{"id":130387,"date":"2024-03-28T21:32:13","date_gmt":"2024-03-28T19:32:13","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=130387"},"modified":"2024-04-04T16:11:37","modified_gmt":"2024-04-04T14:11:37","slug":"florida-anti-discrimination-laws","status":"publish","type":"post","link":"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/","title":{"rendered":"Guide to Florida Anti-Discrimination Laws"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Creating a <\/span><b>workplace culture and environment where all your employees feel safe from discrimination and harassment<\/b><span style=\"font-weight: 400;\"> is not just the right thing to do &#8211; it\u2019s a <\/span><b>legal requirement<\/b><span style=\"font-weight: 400;\">, with each state in the U.S. having its own anti-discrimination laws in place to complement federal requirements. So, what about Florida? Which <\/span><b>Florida anti-discrimination laws<\/b><span style=\"font-weight: 400;\"> do employers in The Sunshine State need to be aware of when they design their <\/span><b>employment policies<\/b><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s find out.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In today\u2019s post, we are going to discuss <\/span><b>everything you need to know about Florida\u2019s anti-discrimination laws<\/b><span style=\"font-weight: 400;\">. We will also break down <\/span><b>your obligations as an employer <\/b><span style=\"font-weight: 400;\">under these laws, and how you can build a <\/span><b>diverse, equitable, and inclusive organization<\/b><span style=\"font-weight: 400;\"> with the right <\/span><b>best practices and technology<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"#Overview\">Overview of Florida Anti-Discrimination Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"#Municipal\">Municipal Anti-Discrimination Laws in Florida<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"#Characteristics\">Florida\u2019s Definition of Protected Characteristics<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"#Employer\">Employer Obligations Under Florida Anti-Discrimination Laws<\/a>\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><a href=\"#Factorial\">How Factorial Can Help You Comply With Florida Anti-Discrimination Laws<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><a href=\"https:\/\/factorialhr.com\/for-human-resources\">Speed up and simplify your HR processes so you can focus on your team&#8217;s growth<\/a><\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-129676 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/18172600\/custom-demo-300x103.png\" alt=\"hr software free demo\" width=\"941\" height=\"323\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/18172600\/custom-demo-300x103.png 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/18172600\/custom-demo-768x264.png 768w, https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/18172600\/custom-demo.png 800w\" sizes=\"(max-width: 941px) 100vw, 941px\" \/><\/a><\/p>\n<h2><b><a name=\"Overview\"><\/a>Overview of Florida Anti-Discrimination Laws<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">As an employer or HR professional in The Sunny State, you probably have a firm grasp on most of the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/labor-laws-in-the-state-of-florida\/\"><span style=\"font-weight: 400;\">labor laws in the state of Florida<\/span><\/a><span style=\"font-weight: 400;\">, including the regulations governing <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-employee-tax\/\"><span style=\"font-weight: 400;\">Florida employee tax<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-minimum-wage\/\"><span style=\"font-weight: 400;\">Florida minimum wage<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/unemployment-compensation-in-florida\/\"><span style=\"font-weight: 400;\">unemployment compensation<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/workers-compensation-in-florida\/\"><span style=\"font-weight: 400;\">workers\u2019 compensation<\/span><\/a><span style=\"font-weight: 400;\">, and the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/florida-warn-act-notice\/\"><span style=\"font-weight: 400;\">Florida WARN Act<\/span><\/a><span style=\"font-weight: 400;\">. But are you familiar with the <\/span><b>Florida anti-discrimination laws<\/b><span style=\"font-weight: 400;\"> and <\/span><b>how they impact your business<\/b><span style=\"font-weight: 400;\">?