If you work in Plantation and something at your job crossed a legal line, you do not have to drive to Miami or downtown Fort Lauderdale to find help. WLT Law Firm is an employment lawyer in Plantation — our office is at 261 N. University Drive, Suite 500, a few minutes from the Broward Mall and the Plantation Midtown district — and we represent working people across Plantation and Broward County. We represent employees only. We never represent employers. The first conversation is free and confidential: call (954) 905-9863 or (866) 438-9254 (866-GET-WALI).
What an Employment Lawyer in Plantation Can Do for You
Most people who call us are not looking for a lawsuit. They are trying to work out whether what happened to them was unlawful, or just unfair — and those are two different things. A boss can be harsh, wrong, or unreasonable without breaking any law. What makes a workplace problem actionable is evidence that an unlawful reason was behind it: your race, sex, pregnancy, age, disability, religion, or national origin; a complaint you made; a right you used; or wages you earned and were not paid.
Sorting that out is the work. We look at the timing, the documents, the way other employees in your position were treated, and whether the employer’s stated reason holds up. Then we tell you plainly what we think you have — including when we think you do not have a case. Because our practice is entirely on the employee side, there is never a question of whose interests we are protecting.
Practice Areas We Handle
We handle the full range of employee-side workplace claims under Florida and federal law:
- Employment discrimination — being treated differently at work because of a protected characteristic.
- Wrongful termination — when the real reason behind a firing was one the law prohibits.
- Retaliation and whistleblower claims — being punished for reporting or objecting to something unlawful.
- Workplace harassment — conduct at work directed at you because of who you are.
- Hostile work environment — harassment severe or pervasive enough to change your working conditions.
- Sexual harassment — unwelcome sexual conduct, propositions, or a quid pro quo demand.
- Race discrimination — differential treatment based on race, color, or national origin.
- Disability discrimination and accommodations — denial of a reasonable accommodation, or being pushed out over a medical condition.
- Age discrimination — adverse treatment of employees 40 and over.
- Pregnancy discrimination — demotion, denial of accommodation, or termination tied to pregnancy or childbirth.
- FMLA and medical leave — interference with job-protected leave, or retaliation for taking it.
- Unpaid overtime and wage claims — off-the-clock work, misclassification, and unpaid minimum wage or overtime.
We also review severance agreements before you sign one — often the single most valuable hour a departing employee spends, because a release signed without advice can extinguish claims you did not know you had.
Where Plantation Employment Cases Are Actually Handled
Being local is not just about the drive. It is about knowing the forums where a Plantation employee’s case will actually be decided.
State court. Broward County sits in Florida’s Seventeenth Judicial Circuit. Circuit civil matters — including most employment cases filed under the Florida Civil Rights Act — are heard at the main courthouse complex in downtown Fort Lauderdale at 201 S.E. 6th Street. The Seventeenth Circuit also operates a West Regional Courthouse at 100 N. Pine Island Road, in Plantation itself.
Federal court. Claims under Title VII, the ADA, the ADEA, the FMLA, the Fair Labor Standards Act, and 42 U.S.C. § 1981 are typically filed in the U.S. District Court for the Southern District of Florida. Under that court’s local rules, actions arising in Broward County are tried in the Fort Lauderdale division.
Before either one, the agencies. Most discrimination and retaliation claims must first be filed with the U.S. Equal Employment Opportunity Commission or the Florida Commission on Human Relations. Because Florida has a worksharing arrangement between the two, a charge filed with one agency is generally dual-filed with the other — but which agency you file with, and how the charge is drafted, still affects your deadlines and your remedies. That decision is worth making with a lawyer rather than after the fact.
Our office serves employees throughout Plantation and the surrounding Broward communities, including Sunrise, Davie, Lauderhill, Weston, and Fort Lauderdale.
Your Rights as a Florida Employee
Florida is an at-will employment state, which means an employer can generally end the relationship for a good reason, a bad reason, or no reason at all. At-will is not, however, a license to break the law. Federal statutes — Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, the Fair Labor Standards Act — and Florida’s own Florida Civil Rights Act, Fla. Stat. § 760.10, all limit what an employer may do.
