Jacksonville Business and Employment Attorneys

If your Florida employer does not to pay all commissions or bonuses due, it’s essential to follow these actions:

1. Review Your Agreement: Start by carefully examining your employment contract or any relevant agreements pertaining to commission or bonus payments. This may provide clarity on your entitlements and legal rights.
2. Maintain Records: Throughout the process, maintain meticulous records of all communication with your employer and any documents relevant to your commission or bonus entitlements. These records may be invaluable in any future legal proceedings.
3. Written Communication: Initiate written communication with your employer to inquire about the status of the payment and express your concerns. This ensures there’s a documented record of your attempts to address the issue.
4. Consult an Employment Attorney: Seek counsel from an experienced employment attorney. They can offer valuable guidance regarding your legal options and rights in this situation.
5. Legal Action: If your efforts to secure payment are unsuccessful, you may need to consider legal action. This could involve filing a wage claim with the appropriate authorities or initiating a civil lawsuit to recover your unpaid commissions or bonuses.

It’s worth noting that the timing of commission payments in Florida typically adheres to the terms specified in the commission agreement between the employer and the employee. If such an agreement outlines a particular payment schedule or conditions, both parties are expected to adhere to those terms. However, in cases where there is no specific agreement, Florida law mandates that employers pay commissions within a reasonable time after they are earned.

If you have questions about unpaid compensation, contact us today at (877) 858-6868 or coordinator@caklegal.com for a free consultation.

At Cantrell, Astbury, Kranz, P.A., we understand the importance of addressing workplace sexual harassment issues. Sexual harassment in the workplace is a serious matter and can take various forms. It is crucial to recognize and address these behaviors to maintain a safe and respectful working environment for all employees. Here’s a breakdown of actions that are considered workplace sexual harassment:

• Unwanted Physical Contact: This includes any form of sexual physical contact, such as kisses, hugs, butt touching, or purposely invading personal space.

• Unsolicited Sexual Statements or Questions: Inappropriate comments or questions of a sexual nature that make an employee uncomfortable or uneasy.

• Sexual Jokes, Innuendos, or Explicit Comments: Any unwelcome humor, innuendos, or explicit remarks of a sexual nature that create a hostile environment.

• Quid Pro Quo Harassment: Threatening adverse employment actions like termination, demotion, or other negative consequences in exchange for compliance with sexual advances or favors.

• Inappropriate Images: Displaying nude or sexually explicit images in the workplace, whether physical or digital.

• Misrepresentation of Meetings: Scheduling dates under the guise of a “work meeting” to advance personal interests.

• Suggestive Messages: Sending sexually suggestive text messages or emails without consent.

• Cornering or Intimidation: Trapping someone in a confined space or using intimidation tactics to create a hostile atmosphere.

• Excessive Compliments: Continuously making unwarranted compliments or remarks about an employee’s physical appearance.

• Inappropriate Gifts: Giving gifts of a romantic or sexual nature without consent.

It’s important to note that not all interactions that make an employee uncomfortable are considered harassment under the law. Simple teasing or offhand comments may not meet the legal threshold. Harassment becomes unlawful when it is frequent or severe enough to create a hostile or offensive work environment or results in an adverse employment decision. 

Our legal team is here to help you understand your rights and provide guidance on addressing workplace sexual harassment issues effectively. If you believe you’ve experienced or witnessed workplace sexual harassment, please don’t hesitate to reach out to us for a free consultation at (877) 858-6868 or coordinator@caklegal.com. Your well-being and rights are our top priority.

Cantrell, Astbury, Kranz, P.A. is committed to helping you understand your rights and responsibilities under the Family and Medical Leave Act (FMLA). FMLA allows eligible employees to take up to 12 workweeks of unpaid, job-protected leave within a 12-month period for the following reasons:

• Birth of a Child: You can take FMLA leave to bond with your newborn child and provide them with care and support during this important time in their life.
  
  
• Adoption or Foster Care Placement: If you’re welcoming a child into your family through adoption or foster care, FMLA allows you time to bond with and nurture your newly-placed child.
  
  
• Caring for a Family Member: FMLA enables you to care for an immediate family member, including your spouse, child, or parent (but not a parent-in-law), who is dealing with a serious health condition.
  
  
• Personal Medical Leave: If you have a serious health condition that renders you unable to work, FMLA provides you with the opportunity to take medical leave without the fear of job loss.
  
  
• Military Exigency Leave: In situations where your spouse, child, or parent is on covered active duty or called to covered active duty as a member of the National Guard, Reserves, or Regular Armed Forces, FMLA offers leave for qualifying exigencies.

Additionally, the FMLA includes specific additional provisions to protect the rights of covered servicemembers.

If you have any questions or need further assistance regarding FMLA leave, our experienced legal team at Cantrell, Astbury, Kranz, P.A. is here to help you navigate this important aspect of your employment rights. Reach out to us for a free consultation at (877) 858-6868 or coordinator@caklegal.com.

The issue of employment discrimination in Florida is widespread, affecting individuals based on their gender, race, age, disability, sexual orientation, and other protected characteristics. Various types of discrimination exist, along with legal responses to combat them:

• Race and Ethnicity Discrimination: This includes hiring bias, hostile work environments, unequal opportunities, and retaliation for reporting discrimination based on race or ethnicity. More information about race discrimination and how we can help is available here. 
  
  
• Gender Discrimination: This form of discrimination results in wage disparities, barriers to leadership roles, pregnancy discrimination, and sexual harassment.
  
  
• Age Discrimination: Older employees face unfavorable hiring practices, difficulties in career advancement, termination based on age, and age-related harassment.
  
  
• Disability Discrimination: Despite legal protections, individuals with disabilities may encounter inadequate accommodations, negative stereotypes, hiring barriers, and harassment or bullying at work. More information about disability discrimination and how we can help is available here. 
  
  
• Sexual Orientation and Gender Identity Discrimination: LGBTQ+ employees experience non-inclusive policies, discriminatory practices, and hostile work environments. More information about sexual orientation and gender identity based discrimination is available here.

Addressing these issues requires a multifaceted approach, involving legal action, awareness campaigns, and changes in workplace culture. Cantrell, Astbury, Kranz, P.A. plays a crucial role in advocating for victims of discrimination and driving change within the workforce.

For those seeking legal assistance with discrimination cases in Florida, contact Cantrell, Astbury, Kranz, P.A. at (877) 858-6868 or coordinator@caklegal.com for a free consultation with one of our Jacksonville wrongful termination attorneys.