Richard Celler Legal, P.A. - Davie
We are a law firm committed to protecting the rights of employees in the workplace throughout Florida and the United States. Our firm represents clients on a contingency basis in claims for unpaid overtime, commissions, severance payments, and for violations of state and federal law for wrongful termination, including claims for discrimination on the basis of age, sex, sexual orientation, race, color, national origin, religion, etc., as well as for claims arising under the Family Medical Leave Act ("FMLA"), whistleblower protections, Sarbanes Oxley violations, and for sexual harassment and retaliation in the workplace.
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Business Operation Hours
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Monday
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9:00 AM to 7:00 PM
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Tuesday
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9:00 AM to
7:00 PM
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Wednesday
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9:00 AM to 7:00 PM
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Thursday
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9:00 AM to 7:00 PM
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Friday
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9:00 AM to 7:00 PM
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Saturday
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Closed
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Sunday
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Closed
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Additional Information
Righting wrongs can mean tricky business…Whistleblowers, or employees who report legal violations by their employers, are protected by laws on both the federal and state levels to keep them from retaliation or harassment. These laws can also protect from unfair terminations or being pressured to resign through unlawful tactics, known as constructive discharge.State and Federal ProtectionThe Florida’s Whistleblower Act protects employees who report a wide variety of violations by their employers, including improper use of authority, gross neglect, and abuse of duty or gross waste of funds.
Employees who report violations of laws, rules, and regulations, that are dangerous to the health, safety, and welfare of the public can also find protection under this law.Congress also has passed federal laws to protect whistleblowers, including the Clean Air Act, the Affordable Care Act and the Occupational Health and Safety Administration (“OSHA”). OSHA specifically handles complaints under 17 different federal laws. These laws include provisions under workplace health and safety, federal rail safety, pipeline safety and consumer product safety. The Supreme Court has also upheld that federal protection may not supersede state statutes and consumer law protections.
Once you arrive at the job site or office, and actually start performing work (vs. drinking coffee and talking to your friends) such as loading up your truck, getting paperwork ready, starting up your computer, taking customer calls, or attending a meeting with your employer, that is counted as working time regardless of whether you are on the clock or not. Often times, employers see their employees doing this type of work to benefit the business, but will not allow employees to punch in until a set time. This is illegal. Likewise, at the end of the day, employers often will have employees punch out, and keep them at work while their computer are shutting down, paperwork is completed, tables and work stations are mopped or cleaned, or the after hours meeting. All of these tasks count towards your hours worked, whether they take 15 minutes or hours. Nobody should have to work for free.
Product and Services
The most common principle of law known to most employees is the general statement that if an “employee works over forty (40) hours a week for a covered employer, they are entitled to be paid time and one half or overtime for any hours worked over forty.” So why do things always get so complicated? That’s because if you take a closer look at the words in bold above, there are different factors that need to be addressed so that employees know whether they are entitled to overtime pay. CLICK HERE TO FIND OUT COMMON MISTAKES EMPLOYEES MAKE REGARDING OVERTIME.
Languages Spoken
English
Payment Options
Visa,Master Card,Cash,Check
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