Legal Question in Employment Law in Florida

I run a retail store in Florida and we recently wrapped up a sexual harassment incident. The higher ups gathered all the info and made an educated decision not to dismiss the man, but to formally discipline him, document it for his file, and it has been made clear that any further complaints will result in termination. They also disallowed him from visiting the store so the complainant would feel comfortable. He holds an office at our warehouse where we occasionally send staff to help out, but they do not work directly with him. The complainant is not please and would like for him to be dismissed. She gets angry anytime a female is sent to the warehouse and threatens to quit. She is now trying to gather letters from other girls she feels may have been impacted to present to the owners, but either way, they would be describing incidents prior to the discipline. What rights does he have at this point? He knows where he stands and we are confident he will not be doing anything appropriate again. When can we say enough is enough?


Asked on 12/02/09, 4:27 pm

1 Answer from Attorneys
Hunter Chamberlin Chamberlin Butler & Crowe, P.A.

Without knowing more of the facts and history, it is difficult to answer the question. As far as his rights, he has very few. He is an at-will employee, I presume, which means he can be terminated for any reason or no reason at all, with a few exceptions. Obviously, an employer cannot terminate him based on certain protected classes (race, gender, ethnicity, etc.) That is not this situation, though.

I would be happy to discuss this situation with you in greater detail. If you would like to give me a call, please feel free to do so at your convenience.

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Answered on 12/07/09, 6:30 pm


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