Coverage thresholds vary and matter more than most people expect. The Florida Civil Rights Act and Title VII generally apply to employers with 15 or more employees; the ADEA applies at 20 or more; the FMLA generally applies to employers with 50 or more employees within 75 miles, and to employees who meet their own service and hours requirements. Wage claims under the Fair Labor Standards Act, and race claims under § 1981, do not carry the same size thresholds. Whether a statute reaches your employer is one of the first things we check.
Deadlines Are Short — Shorter Than Most People Expect
Employment claims run on strict clocks, and a missed deadline can end an otherwise strong case. The ones that come up most often:
- EEOC charge — 300 days from the adverse action, because Florida is a deferral state. (You will see 180 days quoted for some other states; that shorter period is not the Florida deadline.)
- FCHR complaint — 365 days from the adverse action. This is a different deadline from the EEOC’s, and the two should never be treated as one number.
- Right-to-sue notice — 90 days from your receipt of the notice to file suit.
- FLSA and FMLA — 2 years, extended to 3 years for a willful violation.
- 42 U.S.C. § 1981 race claims — 4 years, and no agency charge is required first.
Other claims carry their own deadlines, and some — Florida’s private whistleblower protections among them — require a written notice to the employer before suit. If you think a clock may already be running, call sooner rather than later.
Meet Your Attorney — Walwin “Wali” Taylor
WLT Law Firm is led by Walwin “Wali” Taylor, a member of The Florida Bar whose practice is devoted to representing employees in workplace disputes. He serves as Programming Vice President of Florida NELA, the state affiliate of the National Employment Lawyers Association — the national organization of attorneys who represent workers. He handles employment matters through the EEOC and FCHR process, in the Seventeenth Judicial Circuit, and in the Southern District of Florida.
When you call this office, you speak with the attorney handling your matter — not a call center or an intake vendor. That is a deliberate choice about how the firm is built, and it is one of the reasons the practice stays employee-side only.
What to Expect When You Call
- A free, confidential consultation. You describe what happened; we ask questions and tell you what we see. Nothing you tell us goes anywhere else.
- An honest assessment. If the facts do not support a claim, we say so. If a deadline is close, we say that too.
- A plan, in plain English. What we would do first, what evidence matters, and what the realistic path looks like — including how long it tends to take.
- Contingency-friendly fee arrangements. Most employment claims are handled on a contingency basis, so there are no attorney’s fees up front. Where a statute allows it, a prevailing employee may also be able to recover attorney’s fees from the employer. We will explain the fee arrangement in writing before you retain us.
What we will not do is promise you an outcome. No lawyer can, and any lawyer who does should worry you.
Frequently Asked Questions
Do you represent employees in Plantation and the rest of Broward County?
Yes. Our office is in Plantation, and we represent workers throughout Plantation, Fort Lauderdale, Sunrise, Davie, and the rest of Broward County.
Where is your office?
WLT Law Firm, PLLC is at 261 N. University Drive, Suite 500, Plantation, FL 33324. You can reach us at (954) 905-9863 or (866) 438-9254.
How much does it cost to talk to an employment lawyer?
The initial consultation is free. Most employment claims are handled on a contingency basis, so you don’t pay attorney’s fees up front, and in successful cases the employer can be ordered to pay your fees.
What kinds of employment cases do you handle?
Discrimination, harassment, retaliation, wrongful termination, disability accommodations, unpaid wages and overtime, and severance review and negotiation.
How long do I have to file an employment claim in Florida?
Generally 300 days for an EEOC charge, 365 days for the FCHR, and 90 days to sue after a right-to-sue notice — but some claims have different clocks, so call early.
Talk to an Employment Lawyer in Plantation
If something at work does not sit right, the cheapest thing you can do is ask. The consultation is free, the conversation is confidential, and you will leave it knowing more than when you started.
WLT Law Firm, PLLC
261 N. University Drive, Suite 500
Plantation, FL 33324
Phone: (954) 905-9863
Toll-free: (866) 438-9254 (866-GET-WALI)
You can also read more about employment discrimination and retaliation in Broward County, or browse our Florida employment law articles for employees.
This page is general information about Florida and federal employment law, not legal advice, and does not create an attorney-client relationship. Every situation is different — speak with a qualified attorney about your specific circumstances.