actions violate the law and can help you take any appropriate action against your employer. You may be able to file a charge of discrimination, a lawsuit, or make a demand for arbitration to enforce your rights.
What’s The Best Way To Handle Harassment At Work?
Here are some tips to help deal with harassment in the workplace:
(1) Document what happened – Record when the harassment occurred, where it took place, who was involved, whether anyone witnessed the harassment, and what was said or done.
(2) Reach out to HR (and/or a manager depending on your company’s policies) and report the incident in writing, and allow the company to rectify things internally.
(3) Seek legal advice – If the harassment is not addressed or you are being retaliated against in any way, reach out to a lawyer for guidance.
What Happens If A Non-Solicitation Agreement Is Violated?
If a non-solicitation agreement is violated, the aggrieved party can sue for damages. The party that violated the agreement may be ordered to stop soliciting the other party’s employees or customers and may be ordered to compensate the non-violating party for monetary damages.
If you are considering entering into a non-solicitation agreement with another party, it is important to consult with an experienced employment attorney beforehand to ensure that the agreement is enforceable. In addition, if you have an enforceable non-solicitation agreement, an employment lawyer can develop an effective strategy to stop any improper solicitation and seek a monetary award for quantifiable damages.
How Do I Know If I’ve Been Wrongfully Terminated?
To determine if you have been wrongfully terminated, you should review any employment contract and applicable state and federal law with an employment attorney. If you have been wrongfully terminated, you may be able to file a charge of discrimination or lawsuit against your employer. You should speak with an employment attorney to learn more about your specific situation and what rights you may have.