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially, Florida anti-discrimination laws are specific regulations that the state has enacted in order to <\/span><b>protect the citizens of Florida from discrimination and unfair treatment<\/b><span style=\"font-weight: 400;\">. This includes discrimination based on <\/span><b>race, color, religion, sex, national origin, age, disability, marital status<\/b><span style=\"font-weight: 400;\">, and in some instances, <\/span><b>sexual orientation <\/b><span style=\"font-weight: 400;\">and <\/span><b>gender identity<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These laws provide a <\/span><b>legal framework for eliminating discrimination<\/b><span style=\"font-weight: 400;\"> in Florida. They work alongside similar <\/span><a href=\"https:\/\/factorialhr.com\/blog\/usa-federal-employment-laws\/\"><span style=\"font-weight: 400;\">federal employment laws<\/span><\/a><span style=\"font-weight: 400;\">, including the <\/span><a href=\"https:\/\/www.dol.gov\/agencies\/oasam\/civil-rights-center\/statutes\/civil-rights-act-of-1964#:~:text=241).,hiring%2C%20promoting%2C%20and%20firing.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Civil Rights Act of 1964<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/americans-with-disabilities-act\/\"><span style=\"font-weight: 400;\">Americans with Disabilities Act (ADA)<\/span><\/a><span style=\"font-weight: 400;\">, the <\/span><a href=\"https:\/\/www.eeoc.gov\/statutes\/age-discrimination-employment-act-1967#:~:text=90%2D202)%20(ADEA),years%20of%20age%20or%20older.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Age Discrimination in Employment Act (ADEA)<\/span><\/a><span style=\"font-weight: 400;\">, and the <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pregnant-workers-fairness-act\/\"><span style=\"font-weight: 400;\">Pregnant Workers Fairness Act<\/span><\/a><span style=\"font-weight: 400;\">, to name a few.\u00a0<\/span><\/p>\n<h3><b>Florida Civil Rights Act of 1992 (FCRA)<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Florida Civil Rights Act of 1992 (FCRA) <\/b><span style=\"font-weight: 400;\">closely resembles the <\/span><b>federal Civil Rights Act of 1964<\/b><span style=\"font-weight: 400;\">. The latter, often referred to as <\/span><a href=\"https:\/\/factorialhr.com\/blog\/title-vii\/\"><span style=\"font-weight: 400;\">Title VII<\/span><\/a><span style=\"font-weight: 400;\">, covers <\/span><b>all aspects of employment<\/b><span style=\"font-weight: 400;\">, including <\/span><b>recruitment, candidate selection, terminations, and other decisions concerning the terms and conditions of employment<\/b><span style=\"font-weight: 400;\">. This includes the <\/span><b>refusal to hire or promote<\/b><span style=\"font-weight: 400;\">, <\/span><b>reasons for termination<\/b><span style=\"font-weight: 400;\">, or the creation of <\/span><b>company policies that are unrelated to Bona Fide Occupational Qualifications (BFOQ<\/b><span style=\"font-weight: 400;\">). The federal Civil Rights Act also covers <\/span><a href=\"https:\/\/factorialhr.com\/blog\/disparate-treatment\/\"><span style=\"font-weight: 400;\">disparate treatment<\/span><\/a><span style=\"font-weight: 400;\"> (when you demonstrate <\/span><b>discriminatory intent<\/b><span style=\"font-weight: 400;\"> against an applicant or employee as a direct result of them being a member of a protected class).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Much like its federal counterpart, the main aim of the Florida Civil Rights Act is to <\/span><b>prevent discrimination in employment, public accommodations, and private club membership<\/b><span style=\"font-weight: 400;\"> on the basis of <\/span><b>race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status<\/b><span style=\"font-weight: 400;\">. The Act also includes a framework so that citizens of Florida who believe that they have been discriminated against can <\/span><b>file a complaint with the <\/b><a href=\"https:\/\/fchr.myflorida.com\/\" target=\"_blank\" rel=\"noopener\"><b>Florida Commission on Human Relations<\/b><\/a><b> or the courts<\/b><\/p>\n<h3><b>Florida Equal Pay Law<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The Florida Equal Pay Law is an extension of the federal <\/span><a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\"><span style=\"font-weight: 400;\">Equal Pay Act<\/span><\/a><span style=\"font-weight: 400;\"> of 1963. It aims to <\/span><b>promote <\/b><a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\"><b>pay parity<\/b><\/a><b> and eliminate gender-based wage gaps<\/b><span style=\"font-weight: 400;\">.