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Employment law

Bloodworth Law, PLLC, provides employment law representation for Florida employers and employees. Bloodworth Law handles:

Non-Compete Agreements
Discrimination or Harassment Issues
Overtime & Minimum Wage
Business Policies & Consultations

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Employment Law FAQs

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noncompete agreement is a contract between an employer and an employee wherein the employee agrees not to compete against the employer during or after employment.

An enforceable non-compete agreement in Florida contains:

  • Protection of a legitimate business interest
  • Timeframe
  • Geography

Florida is a state that permits enforcement of non-compete agreements. Typical non-compete disputes involve these employees:

  • Sales people with close client relationships
  • Doctors
  • Scientists
  • Engineers
  • Technology staff
  • C-level staff who perform highly specialized work or have access to confidential or proprietary information.

Employers who want to protect customer and client relationships and, or, proprietary information from employees use non-compete agreements.

Employers may hold an intellectual property, or hire employees who hold very specific knowledge about an industry, products, scientific discoveries, or technical skills may need employees to sign non-compete agreements. Employers may consider a non-compete mandatory before being hiring key staff members.

If you’re an employee and an employer asks you to sign a non-compete agreement talk with an attorney before signing. Maybe you signed one when you were hired, but now find yourself out of a job, and don’t know whether you have the right to look for a new one without moving or changing positions.

Employers may require employees to enter into a non-compete agreement before or sometimes beginning work. Sometimes non-compete agreements will have an effect on an employee after the employer-employee relationship has ended.

A non-compete is a formal contract and upon leaving a job, there’s a document you’ve signed that may prevent you or restrict you as you’re looking for a new position.

For employers and employees there are geographic and time restrictions involved in a non-compete agreement that may be disputed. The drafting of the non-compete by the employer may also involve negotiation with an employee.

Employers may benefit from a non-compete, where a non-compete agreement with a restrictive covenant could protect and prevent your company from losing business to a competitor who hires one of your employees.

It’s critical to know Florida employment law to keep valuable customer lists, pricing data, proprietary technology, science, medical procedures, products or services from unauthorized use.

You can prevent former employees from disclosing company trade secrets to competitors or the public, or from stealing your customers and clients.

At Bloodworth Law, we represent employers accused of discrimination or harassment and employees who are victims of discrimination or harassment.

You can run a successful business managed by people who try to do the right thing, but there may be an employee accused of discrimination or harassment by another employee.

Maybe you’re an employer and have been served with a demand letter from a plaintiff’s attorney that wants you to write a big check.

Maybe an employee has requested time off or for an accommodation for a disability and you don’t know what to do next. You want to follow the law and take care of your employee.

Have you received correspondence from the EEOC, or the Florida Commission on Human Relations, and learned that you’re being investigated?

Whether the issue relates to race, gender, disability, age, or any of the other protected classes, you have a legal problem and you’ll need an employment law firm to help steer you through what may become very messy.

Discrimination. Harassment. You may be the most professional, hard-working employee there is. You’re educated, honest, responsible, and you follow the rules.

However, you may also be in a situation involving the most unbelievable discrimination or harassment by a co-worker, boss, business owner, or even a customer. Maybe you get denied raises and promotions because of who you are.

Often the statement is made that “I am not the kind of person who sues people, but I just can’t take it anymore.”

It’s at this point that you should speak with Bloodworth Law about what happened and find out if the situation can be resolved and what can be done to stop the harassment or discrimination.

Employee discrimination and harassment cases include representation of an employee who feels they’ve been discriminated against on the basis of:

  • Age
  • Disability
  • Religion
  • Gender identity
  • Pregnancy
  • Race
  • Color
  • National origin
  • Sexual orientation

How many hours did a Florida employee work and when does overtime occur? The laws regarding overtime and minimum wage are very technical and complicated so  problems often arise for employers and how wages are paid for overtime or minimum wages.

Other common problems are in regard to:

  • Exempt classification
  • Tip credits
  • Tipped minimum wage
  • Proper calculation of overtime

Do not make assumptions about overtime, hourly or minimum wage laws. Companies are often surprised by how these laws work and don’t have any idea they are breaking the law, especially companies based outside the U.S. that do business and have employees in Florida.

Bloodworth Law also represents employees who feel that they have not been receiving appropriate minimum wage or overtime pay, or who have been misclassified as exempt employees.

Start with a consultation on employment law to establish best hourly and overtime practices and provide legal support to your human resources staff.

Bloodworth Law can provide an employment law consultation to Florida employers on policies and procedures, employee handbooks, employment agreements, and employee issues.

Providing current policy and adhering to employment law procedure prevents problems and there are great benefits to having an employment law consultation.

Bloodworth Law in this way helps internationally-owned companies doing business in Florida. If you own a business in the U.S., the laws require employment law adherences that may differ greatly from practices in other countries.

Employers can get answers to questions about terminations, hourly and minimum wage issues, employment agreements, and business transactions involving employees.

You may have a human resources department or staff, but unless you have a Florida employment lawyer on the team, you’ll need to consult with an employment law firm. Review practices and set employment procedures that adhere to Florida law.

Bloodworth Law can help by:

  • Writing employment policies
  • Create custom human resources handbooks
  • Draft employment contracts
  • Draft non-compete agreements for potential or existing employees

Bloodworth Law works with businesses of all sizes to develop legal employment law policies to avoid liability in hourly and wage disputes, employee contracts, harassment and discrimination law, and non-compete agreements.

When the Florida economy booms, there are more employment transactions happening and less attention paid to the details that may possibly cause problems.

If the Florida economy changes for the worse, layoffs can bring unforeseen problems. Downsizing and personnel job changes can disrupt business. People can become overly emotional and it’s best if a process is in place to support staff.

At Bloodworth Law, we know both sides in employment law cases, which is valuable when it comes to settling a case or filing a lawsuit, or establishing best practices.

When you’re not sure what to do about a job or employment law, talk with Bloodworth Law and talk with Reed about what happened to you.

Other Services

Business Litigation
Trust Litigation
Probate or Estate Litigation

Multiple Legal Fee Payment Options


Hourly Fee

Clients pay an hourly rate for a case.

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Hybrid Fee

Clients pay a combination of an hourly rate and a contingency fee for a case.

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Flat Fee

Clients pay attorney fees for a project fee where an amount is set based on the work expected for a case.

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Contingency Fee

Clients pay attorney fees after a case is completed, if and when it pays out. 

Contingency fee means that the client pays legal fees when the lawyer and case brings in money from the legal actions taken. Reed immediately begins work on the case to pursue a legal action. Clients, meanwhile, are not billed, have to write a check, or pay by credit card to get a case moving. Every case is reviewed and there is no guarantee that it will qualify or be accepted as a contingency fee case, but you will find out by talking with Reed.

Contingency fee cases are available for business litigation, and for trust litigation and probate or estate litigation cases.

Find out more about payment options