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Alberto Naranjo

Alberto Naranjo

Help with wrongful terminations, unpaid wages, retaliation and more!
  • Employment Law
  • Florida
Review This Lawyer
Lawyer Rating and Reviews
Legal Knowledge
5.0/5.0
Legal Analysis
5.0/5.0
Communication Skills
5.0/5.0
Ethics and Professionalism
5.0/5.0
Kyle James Lee
Reviewed by Kyle James Lee March 6, 2020
Rating: 10 Justia Lawyer Rating - 10 out of 10
Zealous advocate and fighter for his clients. Attorney Naranjo works hard for his client and does not quit.
Client Reviews
Reviewed by America C. April 13, 2020
Professional & Knowledgeable Attorney
Alberto provide great advice on how to proceed with a employment contract which resulted in obtaining the results I was aiming for. He responded promptly and guided me through the process. He is extremely professional, trustworthy, and knowledgeable. I would highly recommend. Thank you so much Alberto!
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Summary

Employment Attorney based in Miami servicing the tri-couty area. Alberto Naranjo is a Florida employment lawyer helping with all issues regarding work and your career. AN Law Firm, P.A. mainly focuses its services in Miami (Dade County), Fort Lauderdale (Broward County) and West Palm Beach.

We can help with wrongful terminations, retaliation, unpaid wages, FMLA, pregnancy discrimination, and more!

Video: www.SueBoss.com

Practice Area
  • Employment Law
Fees
  • Free Consultation
    Free Case Evaluation
  • Credit Cards Accepted
  • Contingent Fees
Jurisdictions Admitted to Practice
Florida
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U.S. District Court, Middle District of Florida
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U.S. District Court, Southern District of Florida
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Languages
  • English: Spoken
  • Spanish: Spoken
Professional Experience
Attorney
AN Law Firm, P.A.
- Current
Education
Florida International University College of Law
J.D. (2011)
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Florida International University College of Law Logo
Awards
Rising Star
Super Lawyers
Selected To Rising Stars: 2017 - 2020
Professional Associations
National Employment Lawyers Association
Member
Current
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Florida National Employment Lawyers Association
Member
- Current
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Labor and Employment Law Section Florida Bar
Member
- Current
Activities: Co-host of CLE event: Hot Topics in Employment Law
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Publications
Articles & Publications
Villarreal v. R.J. Reynolds Tobacco Co.: No Disparate Impact under the ADEA in Failure to Hire
Florida Bar Labor and Employment Law Section - E Update
Speaking Engagements
Introduction to EEOC Wrongful Termination Process , ProLaw CLE , Florida
ProLaw CLE
Thousands of employees are terminated every year whom seek counsel from an attorney to help answer their questions. Additionally, a majority of Employers seek an attorney to review any termination decision in order to avoid liability. This course will help you issue spot potential claims and a working knowledge of the Federal Wrongful Termination Laws enforced by the United States of America’s Equal Employment Opportunity Commission, the Federal Agency designated to enforce the ant- discrimination laws in the work place. 1) Types of Employees – Public vs Private 2) EEOC Intro 3) EEOC Process 4) Discrimination and Wrongful Termination 5) Retaliation, Harassment and Adverse Employment Action 6) Pretext 7) Similarly Situated Employees 8) Pattern and Practice of Discrimination Bio: Alberto Naranjo is a Florida Employment attorney. Mr. Naranjo began practicing law in 2011 and has been representing employees and employers in employment law cases for over 5 years. Mr. Naranjo has extensive experience with the litigating employment lawsuits in Federal and State court. Additionally, Mr. Naranjo has administered hundreds of claims with the Equal Employment Opportunity Commission (EEOC). Mr. Naranjo is a member of the Florida Bar Labor and Employment Law Section, the National Employment Law Association and the local Florida Chapter of the National Employment Law Association, in which he serves as the social chair. Mr. Naranjo enjoys answering any kind of employment law question and co-counseling matters in order to provide excellent client experience. Mr. Naranjo can be contacted at 305-942-8070 or an@anlawfirm.com.
Hot Topics in Employment Law *Co-Chair , Continuing Legal Education Committee and the Labor and Employment Law Section
The Florida Bar
Websites & Blogs
Website
Alberto Naranjo's Website Profile
Website
AN Law Firm, P.A. Website
Legal Answers
57 Questions Answered

Q. Do i have to pay salary of an employee isolating
A: Here is what the department of labor says but good idea to check all your policies with an attorney. From the DOL Website as of 05/28/2020 - Circumstances in Which the Employer May Make Deductions from Pay Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; for penalties imposed in good faith for infractions of safety rules of major significance; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. Also, an employer is not required to pay the full salary in the initial or terminal week of employment, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act.
Q. Parttime respiratory therapist taking LOA for childcare during COVID-19 pandemic.
A: For this new type of FMLA under the Family First Coronavirus Response Act the number of hours does not matter play a factor from my understanding but the reason your requesting the leave is very important and not everyone qualifies. I provided the information that is on the Department of Labor website for your review but I suggest you speak to an attorney to properly respond to the company. Covered Employers: The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees.[1] Most employees of the federal government are covered by Title II of the Family and Medical Leave Act, which was not amended by this Act, and are therefore not covered by the expanded family and medical leave provisions of the FFCRA. However, federal employees covered by Title II of the Family and Medical Leave Act are covered by the paid sick leave provision. Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern. Eligible Employees: All employees of covered employers are eligible for two weeks of paid sick time for specified reasons related to COVID-19. Employees employed for at least 30 days are eligible for up to an additional 10 weeks of paid family leave to care for a child under certain circumstances related to COVID-19. Qualifying Reasons for Leave: Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to a need for leave because the employee: is subject to a Federal, State, or local quarantine or isolation order related to COVID-19; has been advised by a health care provider to self-quarantine related to COVID-19; is experiencing COVID-19 symptoms and is seeking a medical diagnosis; is caring for an individual subject to an order described in (1) or self-quarantine as described in (2); is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury. Under the FFCRA, an employee qualifies for expanded family leave if the employee is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19.
Q. I'm a Jew, & I was fired from my job because I had to take VTO to assist my Elderly Rabbi to prepare for COVID19
A: Based on the facts it does not seem like a case unless your being treated differently than other employees outside your faith or if there is a reason behind you stating that it was a religious obligation. Even if it is a religious obligation you still have to show your accommodation is reasonable and that it would not prejudice the employer.
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Contact & Map
AN Law Firm, P.A.
7900 Oak Ln
#400
Miami Lakes, FL 33016
Telephone: (305) 942-8070
Fax: (305) 328-3884
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