Pay, dignity, and the law — we enforce all three.
Discrimination, wage-and-hour violations, wrongful termination, sexual harassment, FMLA interference, and whistleblower retaliation.
Jump to a specific Employment Law matter
Employment Law — full scope.
Federal and Florida employment law protects workers — on paper. Enforcement is the part that requires counsel. We file EEOC charges, pursue FLSA wage claims, and litigate employer retaliation.
The numbers behind the practice.Every figure sourced.
If any of these is true — call today.
Deadlines, evidence, and witness memory degrade fast. The first conversation is free.
Start Your ReviewYou were fired right after reporting a problem
Temporal proximity is a core element of retaliation claims.
Your paycheck is short or the math is wrong
FLSA claims have a two-year lookback (three for willful violations).
You were told 'that's just the culture' after harassment
Florida Civil Rights Act and Title VII both cover hostile-environment claims.
You were denied FMLA leave for a serious condition
Interference and retaliation are both actionable.
You were misclassified as an independent contractor
Misclassification can create overtime, tax, and benefits claims.
The measurable benefits of being represented.
Employers settle represented claims faster
Once counsel appears, counsel on the other side files — and the matter moves from HR to legal, where calculations are colder and faster.
Contingency & fee-shifting
Most employment statutes (Title VII, FLSA, FCRA) shift attorney fees to the employer on a prevailing claim — which is why we can take cases on contingency.
What makes this our practice.
Every practice area is led by an attorney who actually litigates in that space — not a generalist borrowing time.
EEOC and Florida Commission on Human Relations filings handled in-house.
We litigate collective actions under FLSA § 216(b) for workforce-wide violations.
Bilingual — hospitality, construction, and trades practice.
Answers that cite the statute.
Do I have to file with EEOC first?
For Title VII, ADA, ADEA, and related federal statutes — yes. EEOC (or the state-equivalent FCHR) exhaustion is jurisdictional. We handle the filing.
Can my employer fire me for talking to an attorney?
Consulting counsel is not itself protected activity, but retaliation for filing a discrimination complaint — or for participating in an investigation — is prohibited.
Employment Law, explained on camera.
Short, plain-language explanations of the questions we answer most often. Full library lives on YouTube.
4.9 stars across 2,200+ reviews.
“They treated me like family. Recovered more than I thought possible and they did it in Spanish when I couldn't do it in English.”
“We were facing deportation and lost. Maria walked us through every filing. Today we are legal permanent residents.”
“The construction company denied everything. Gallardo's team had the medical records, site photos, and depositions lined up. We settled for more than double the original offer.”
Reviews sourced from clients who agreed to share. Representative examples — individual results vary by case.
Verdicts & settlements.On the record.
Every case is different — but a track record is a track record. These are real recoveries for real clients.
Jury verdict in a multi-defendant catastrophic injury matter tried in Miami-Dade County.
Pre-suit settlement on behalf of a visiting family injured on a chartered vessel.
Settlement against a national trucking carrier for I-95 rear-end collision injuries.
Prior results do not guarantee a similar outcome. Each case is evaluated on its facts, jurisdiction, and applicable law.
No obligation.No fee unless we win.
Tell us briefly what happened. An attorney — not an intake screener — will review the facts and reach out within one business hour. English or Español.
Fired, short-paid, or harassed? We will tell you what you have — and what it's worth.
There is no fee for the consultation and no obligation. Speak with an attorney — not an intake screener.