Kara Noreika

USERRA Military female soldier

New Year Rings in Stronger USERRA Rights and Enforcement

Labor & Employment / By

By Kathryn S. Piscitelli © Kathryn S. Piscitelli The New Year rang in enhancement of the civilian employment rights of veterans and servicemembers under the Uniformed Services Employment and Reemployment Rights Act (“USERRA”). On January 2, 2025, President Biden signed into law the Senator Elizabeth Dole 21st Century Veterans Healthcare and Benefits Improvement Act. The […]

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WEBSITE ACCESSIBILITY FOR INDIVIDUALS WITH DISABILITIES

Publications / By

WEBSITE ACCESSIBILITY FOR INDIVIDUALS WITH DISABILITIES Cynthia N. Sass, Esquire Continuing Legal Education Senior Lawyers Committee The Florida Bar © October 15, 2021 I. DISABILITIES AND WEBSITE ACCESSIBILITY A. Disabilities Affecting Internet Use. According to the U.S. Department of Justice (“DOJ”), millions of individuals in the United States have disabilities that affect their use of

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Picture of floating coronavirus Florida COVID-19 Liability Shield Law 2021

Employees Beware: Employer COVID-19 Liability Shield

COVID-19, Employee Rights Reporter, Leave of Absence / By

Hoping to hold your employer liable for your exposure to COVID-19? Not so fast. COVID Liability Shield Law Passed in Florida On March 29, 2021, Governor DeSantis passed a law shielding many businesses, including educational institutions, government entities and religious institutions, from liability for COVID-19 related claims. It took immediate effect. What does this mean?

Employees Beware: Employer COVID-19 Liability Shield Read More »

Picture of a form Employment at Will: Do you know about it? Yes box and No box Right to Work Laws What's the Difference?

Knowing the Difference Between Having the “Right to Work” and Being Employed “At-Will”

At-Will Employment, Employee Rights Reporter, Unfair Labor Practices, Wrongful Termination / By

Did you know that the phrase “right to work” does not mean the same thing as “at-will” employment? Many people confuse these two concepts, and understandably so, but in reality, the phrases represent two very different things, and both can affect your employment. The information below will help you learn the difference so that you

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Picture of Vaccine for Covid-19 along with mask and gloved hands Employers Requiring COVID-19 Vaccines

Ten Takeaways from EEOC New Guidance on Employers Requiring COVID-19 Vaccines

COVID-19, Disability Accommodations, Employee Rights Reporter, Unfair Labor Practices / By

In December, we published a blog post about the EEOC’s guidance when employers require employees to get the COVID-19 vaccine, that article can be found here. On May 28, 2021, the EEOC updated that, answering lingering questions and making it clear that, with certain caveats highlighted below, employers can require employees to get the COVID-19

Ten Takeaways from EEOC New Guidance on Employers Requiring COVID-19 Vaccines Read More »

Picture of black chalk board for COBRA Consolidated Omnibus Budge Reconciliation Act COVID employer subsidy

Update on Employer Paid COBRA Subsidy

COVID-19, Employee Rights and Benefits, Employee Rights Reporter / By

We have previously published a blog, found here, about the American Rescue Plan Act that requires employers to pay 100% subsidy of COBRA premiums for the period of April 1, 2021 to September 30, 2021 for involuntarily terminated employees who elect coverage. At the time, there were still questions that remained about ARPA. The IRS

Update on Employer Paid COBRA Subsidy Read More »

Picture of A newspaper with the headline Unemployment eyeglasses and a pen

Five Florida Unemployment Changes Fast Approaching

COVID-19, Employee Rights Reporter, Unemployment / By

Pandemic Unemployment Benefits  If you are receiving the additional $300 pandemic-related unemployment benefits, changes are coming that will impact you. As we previously addressed in our prior blog on this topic, states could opt in to the Federal unemployment benefits program to provide unemployed workers affected by the pandemic with an additional $300 per week

Five Florida Unemployment Changes Fast Approaching Read More »

Request a consultation with an experienced employment lawyer:

Consultation Policy

Sass Law Firm charges $300 for an initial consultation, or $400 if you are an employer or if you have an employment contract, severance agreement or non-compete agreement to be reviewed and analyzed during the consultation.

Sass Law Firm charges for the initial consultation because we spend about an hour of our time with you, during which the following will occur (some of which depend on your particular circumstances):

  • You will meet with an experienced employment law attorney
  • You will have the opportunity to explain your current employment circumstances to your consulting attorney
  • You will receive legal advice directly applicable to your specific workplace situation from the attorney
  • You will be informed about the various legal remedies and options available to you by the attorney
  • Your questions and/or concerns will be addressed by your consulting attorney
  • Along with legal advice, the attorney will discuss practical solutions to your problem and provide creative approaches to consider

Our consultations are designed to assist those who are looking to retain an attorney to represent them in pursuing legal claims, both individuals and small employers, and others who simply seek an hour with a qualified attorney to discuss their legal issues and make a plan of action. Our initial consultation can meet either of these goals, and more. Read our frequently asked questions about consultations here.

To schedule a consultation, call 813.251.5599 or fill out the Request a Consultation form. Our office is conveniently located just north of downtown Tampa off of I-275, and parking is free.

*View Consultation Policy Here
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