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although <\/span><b>pay discrimination<\/b><span style=\"font-weight: 400;\"> was made illegal under federal law almost 60 years ago under Title VII of the Civil Rights Act of 1964 and the federal Equal Pay for Equal Work Act of 1963, <\/span><b>gender and racial wage gaps are still a big issue for companies throughout the United States<\/b><span style=\"font-weight: 400;\">. To address this persistent issue, the Florida Equal Pay Law aims to create an environment where <\/span><b>all employees receive equal pay for equal work<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the Florida Equal Pay Law states that <\/span><b>all employees have a right to pay equity and protection against sex-based compensation discrimination<\/b><span style=\"font-weight: 400;\">. This means that if multiple individuals are performing substantially equal jobs that require <\/span><b>similar levels of skill, effort, and responsibility, and under similar working conditions<\/b><span style=\"font-weight: 400;\">, then you must pay them the same wage or salary, regardless of gender. All forms of pay are covered by this law, including salary, <\/span><a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\"><span style=\"font-weight: 400;\">overtime<\/span><\/a><span style=\"font-weight: 400;\"> pay, bonuses, stock options, life insurance, and <\/span><a href=\"https:\/\/factorialhr.com\/blog\/holiday-pay\/\"><span style=\"font-weight: 400;\">holiday pay<\/span><\/a><span style=\"font-weight: 400;\">. The aim of the Act is to <\/span><b>reduce economic disparities<\/b><span style=\"font-weight: 400;\"> and support the principle that <\/span><b>compensation should be determined by ability and job performance, not gender or race<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>The Florida Civil Rights Act for Public Employees<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, aside from the laws designed to protect <\/span><a href=\"https:\/\/factorialhr.com\/blog\/exempt-vs-non-exempt-employees\/\"><span style=\"font-weight: 400;\">exempt and non-exempt employees<\/span><\/a><span style=\"font-weight: 400;\"> from unfair treatment, Florida anti-discrimination laws also have regulations in place to <\/span><b>protect public employees from discrimination in the workplace<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, the Florida Civil Rights Act for Public Employees has been designed to ensure that <\/span><b>public sector workplaces are free from discriminatory practices based on race, color, religion, sex, national origin, age, disability, and marital status<\/b><span style=\"font-weight: 400;\">. The Act emphasizes Florida\u2019s ongoing commitment to nurturing a <\/span><b>fair, respectful, and inclusive work environment for all public employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Mechanisms include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Clear procedures<\/b><span style=\"font-weight: 400;\"> so that public employees can <\/span><b>file a complaint<\/b><span style=\"font-weight: 400;\"> if they believe they have been subjected to discrimination.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Established processes<\/b><span style=\"font-weight: 400;\"> for <\/span><b>investigating allegations <\/b><span style=\"font-weight: 400;\">of discrimination.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>The enforcement of actions<\/b><span style=\"font-weight: 400;\"> to address identified examples of discrimination. This might include job reinstatement, back pay, or changes to internal policies and procedures.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Regular inspections by regulatory bodies<\/b><span style=\"font-weight: 400;\"> to ensure that discriminatory practices have been addressed.<\/span><\/li>\n<\/ul>\n<h2><b><a name=\"Municipal\"><\/a>Municipal Anti-Discrimination Laws in Florida<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Aside from federal and state guidelines, many cities in Florida also have their own <\/span><b>local anti-discrimination ordinances<\/b><span style=\"font-weight: 400;\"> that provide <\/span><b>additional protections against discrimination<\/b><span style=\"font-weight: 400;\">. If your business is based in any of the following cities then you must make sure that your <\/span><b>company policies meet your specific local requirements<\/b><span style=\"font-weight: 400;\"> in terms of discrimination in the workplace.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Without further ado, let\u2019s take a look at these <\/span><b>municipal Florida anti-discrimination laws<\/b><span style=\"font-weight: 400;\">. However, it\u2019s worth noting that <\/span><b>the following list is not exhaustive<\/b><span style=\"font-weight: 400;\">, so make sure you <\/span><b>check local guidelines<\/b><span style=\"font-weight: 400;\"> if your area is not included below.<\/span><\/p>\n<h3><strong>Tampa<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Tampa\u2019s <\/span><b>Human Rights Ordinance<\/b><span style=\"font-weight: 400;\"> specifically prohibits <\/span><b>discrimination in employment, public accommodations, and real estate transactions<\/b><span style=\"font-weight: 400;\">. It includes protections based on <\/span><b>sexual orientation and gender identity<\/b><span style=\"font-weight: 400;\">, extending the protections offered by federal and state laws.