[FL] [FL] What steps can I take to ensure I am not wrongly let go from a job?
Employment lawyer.
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If you don’t trust HR, you can skip over them and go directly to the EEOC.
But if you do choose to go to HR, make sure to:
- Bring a witness or support person if possible.
- Follow up in writing after any meeting — an email recap creates a paper trail.
- Document everything. Keep copies of emails, notes of conversations, and any incidents that could show you’re being treated unfairly. That documentation is your protection.
With the EEOC, you can request mediation or a Right to Sue letter if you want to pursue a civil claim. If you’re terminated or otherwise harmed, the EEOC can assist in seeking compensation or reinstatement.
As for your company’s HR department, any protection would come under anti-retaliation laws or the company’s internal policies. Most companies have written HR procedures that act as a binding agreement — check your employee handbook for those policies.
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Employment lawyer.
Lexi, Chatbot
I understand you're looking to speak with an employment lawyer. Can you please tell me what specific issue or question you need assistance with?
Issues in the workplace.
Lexi, Chatbot
Are you currently employed, or is this related to a past employment situation?
Currently employed.
Lexi, Chatbot
Is there anything else the employment lawyer should know before I connect you? Rest assured they’ll be able to help with workplace issues.
Yes.
Elizabeth
Hi there! My name is Liz, and I’ve been an attorney for more than a decade. I’m here to assist with your legal concerns. So I can best help, in what state do you work?
Florida.
Elizabeth
Thank you for sharing that! What type of issues are you dealing with?
What steps can I take to ensure I am not wrongly let go from a job? Is there a law or application that can protect me from that?
Elizabeth
Can I ask, how many employees does your company have?
A little over 300, I’m guessing.
Elizabeth
Wonderful. Do you believe you’re being targeted due to your age, race, gender, disability, ethnicity, or something like that?
Targeted yes, but not for the reasons listed. My case feels like I may be set up for a downfall and let go once I can’t manage the workload.
Elizabeth
Do you know why you’re being set up to fail? In Florida, employment is considered “at-will,” meaning an employer can terminate for any reason unless it violates a contract or is based on a protected characteristic (such as race, gender, age, etc.).
I have a grumpy supervisor who may have taken offense when I called out an issue and wrongdoing within our system. I feel she may want to find a way to get rid of me for whistleblowing. And I don’t know if HR can be trusted.
Elizabeth
What kind of whistleblowing occurred? That can also be protected by law.
I pointed out that the schedule I create for the service techs should have been accomplished within the timeframe. I mentioned one tech who isn’t performing well, and my supervisor got visibly angry that I pointed it out. It’s obvious she protects his poor performance. I also know she’s been supplying construction materials to this tech, even though our company doesn’t sell to the public — only to builders. I haven’t reported that yet, but I’m aware it’s happening.
Elizabeth
Is there a reason she protects that person? With job protection, if you’re fired for pointing out genuine issues, it could be considered retaliation, which is illegal under both federal and state laws.
Yes, she does exhibit that behavior. I’ve seen another friend transfer departments because of her bad treatment. She covers for her favorites due to long-standing friendships and work history. I’m the odd one out.
Elizabeth
If you don’t trust HR, you can skip over them and go directly to the EEOC.
But if you do choose to go to HR, make sure to:
- Bring a witness or support person if possible.
- Follow up in writing after any meeting — an email recap creates a paper trail.
- Document everything. Keep copies of emails, notes of conversations, and any incidents that could show you’re being treated unfairly. That documentation is your protection.
With the EEOC, you can request mediation or a Right to Sue letter if you want to pursue a civil claim. If you’re terminated or otherwise harmed, the EEOC can assist in seeking compensation or reinstatement.
As for your company’s HR department, any protection would come under anti-retaliation laws or the company’s internal policies. Most companies have written HR procedures that act as a binding agreement — check your employee handbook for those policies.
No protocol or protection with HR?
Elizabeth
Protection through HR would generally fall under federal and state employment laws, particularly those that prevent retaliation for reporting wrongdoing. If your company’s handbook outlines a grievance or ethics reporting process, follow that carefully — it helps show you acted in good faith if this escalates.
Okay, thank you. This is very helpful.
Elizabeth
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