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Mitchell Feldman

Mitchell Feldman

Mitchell L. Feldman Esq. PA
  • Employment Law, Workers' Compensation, Personal Injury...
  • Florida, Georgia
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Mitchell Lloyd Feldman Esq. experienced trial lawyer, 23 years litigation experience. Location: 1715 N. Westshore Boulevard Suite 400 Tampa, FL 33607 Phone: 813 639 9366 Fax: 813-639-9376 Email: LAWYER OVERVIEW: For over 2 decades, MITCHELL LLOYD FELDMAN, ESQ., has been a civil litigator, who has worked on the defense and the plaintiff side of cases. Over the last 10 years, Mr. Feldman has focused his practice representing employees and individuals in personal injury, workers' comp and employment claims. Mr. Feldman’s bench and jury trial experience includes cases involving the following: Wage and hour claims, personal injuries and automobile accidents, workers’ compensation, Employment Contracts and Whistleblower Actions, and one criminal case. Mr. Feldman has handled cases throughout the state and Federal Courts in Florida, Georgia and cases in Connecticut, Illinois, and New York. HISTORY, EDUCATION AND OVERVIEW Mr. Feldman was born in Brooklyn, NY in 1965. He graduated from the University of South Florida in 1987 with a Bachelor of Science in Finance; he also earned his Juris Doctorate from Emory University, in Atlanta, Georgia in 1995. Mr. Feldman became a member of the State Bar of Georgia in 1995 and the Florida Bar in 1996. Since 1996, he has been a practicing member of the Florida Bar, with emphasis on civil litigation throughout State and Federal Courts in Florida, Georgia and numerous other Federal Courts in the United States such as Illinois and New York. Mr. Feldman proudly has prevailed on numerous cases that have gone to a jury trial. Most recently, in March, 2016, Mr. Feldman, along with co-counsel, prevailed on a multiple Plaintiff Florida Minimum Wage and FLSA jury trial case in the Middle District of Florida, Jacksonville Division styled: Kubiak, et al v. Salt Water Cowboy, Inc. et al, Case No.: 3:12-CV-1306-J-34JRK. The Jury awarded 100% of the damages sought. Since 2009, Mr. Feldman has primaril

Practice Areas
  • Employment Law
  • Workers' Compensation
  • Personal Injury
  • Medical Malpractice
  • Products Liability
Additional Practice Area
  • Free Consultation
    Free consults in personal injury and workers comp and some employment cases. A free consult if offered in employment case is for hearing about the facts, determining of I believe there is a basis in the law for legal action, but is not for the purpose of offering free legal advice. Unless retained under contract, we cannot offer "legal advice".
  • Credit Cards Accepted
  • Contingent Fees
Jurisdictions Admitted to Practice
11th Circuit
Professional Experience
Shareholder, president
Mitchell L. Feldman Esq. PA
- Current
Founding and managing shareholder
Feldman Law Group PA
Successor to Feldman Morgado PA
Managing and Founding shareholder
Feldman Morgado PA
Silver, Feldman Bass PA
Emory University School of Law
J.D. (2005) | Law
Seven Figure Lawyers
Settled Lowe's HR Manager Collective Action, $4,800,000.00.
Professional Associations
Federal Bar Association
- Current
National Employment Lawyers Association
- Current
American Bar Association
- Current
Hillsborough County Bar Association
- Current
State of Florida
Websites & Blogs
Feldman mediation and arbitration
Legal Answers
75 Questions Answered