<\/span><\/p>\n<h3><strong>Tallahassee<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Similar to Tampa, Tallahassee&#8217;s <\/span><b>Anti-Discrimination Ordinance<\/b><span style=\"font-weight: 400;\"> includes protections against discrimination based on <\/span><b>sexual orientation, gender identity, and gender expression<\/b><span style=\"font-weight: 400;\">. These protections apply to <\/span><b>employment, housing, and public accommodations<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><strong>Orlando<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Orlando&#8217;s <\/span><b>Anti-Discrimination Ordinance<\/b><span style=\"font-weight: 400;\"> protects local citizens against <\/span><b>discrimination based on race, color, religion, sex, national origin, age, handicap, marital status, familial status, sexual orientation, or gender identity<\/b><span style=\"font-weight: 400;\">. Protections apply to various aspects of local life including <\/span><b>employment, public accommodations, and housing<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><strong>Miami<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Miami\u2019s comprehensive <\/span><b>Human Rights Ordinance<\/b><span style=\"font-weight: 400;\"> prohibits any form of discrimination in <\/span><b>employment, housing, public accommodations, and county services<\/b><span style=\"font-weight: 400;\">. Aside from those defined by state law, protected characteristics also include <\/span><b>sexual orientation, gender identity, and gender expression<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><strong>Jacksonville<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Jacksonville updated its <\/span><b>Human Rights Ordinance<\/b><span style=\"font-weight: 400;\"> in 2017. It now includes protections against discrimination based on <\/span><b>sexual orientation and gender identity<\/b><span style=\"font-weight: 400;\"> in <\/span><b>employment, housing, and public accommodations<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Other cities with similar protections include <\/span><b>St. Petersburg, Gainesville, Broward County, and West Palm Beach<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Characteristics\"><\/a>Florida\u2019s Definition of Protected Characteristics<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So, we\u2019ve mentioned the phrase \u201c<\/span><b>protected characteristics<\/b><span style=\"font-weight: 400;\">\u201d a few times already in this post, but <\/span><b>what does the term mean exactly in the eyes of the law<\/b><span style=\"font-weight: 400;\">? How is this term defined in the Florida anti-discrimination laws?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, according to Florida state law, protected characteristics refer to <\/span><b>specific attributes or qualities based on which it is illegal to discriminate against someone<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes, but is not limited to: <\/span><b>race, color, religion, sex, national origin, <\/b><a href=\"https:\/\/factorialhr.com\/blog\/age-discrimination-workplace\/\"><b>age<\/b><\/a><b>, disability, pregnancy, and marital status<\/b><span style=\"font-weight: 400;\">. As we just saw in the previous section, this definition has been extended in certain municipalities to also include <\/span><b>sexual orientation, gender identity, and gender expression<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make sure you <\/span><b>keep these protected characteristics in mind when you define your company policies and procedures<\/b><span style=\"font-weight: 400;\">, especially in terms of your <\/span><b>hiring and firing practices<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b><a name=\"Employer\"><\/a>Employer Obligations Under Florida Anti-Discrimination Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Ok, now let\u2019s get to the heart of it and take a look at what you are probably most interested in &#8211; <\/span><b>how to ensure that your company complies with all the requirements of the Florida anti-discrimination laws<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the following sections, we are going to highlight <\/span><b>all your obligations as an employer<\/b><span style=\"font-weight: 400;\"> under the laws we have discussed in today\u2019s post. Meeting the following <\/span><b>legal requirements<\/b><span style=\"font-weight: 400;\"> will <\/span><b>protect you against potential fines and penalties resulting from non-compliance<\/b><span style=\"font-weight: 400;\"> with the Florida anti-discrimination laws. But, arguably more importantly, they will help you <\/span><b>nurture a workplace culture and environment where all your employees have equal access to opportunities regardless of their protected characteristics<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><strong>Comply with Anti-Discrimination Statutes<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Firstly, make sure that you create an environment where <\/span><b>every single one of your employees<\/b><span style=\"font-weight: 400;\">, regardless of protected characteristics, is <\/span><b>protected from discrimination and bias<\/b><span style=\"font-weight: 400;\">. This includes providing equal opportunities for all in <\/span><b>hiring, promotion, job assignments, training, pay, benefits, layoffs, and termination<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Check out these <\/span><a href=\"https:\/\/factorialhr.com\/blog\/diversity-and-inclusion-recruitment-best-practices\/\"><span style=\"font-weight: 400;\">Diversity and Inclusion Recruitment Best Practices<\/span><\/a><span style=\"font-weight: 400;\"> for inspiration.