Why Choose This Firm
When you hire Attorney Montone, you hire him to handle your case.
Attorney Montone brings his years of employment law experience and successful strategies to every case. He does not hand you off to inexperienced attorneys or case managers. Every fact involved in your case, every cause of action, and every part of the legal strategy will be handled by Attorney Montone.
These things matter because the lead attorney on your case is the one negotiating on your behalf or arguing in court. That attorney needs to know your case inside and out in order to put your case in the best position to succeed.
The Montone Law Firm, P.A. is dedicated to one thing – fighting for the rights of individual employees. The practice is spent entirely on helping individuals navigate tricky employment situations and pursue the compensation they deserve. The Firm does not invest any of our resources in representing employers.
This Firm does not dedicate any time to other practice areas. The focus is 100% on employment law.
This matters because other practice areas require their own time and resources, and lucrative practice areas can often be made a priority over employment law cases.
Employment cases are rarely the same. The facts of each individual case will vary and The Montone Law Firm, P.A. has seen thousands of scenarios that allow us to assist our clients in tough situations.
There is no money paid to us unless we recover for you.
You will be able to ask questions and receive timely updates throughout your case from your attorney – not a paralegal or case manager.
Attorneys that handle cases firsthand will be in the best position to negotiate on your behalf because they are familiar with the facts of your case, the strategy needed, and the desired outcome.
Do You Have a Case?
Many times, employment disputes are case-by-case situations. An analysis of the facts must be done by an experienced employment and labor attorney because one decision can change the outcome being sought. Employers have lawyers ready – make sure you have experience on your side.
Discriminatory workplace practices can range from name calling to demotion to unequal payment. While some practices are more covert than others, they are still considered illegal. You may have a viable case if you experience sexual harassment, a hostile work environment, retaliation, or discrimination based on:
- Race / color
- National Origin
- Sexual orientation
Protection Under the Florida Civil Rights Acts and Title VII of the Civil Rights Act
The Florida Civil Rights Act and Title VII of the Civil Rights Act of 1964 protect individuals from discrimination based on race, color, religion, sex, pregnancy, national origin, age, disability, or marital status. This legislation prohibits acts such as:
- Offensive jokes, objects, or pictures
- Obstruction of work performance
- Economic injury
- Unwelcome sexual advances
- Requests for sexual favors
- Sexual comments
Americans with Disabilities Act (ADA)
The Americans with Disabilities Act prohibits employers from:
- Refusing to make reasonable workplace accommodations
- Asking disability-related questions for reasons other than accommodation and documentation
- Requiring medical exams for reasons other than accommodation and documentation
Pregnancy Discrimination Act (PDA)
The Pregnancy Discrimination Act prohibits employers from:
- Asking pregnancy-related questions in interviews
- Requiring special procedures to determine if a pregnant employee can work
- Refusing employees a temporary leave due to pregnancy or pregnancy-related conditions
- Firing employees due to pregnancy or pregnancy-related conditions
- Paying employees less due to pregnancy or pregnancy-related conditions
Age Discrimination in Employment Act (ADEA)
The Age Discrimination in Employment Act protects workers over the age of 40. It prohibits conduct such as:
- Offensive or demeaning remarks based on age
- Hiring, firing, or laying workers off due to age
- Demoting or refusing to promote workers due to age
The Family and Medical Leave Act (“FMLA”)
The Family and Medical Leave Act (“FMLA”) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
- Twelve workweeks of leave in a 12-month period for:
- The birth of a child and to care for the newborn child within one year of birth
- The placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement
- To care for the employee’s spouse, child, or parent who has a serious health condition
- A serious health condition that makes the employee unable to perform the essential functions of his or her job
- Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty
The Fair Labor Standards Act (“FLSA”)
The Fair Labor Standards Act (“FLSA”) is legislation that establishes minimum wage, overtime pay, recordkeeping, and standards for youth employment. The Act applies to those in private sectors, federal governments, state governments, and local governments. If you are a covered nonexempt worker and an employer does not provide you with fair wages or record your hours appropriately, you may be entitled to compensation.
The Equal Pay Act (EPA)
The Equal Pay Act (“EPA”) protects against wage discrimination based on sex. The EPA protects both men and women regarding inequalities in all forms of compensation.
Florida’s Private Whistleblower Act
The Florida Private Whistleblower Act (“FPWA”) protects employees of covered employers from any retaliatory conduct because the employee has disclosed, or threatened to disclose, to any appropriate governmental agency, under oath, in writing, an activity, policy, or practice of the employer that is in violation of a law, rule, or regulation. The statute also protects an employee that has provided information to, or testified before, any appropriate governmental agency, person, or entity conducting an investigation, hearing, or inquiry into an alleged violation of a law, rule, or regulation by the employer. The statute also protects an employee that has objected to, or refused to participate in, any activity, policy, or practice of the employer which is in violation of a law, rule, or regulation.
If your employer has failed to address your discrimination or harassment complaints, then you may be entitled to compensation. Reach out to a lawyer experienced in employment law today.