Miami Workplace Discrimination Lawyer

Representing Individuals in State & Federal Courts Throughout Florida

The attorneys at BT Law Group are experienced employment lawyers who handle a broad range of single-plaintiff and class/collective action employment cases before federal and state courts, administrative agencies, and arbitral tribunals. Some examples of discrimination cases include:

  • Age. When making employment decisions, taking the applicant’s or employee’s age into consideration to treat that individual less favorably may violate the Age Discrimination in Employment Act, the Florida Civil Rights Act, or local law.
  • Sex/Gender. Treating an applicant or employee differently because of his or her sex/gender when making decisions that impact the applicant or employee’s terms or conditions of employment, may support a claim of discrimination under Title VII of the Civil Rights Act of 1964, the Florida Civil Rights Act, or local law.
  • Race. Federal and state laws prohibit employers from making adverse employment decisions regarding an applicant or employee’s terms and conditions of employment because of his or her race. Treating an employee or applicant less favorably because of his or her race may be unlawful under federal, state, and local laws.
  • National Origin. Federal, state, and local laws prohibit employers from treating applicants or employees differently because: (1) they were born outside of the United States, including in U.S. territories; (2) their parents or ancestors were born outside of the United States; (3) they have a different ethnicity or accent; or (4) they appear to be from a certain ethnic background (even if they are not). Treating an applicant or employee less favorably for these reasons may subject an employer to liability for national origin discrimination.
  • Disability and Reasonable Accommodation. Federal, state, and local laws provide certain protections to individuals with a covered or perceived disability. These laws apply to both job applicants and employees. If an employee is disabled as defined by the law, employers are required to provide a reasonable accommodation to this individual unless it would impose an undue hardship to do so. Failing to accommodate a disabled individual may subject an employer to a legal claim.
  • Pregnancy. Federal, state, and local laws prohibit pregnancy discrimination in the workplace. An employer cannot discrimination against an applicant or employee on the basis of pregnancy, childbirth, or related medical conditions. Failure to comply with these laws may subject the employer to liability.
  • Sexual Harassment. Sexual harassment in the workplace may appear in different ways, including unwanted sexual advances, requests for sexual favors, and verbal and physical harassment. Federal, state, and local laws prohibit sexual harassment in the workplace and provide a legal recourse for victims of sexual harassment.
  • Gender Identity/Non-Conformity. Treating employees or applicants differently because of their gender identity may support a claim of discrimination. While Title VII of the Civil Rights Act of 1964 (“Title VII”) does not expressly protect gender identity or gender expression from discrimination, courts have found that Title VII protects applicants or employees against discrimination based on sexual stereotyping and failure to conform to gender norms, such as how a person of a certain sex should dress or behave. As such, discrimination against a transgender employee or applicant could be covered by Title VII.
  • Hostile Work Environment. A hostile work environment may be created by communications, actions or behaviors from colleagues, members of management or third-parties that alter the terms and conditions of an employee’s work environment. For the workplace to be considered hostile under the law, the inappropriate conduct generally must go beyond casual joking or rude comments. In addition, it must be based upon a characteristic that is protected under the law, such as race, gender, or national origin.
  • Religion and Religious Belief. Religious discrimination in the workplace occurs when an employer treats applicants or employees differently or less favorably because of their religion or sincerely held religious beliefs. The law also protects applicants or employees who have sincerely held beliefs toward religion, ethics, and morality, but are not affiliated with any organized group.
  • Failure to Accommodate Request Based on Religious Belief. A form of religious discrimination is when an employee requests an accommodation based on his or her sincerely held religious belief, for instance, to not work on Saturdays if it is the employee’s Sabbath, and the employer fails to offer a reasonable accommodation. Employers must provide a reasonable accommodation unless doing so would cause an undue hardship.
  • Sexual Orientation. Sexual orientation discrimination in the workplace happens when an employer treats applicants or employees differently or less favorably because of their sexual orientation (e.g., gay, lesbian, transgender, etc.). It also includes any comments, different treatment, or harassment based on the employee’s sexual orientation.
  • Marital Status. While marital status discrimination is not specifically protected under federal law, there are several scenarios in which marital status discrimination may indirectly arise. For example, discrimination based on sex, which is covered by federal, state, and local laws.
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Our Process
1.
Investigate

As a first step, your assigned legal team will gather and review records related to your claim, including any employment contract or offer letter, time sheets, any relevant communications, and any disciplinary actions, including performance improvement plans or termination paperwork.

These documents will help your attorneys evaluate your claims and develop a strategy to obtain the best results for your situation.

2.
Formulate

Once your legal team completes the initial investigation, they will work with you to determine the best legal strategy for your situation. Your legal team will make recommendations and will work with you to formulate the most effective approach to obtain your desired outcome.

3.
Advocate

After you and your legal team formulate the strategy, your legal team will advocate on your behalf to obtain your desired outcome. This could include negotiating a separation package, engaging in pre-suit negotiations, sending a demand letter, and/or filing a charge of discrimination or lawsuit on your behalf.

The attorneys at BT Law are experienced trial lawyers and will advocate for your rights in the courtroom as necessary.

Reviews

Jason and Anisley are one of the best decisions someone can make given the situation. They are knowledgeable, transparent, proactive and communicate with their clients. I have dealt with other attorneys in the past and I’m always frustrated because you don’t get information or you have to chase the attorney and staff down that’s not the case with them.

In finding the right lawyers to represent you, you want to have mutual respect and understanding for each other and clear communication to achieve your goals. BT Law Group is just that. They not only represented me to their fullest abilities, but went above and beyond to truly understand my goals and priorities and provide sound legal advice to achieve such. It was a pleasure working with both Anisley and Jason, I’d highly recommend them.

We very much enjoyed BT Law Group’s founding partner, Anisley Tarragona service and attention to detail. From the onset her approach was practical and conscious of providing the best legal advice while being mindful of suggesting cost effective, conservative solutions. We find her to be a great business partner to service all our employment related legal needs.

I received a prompt and very professional service by the BT Law Group. Ms Tarragona provides tailored advice in the best interest of the client. She was meticulous and explained the pros and cons of my case in very simple terms which allowed me to consider and take the best decision. Very happy with the service. Highly recommended.

Absolutely wonderful and professional services. Represented my mom in a caring and personalized manner. Knowledgeable and ethical. Thank you!

I always consult BT Law Group for employment law matters. They are responsive, practical and efficient. I recommend them to colleagues and friends.

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.
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