Shayla N. Waldon

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.

• ADA Title III

• Credit Cards Accepted

Florida

The Florida Bar

ID Number: 0105626

Since 2013

University of Miami School of Law

J.D. (2013)

Honors: Magna cum laude

University of Miami

B.B.A. (2010)

Honors: Magna cum laude General Honors

The Florida Bar  # 0105626

Member

2013 - Current

Riding the Rollercoaster of COVID-19 Mandates and "Anti-Mandates" – Hold on Tightly!

December, 2021

ADA: Developments in Website Accessibility

May, 2016

The "Stray Remarks" Doctrine: What Makes Such Statements "Remarkable" for Purposes of Stating a Claim of Discrimination?

November, 2015

Workplace Harassment: When Will A Court Say That Your Employees Have Had Enough?

November, 2015

Mastering the Intersection: Business, Contracts, and Employment Law Insights for Tax Professionals

October 2023

The Walton Law Firm

2022 Supervisor Toolkit Series

April 2022

HR Miami (formerly known as GMSHRM)

NLRA/NLRB Update: New Labor Rules for Businesses in the Biden Administration, Annual Legal Update

October 2021

HR Miami (formerly known as GMSHRM)

NLRA/NLRB Update: New Labor Rules for Businesses in the Biden Administration

August 2021

Staffing Management Association of South Florida

Employment Law Issues in a COVID Era

April 2021

F. Malcolm Cunningham, Sr. Bar Association

Q. what happens if I am supervising someone whose Provisional Mental health license has just expired

March 27, 2024

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?

January 29, 2024

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