Shayla N. Waldon

Shayla N. Waldon

Trusted employment law advisor serving Palm Beach, Broward, and Dade Counties
  • Employment Law, Business Law
  • Florida
Review This Lawyer
Claimed Lawyer ProfileOffers Video ConferencingQ&ASocial Media

Serving primarily in the South Florida area, Shayla has developed 10 years of experience in Labor & Employment, working primarily on behalf of businesses to provide them with the guidance they need to manage their personnel. Shayla assists employers in complying with the ADA, FLSA, FMLA, OSHA, Title VII, USERRA, as well as a host of other federal, state, and local employment laws, rules, and regulations.

In her 10 years of practice, Shayla also has advised clients regarding their ADA Title III obligations, both for their physical spaces and their websites, whether to prevent litigation or to handle the matter after it ends up in court.

Practice Areas
Employment Law
Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
Business Law
Business Contracts, Business Litigation
Additional Practice Area
  • ADA Title III
Video Conferencing
  • Zoom
  • Microsoft Teams
  • Credit Cards Accepted
Jurisdictions Admitted to Practice
The Florida Bar
ID Number: 0105626
Placeholder image for jurisdictions.
University of Miami School of Law
J.D. (2013)
Honors: Magna cum laude
University of Miami School of Law Logo
University of Miami
B.B.A. (2010)
Honors: Magna cum laude General Honors
University of Miami Logo
Professional Associations
The Florida Bar  # 0105626
- Current
Placeholder image for professional associations.
Articles & Publications
Riding the Rollercoaster of COVID-19 Mandates and "Anti-Mandates" – Hold on Tightly!
ADA: Developments in Website Accessibility
The "Stray Remarks" Doctrine: What Makes Such Statements "Remarkable" for Purposes of Stating a Claim of Discrimination?
Workplace Harassment: When Will A Court Say That Your Employees Have Had Enough?
Speaking Engagements
Mastering the Intersection: Business, Contracts, and Employment Law Insights for Tax Professionals
The Walton Law Firm
2022 Supervisor Toolkit Series
HR Miami (formerly known as GMSHRM)
NLRA/NLRB Update: New Labor Rules for Businesses in the Biden Administration, Annual Legal Update
HR Miami (formerly known as GMSHRM)
NLRA/NLRB Update: New Labor Rules for Businesses in the Biden Administration
Staffing Management Association of South Florida
Employment Law Issues in a COVID Era
F. Malcolm Cunningham, Sr. Bar Association
Unconscious Bias & Social Movements: How Do Employers Respond?
Jackson Lewis Florida Webinar Series
ADA: Developments in Website Accessibility, Advanced Labor Topics 2016
Florida Bar Section of Labor & Employment Law
Websites & Blogs
WalMcK Legal
Legal Answers
2 Questions Answered
Q. what happens if I am supervising someone whose Provisional Mental health license has just expired
A: I believe that the answer here is dependent on a number of factors, including the person's specific role, as well as how you may have defined the terms and conditions of employment in any offer provided to the person. These are things that a potential plaintiff can hang his/her hat on to bring a claim. As a general matter, an employee be can terminated for any reason or no reason, as long as it is not an unlawful reason, and being unqualified for the role can generally be a legitimate reason to let someone go. However, I think that before moving forward, you should speak with a lawyer who can walk you through the appropriate analyses to consider when terminating an employee. For instance, you always want to be sure that there are no unresolved complaints or requests for leave or accommodation. Also consider if you have elected to terminate in similar circumstances previously. If you're satisfied that there are no outstanding issues, then termination of employment likely could be appropriate. Still, you should speak with a lawyer to get a full analysis.

**This response is for informational and educational purposes only and is not intended to be a substitute for independent and professional legal advice. Answers to any questions here do not establish any attorney-client relationship and thus are not subject to any attorney-client privilege.**
... Read More
Q. Is a person who has their own business, working as a 1099 independent subject to a non- competition contract?
A: There are many variables here, starting with who signed the non-compete agreement, i.e., whether it was done in an individual capacity or whether it was signed on behalf of your company. A contractor in Florida likely could have a non-compete enforced against him/her, provided that the hiring entity shows, among other things, that it legitimately should be permitted to enforce the agreement. On occasion, I've written those types of agreements for clients who had contractors, and the agreements should be written very carefully. If not, enforceability could really be a challenge for them (which may be good for you). You certainly should reach out to a lawyer who specializes in reviewing and evaluating non-compete agreements to determine the full scope of your rights, especially because you already have received cease and desist letters (and a lawsuit may soon be filed). ... Read More
View More Answers
Contact & Map
WalMcK Legal, PLLC
5846 S. Flamingo Road
Suite 284
Cooper City, FL 33330
Telephone: (954) 247-1297
Monday: 9 AM - 6 PM
Tuesday: 9 AM - 6 PM
Wednesday: 9 AM - 6 PM
Thursday: 9 AM - 6 PM
Friday: 9 AM - 6 PM
Saturday: Closed (Today)
Sunday: Closed
Notice: Schedule an appointment:
Toggle tool

There are no recently viewed profiles.

There are no saved profiles.

There are no profiles to compare.