Q. I got injured when I was side-swiped by a truck that ran a stop sign. They say I'm partially to blame for my injuries
A: It is a matter of comparative fault. But, the extent will likely be a matter of medical opinion and potentially other expert opinions.
Q. If I used curse words in shooting down a supervisor who was sexually harassing me, will that negatively impact my
A: No. Although simply harassing you doesn't just automatically create the right to file a lawsuit. You should first report the harassment to your company, and obtain legal advice, including paying for legal advice if this situation is not resolved.
Q. My wife never woke up from a surgery where she was under general anesthesia. The hospital says they're not liable
A: The hospital may not be liable if they did not employee the anesthesiologist, but, may be liable of other staff such as RN's are involved and employed by the hospital, or if any other RN or staff employee contributed to the event. Assuming there was negligence and a failure to perform under the requisite standard of care by the MD, that physician and his employer or group or PA would have primary liability and responsibility. I urge you to seek out representation immediately and work with an attorney to gain the records and get answers to what happened and why. It may be very complex, and worth obtaining all the records and an expert review.
Q. I was disoriented after my accident and worried
A: In the world of law and lawsuits, what you say or said may be taken as an admission that can be used in any case. However, other facts may point to what happened and who is at fault. Like in life, if you say something but other circumstances or facts put such statements into doubt as being accurate or knowingly stated, you can always argue and bring up the disorientation. If you said it, you said it. Its not under oath though. Your insurance company should appoint counsel if not seek out legal assistance.
Q. I got approved for workers' comp benefits after receiving a medical evaluation. Now my employer wants a second doctor to
A: Yes you can if that doctor says the accident did not cause your injuries or there is no medical necessity for treatment. I think you need to get an attorney as soon as possible. Insurance company does not have a right to force you to go to a second opinion which is not an IME Obviously they’re not satisfied and want to find a way to not provide you with benefits so in that type of situation especially I encourage in urge you to get representation.
Q. Is my employer obligated to provide me a copy of my signed/executed employment agreement?
A: You are a party to the agreement. I suppose your could file some legal action to obtain a copy, and refusal may be itself a breach of the agreement. However, if you are no longer there, they may be reluctant and have agenda as to why they will not release is, and I've seen this in many cases. Hopefully you have a copy of what you executed, and as long as you performed according to those terms, the agreement may still be enforceable. Either case, I suggest you hire and retain counsel to review what you have and provide you LEGAL ADVICE. If you are about to go into ADR with the former employer, then it would be in your best interest to have counsel. MLF
Q. Can my boss go to jail for sexually harassing me?
A: We cannot say if the conduct is criminal. However any offensive touching in a sexual manner could be a violation of a criminal statute. Verbal harassment probably not criminal. I would focus on seeking advice for help in abating the situation with a lawyer and properly addressing the conduct with your employer and if that doesn’t resolve seek remedy through eeoc and legal rep
Q. Can an employer alter time sheets for employees without their knowledge simply because they do not support the times
A: Under both the state and federal wage laws, as an hourly paid, non-exempt employee, whatever hours you work must be paid by the employer, and its in most circumstances, unlawful to edit or shave off hours worked and refuse to pay those hours. You must be paid for all hours worked. If your employer contends you worked hours you were not authorized for, then, it can subject you to discipline, but still cannot simply shave off your hours from records and refuse to pay for the work hours. Contact an employment lawyer. Any hours not paid as well may entitle you to double the sum in liquidated damages.
Q. My manager thought i was stealing from the job. I was told to let her see what was in my pocketbook or be fired.
A: I don't see any violation of laws or discrimination in anyway as that term applies to protect the classifications and civil rights. You should do whatever you feel is in your best interest but I don't see that your employer has violated any laws I don't see any violation of laws or discrimination in anyway that term applies to protect classifications and civil rights. You should do whatever you feel is in your best interest. If it employer believes in employee stealing most employers if not all will confront the employee and usually just terminate the employee. You are a right to work state employment at will and you could be fired for any reason at all including suspicion of theft. if they have not terminated you they may believe that you did not steal anything and all may be fine.
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main office
6940 W. Linebaugh Avenue
TAMPA, FL 33625
Toll-Free: (877) 946-8293
Telephone: (813) 639-9366
Cell: (813) 906-8932
Fax: (813) 639-9376
618 E. South Street, Suite 500
Toll-Free: (877) 946-8293
Cell: (813) 906-8932
Fax: (813) 639-9376
1201 Peachtree St.
Toll-Free: (877) 946-8293
Cell: (813) 906-8932