<\/span><\/p>\n<h3><strong>Implement and Enforce Anti-Discrimination Policies<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Secondly, if you haven\u2019t done so already, create <\/span><b>clear anti-discrimination <\/b><a href=\"https:\/\/factorialhr.com\/blog\/company-policies-and-procedures\/\"><b>policies<\/b><\/a><span style=\"font-weight: 400;\"> for your business that <\/span><b>define your standards and expectations in terms of anti-discrimination, harassment, and retaliation<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You could even take this a step further and implement a specific <\/span><b>policy for <a href=\"https:\/\/factorialhr.com\/blog\/diversity-equity-and-inclusion\/\">diversity and inclusion<\/a><\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Next, make sure you <\/span><b>communicate your policies to your employees<\/b><span style=\"font-weight: 400;\"> and that they have access to them at all times. Also, <\/span><b>make sure new employees receive a copy of these policies during the onboarding process<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, the best way to <\/span><b>create a culture<\/b><span style=\"font-weight: 400;\"> where your employees understand why they need to comply with your anti-discrimination policies is to <\/span><b>offer regular <\/b><a href=\"https:\/\/factorialhr.com\/blog\/training-programs-employees\/\"><b>employee training<\/b><\/a><span style=\"font-weight: 400;\">. Why? Because it will help your team understand what conduct will not be tolerated. And if you follow up your training with <\/span><a href=\"https:\/\/factorialhr.com\/blog\/continuous-performance-management-2\/\"><span style=\"font-weight: 400;\">continuous performance management<\/span><\/a><span style=\"font-weight: 400;\"> then you can be sure that it is having a positive impact on the day-to-day workings of your business (this is <strong>especially important for your hiring managers<\/strong>).<\/span><\/p>\n<h3>Establish a System for Handling Complaints<\/h3>\n<p>Thirdly, you need to make sure that you have a<strong> defined system and procedure for handling any claims of discrimination<\/strong>. That way, your employees will know what to do if they feel they are a victim of discrimination. This includes <strong>how they can report a claim<\/strong> and <strong>who they should report to<\/strong>. And, of course, you\u2019ll also need a <strong>defined process for investigating complaints and implementing corrective actions<\/strong> when needed.<\/p>\n<h3><strong>Prioritize Recordkeeping\u00a0<\/strong><\/h3>\n<p>As we saw above, an important part of Florida\u2019s antidiscrimination laws relates to<b> recordkeeping<\/b>. As an employer, you are responsible for <b>maintaining accurate <\/b><a href=\"https:\/\/factorialhr.com\/blog\/how-long-do-employers-keep-employee-records\/\"><b>employee records<\/b><\/a><span style=\"font-weight: 400;\"> for your entire workforce. Specifically, you need to maintain a record of your<strong> anti-discrimination policies<\/strong>. You also need to keep detailed records of all your <strong>hiring and firing decisions<\/strong>. Finally, you need to maintain records of any <strong>claims of discrimination<\/strong> that employees have made in the past. And don&#8217;t forget to document how you investigated them and any corrective actions that you implemented.<br \/>\n<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way to ensure all this is by using a <strong>document management system<\/strong>.<\/span><\/p>\n<h3><strong>Monitor and Audit<\/strong><\/h3>\n<p>Finally, keep in mind that there may be <strong>periodic updates to the Florida anti-discrimination laws<\/strong>. It\u2019s important to <strong>keep up with these changes<\/strong> and <strong>regularly review your company policies and procedures<\/strong>. That way, you can be sure thatyour business is complying with the law.