mobile buttons 01

Pulse Remembrance Blood Drive

IMG 20170622 131338 088 2

On June 22nd, we honored victims of violence by hosting a Pulse Remembrance Blood Drive at our office. To the Cohen Grossman staff who were able to donate, thank you! Because of you, we exceeded our donation goal by nearly double. Over a year ago, many of you joined hundreds of people who selflessly donated blood to those injured at Pulse and your recent donation will again save lives. You are community heroes.

South Florida Contractors Workshop!

example logo



May 31, 2017


9:00am - 4:00pm


Payless Equipment & Supply
1341 SW 21st Terrace
Ft. Lauderdale, FL 33312

PaylessJ Logo 


If you have a restoration, mold remediation, general contracting, plumbing, or roofing company, attend this complimentary and important seminar.

To register, please email:

Topics Include


Chris Niles

Swiggle Media

9:00am - 11:00am


and Communications

John C

John Capponi

Business Impact Group

11:10am - 2:00pm

Sustaining Growth

and Profitability

harvey profile Photo RIA

Harvey V. Cohen

Cohen Grossman, Attorneys at Law

2:00pm - 4:00pm

Legal Issues

and Contracts

The restoration, contracting, and roofing industry are changing!

Don't miss out on this course:
Creative Sales & Marketing Tactics for a Changing Restoration Industry

Creative Sales DEC16 with Logo w swig 10

What You Can and Cannot Be Fired For In the State of Florida

 bigstock Job Interview Of A Woman 180542440

By Arielle K. Brandt | Cohen Grossman, Attorneys at Law

In the state of Florida you can be fired at-will, unless you have a contract that sets out specific protections.

You CAN be fired for:

  • violating any clauses of your employment contract;
  • abusing computer or company privileges;
  • consistent lateness or absences;
  • job performance or execution style;
  • personality conflicts;
  • poor language;
  • lack of qualification;
  • lying;
  • drug use;
  • or no reason at all.

The list of reasons as to why your employer can terminate you goes on and on. On top of that, your employer has the right not to give you a reason as to why they are terminating you.

It is typically more productive to discuss the reasons you cannot be fired by your employer.

An employer CANNOT fire you for:

  • reporting illegal practices such as discrimination, improper wage practices, etc.
  • your race, origin, faith, gender, sexual orientation, physical disability, or age (if you’re over 40);
  • choosing to join a union or electing not to join a union;
  • pregnancy (additionally they cannot terminate you simply because the company doesn’t want to pay you for maternity leave);
  • your refusal to take a polygraph test OR based only on the fact that you failed the polygraph test (this does not mean that they cannot fire you because they have other evidence to back up the polygraph test).

If you have experienced any of these violations contact Cohen Grossman, Attorneys at Law at (407) 478.4878.

My Employer Required Me to Take a Polygraph Test and Fired Me, What Can I Do?

 bigstock 115974668

By Arielle K. Brandt | Cohen Grossman, Attorneys at Law

The guidelines and protocols on polygraphs and employees are sheltered under the Employee Polygraph Protection Act (EPPA). Employers who require a job applicant to take a polygraph test, or discriminate against a candidate for declining to take a polygraph test, can be reprimanded. A job candidate who is required to take a polygraph test may file a complaint and obtain damages. Know your rights!

There are two exceptions to the rule described above:

  1. The EPPA does not apply to the government.
  2. Applications for a job at a security firm, security guard, armored car guard or driver, pharmaceutical company, or at a pharmacy and the job includes dispensing or distributing drugs, may require you to take a polygraph test. This second exception has specific requirements set out by the EPPA; any variation from those requirements can be considered a violation of the EPPA.

The EPPA allows employers to request that their employees take polygraph tests. There are a few specific circumstances where this may come up. The most common is financial loss from theft or embezzlement of business assets. The EPPA requires employers to follow a specific standard if they wish to polygraph employers in such a situation.

The rule requires an employer to give you notice in writing, that:

  1. it has suffered an economic loss in detail;
  2. you had access to the property and detail the type of access you had; and
  3. it indicate what reasonable suspicion it has that you were involved and describe any and all evidence. Additionally, employers are required to comply with specific requirements under the EPPA before requiring any employee to participate in a polygraph.

The employer must do all of the following items in writing:

  1. give notice to the employee of the date, the time, the place of the polygraph test;
  2. give notice that the employee has the right to consult with a lawyer at each phase of the test;
  3. provide the employee with notice as to the nature and characteristics of the machine or instrument to be used in the examination;
  4. inform the employee in a notice of his or her rights;
  5. provide a list of prohibited questions and topics;
  6. inform the employee that he or she is free to terminate the examination; and
  7. inform the employee that he or she may file a complaint with the Department of Labor for any violation of his or her employee rights under the EPPA;
  8. the notice must be signed by the employee and by a person authorized by the employer to bind him or her.

Employees have a right to file a complaint for damages for Wage and Hour violations with the Department of Labor or the Courts. Additionally, the Secretary of Labor can then take action to stop your employer from violating your rights under the EPPA. Finally, the Secretary of Labor can also assess civil monetary penalties of up to $10,000 per violation.

If you believe your rights under the EPPA have been violated, contact Cohen Grossman, Attorneys at Law at (407) 478.4878 immediately.

Do I Have A Case?

Invalid Input

Phone Number:(*)
Invalid Input

Email Address:(*)
Invalid Input

Tell Us What Happened:(*)
Invalid Input