Employment Law

Richman Greer represents employers in cases involving allegations of racial, ethnic, sexual, age and disability discrimination, as well as wage and hour, sexual harassment and fair employment practice matters. The firm first counsels employers on strategies to avoid claims and litigation, but when litigation is filed, the firm aggressively defends its clients. The firm also represents employers in Equal Employment Opportunity Commission proceedings at the administrative level.

The firm also counsels employees with respect to hiring and termination decisions, and with respect to human resource issues. The firm also represents select employees with respect to negotiation of employment contracts and proposed separation agreements. One of the firm’s partners has served as a commissioner and Chair of the Florida Commission on Human Relations.

Featured Experience

1Counseled institutional employer on employment issues, including application of the Fair Labor Standards Act and the Family Medical Leave Act.
2Successfully defended a local food manufacturing company in defense of several employment claims, including alleged discrimination claims based on religion, race and disability, and alleged violations of wage and hour laws in federal court and in claims filed with the Equal Employment Opportunity Commission (“EEOC”). We successfully obtained dismissals and nuisance value settlements of the claims.
3Represented a manufacturing company in defense of claims of violation of federal wage and hour laws in federal court. Claims were settled for a nominal amount
4Represented a medical care provider in defense of an unemployment compensation claim where an independent agent claimed that termination of his services agreement constituted a termination of employment. The issue at trial was whether the individual’s relationship with the medical provider was that of an independent contractor or an employee. After a non-jury trial, the Florida Department of Economic Opportunity determined that the individual was an independent contractor, not an employee, and thus not entitled to unemployment compensation.
5Represented a manufacturing company in defense of an EEOC charge of discrimination alleging age discrimination. The case was settled for a nominal settlement amount after the client provided the EEOC with documentary proof of the facts.
6Represented a medical care provider in defense of claims of reverse discrimination of a male employee who claimed that he was terminated and replaced by a female employee. After investigation, the case was settled for a nominal amount.
7Represented a manufacturing company in defense of an EEOC charge of discrimination alleging religious discrimination. After filing the employer’s response, the EEOC closed its file stating that it was unable to conclude that a violation occurred.
8Successfully defended two former employees against claims by Neuberger Berman for misappropriation of trade secrets and breach of non-solicitation agreements. Neuberger Berman sought temporary injunctive relief in federal court. Neuberger Berman’s request for injunctive relief was denied after hearing.
9Represented plaintiff in a claim for breach of an employment contract. The client entered into an agreement with her employer, who owned a 19 acre multi-tract parcel of land in Miami, where a portion of her compensation was based on the net profits on the sale of the property or any part of it. After employer transferred title to 11 of the 19 acres to a developer in a joint venture, he claimed that no sale occurred and that in any event, there were no net profits. After a non-jury trial, the court entered judgment in favor of employee finding that the transaction was a sale and that the sale resulted in $1.6 million in profits. The court also awarded employee her attorneys fees and costs.
10Obtained seven-figure award following bench trial on former employees’ claims against former employer for breach of employment agreements for failure to pay hundreds of thousands of dollars in earned commissions. Representation also included successful defense of counterclaims by former employer for alleged violations of non-compete agreements and theft of trade secrets. Additional damages included over $1 million in attorney’s fees and costs to client.
11Negotiated and drafted severance agreement for executive who voluntarily left her position as editor-in-chief of national publication.
12Successfully protected a technology company against the president of its Florida subsidiary, who had created a competing business while still employed as company president. We coordinated a forensic investigation to confirm the improper activities, and then took steps to force the separation of the president by agreement, which required the transfer of assets of the competing business to the company, relinquishment of the president’s stock in affiliated companies and execution of a lengthy non-compete agreement.
13Firm represented a high end local restaurant in defense of two separate claims for violation of the Fair Labor Standars Act, seeking compensation for alleged overtime wages due. Both cases settled favorably after initial discovery was completed.