<\/p>\n<p><a href=\"https:\/\/factorialhr.com\/get-started\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-89831 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/01\/05151547\/FREE-TRIAL-2023-300x103.jpg\" alt=\"FREE TRIAL \" width=\"938\" height=\"322\" srcset=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/01\/05151547\/FREE-TRIAL-2023-300x103.jpg 300w, https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/01\/05151547\/FREE-TRIAL-2023.jpg 675w\" sizes=\"(max-width: 938px) 100vw, 938px\" \/><\/a><\/p>\n<h2><b><a name=\"Factorial\"><\/a>How Factorial Can Help You Comply With Florida Anti-Discrimination Laws<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p>And that\u2019s pretty much it. Provided you <strong>ensure that today&#8217;s guidelines are<\/strong>\u00a0<strong>reflected in your company practices<\/strong> then your business will be <strong>in compliance<\/strong>. But are there any <strong>tools that can streamline this process<\/strong>?<\/p>\n<p>Yes, of course! <strong>Factorial\u2019s software<\/strong> includes a number of tools that can make your life easier!<\/p>\n<p>For example, <strong>our solution includes<\/strong>:<\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Customizable <\/b><a href=\"https:\/\/factorialhr.com\/blog\/employee-onboarding-checklist\/\"><b>employee onboarding<\/b><\/a><b> processes<\/b><span style=\"font-weight: 400;\">. Firstly, with our <\/span><a href=\"https:\/\/factorialhr.com\/employee-onboarding-and-offboarding\"><span style=\"font-weight: 400;\">onboarding toolkit<\/span><\/a><span style=\"font-weight: 400;\">, you can make sure that all new starters clearly understand your anti-discrimination policies from day one.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Training management<\/b><span style=\"font-weight: 400;\">. Secondly, you can easily schedule and track all your DEI employee training sessions for new and existing employees. Plus, you can use our <\/span><a href=\"https:\/\/factorialhr.com\/blog\/training-needs-analysis\/\"><span style=\"font-weight: 400;\">training needs analysis<\/span><\/a><span style=\"font-weight: 400;\"> to establish what areas might be lacking in terms of general understanding and awareness of your <\/span><a href=\"https:\/\/factorialhr.com\/blog\/dei-initiatives\/\"><span style=\"font-weight: 400;\">DEI initiatives<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Employee surveys<\/b><span style=\"font-weight: 400;\">. Thirdly, our software includes tools for creating, sharing and analyzing employee surveys. That way, you can regularly collect anonymous feedback from your employees about the effectiveness of your DEI initiatives.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Document management<\/b><span style=\"font-weight: 400;\">. In addition, you can use Factorial\u2019s <\/span><a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\"><span style=\"font-weight: 400;\">employee record management system<\/span><\/a><span style=\"font-weight: 400;\"> to centralize and store all information required for compliance with the Florida anti-discrimination laws.<\/span><\/li>\n<li><strong>Hiring dashboard<\/strong>. Moreover, you can use Factorial&#8217;s <a href=\"https:\/\/factorialhr.com\/blog\/hiring-dashboard\/\" target=\"_blank\" rel=\"noopener\">hiring dashboard<\/a> to standardize your recruitment processes. That way, your hiring managers understand how to avoid hiring bias.<\/li>\n<li style=\"font-weight: 400;\"><b>Performance evaluation tools<\/b>. Finally, you can use Factorial\u2019s <a href=\"https:\/\/factorialhr.com\/blog\/11-best-performance-management-software-in-2024\/#f\">performance management software<\/a> to promote fair and unbiased performance reviews in your organization. That way, you can be sure that assessments are based on objective criteria and avoid any potential claims of discrimination.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Creating a workplace culture and environment where all your employees feel safe from discrimination and harassment is not just the right thing to do &#8211; it\u2019s a legal requirement, with each state in the U.S. having its own anti-discrimination laws in place to complement federal requirements. So, what about Florida? Which Florida anti-discrimination laws do<a href=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":130388,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-130387","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"all-in-one_hr-software"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guide to Florida Anti-Discrimination Laws | Factorial<\/title>\n<meta name=\"description\" content=\"Everything employers need to know about Florida anti-discrimination laws: employer obligations &amp; best practices for compliance\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Guide to Florida Anti-Discrimination Laws\" \/>\n<meta property=\"og:description\" content=\"Everything employers need to know about Florida anti-discrimination laws: employer obligations &amp; best practices for compliance\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-03-28T19:32:13+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-04-04T14:11:37+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2024\/03\/28212254\/Florida-anti-discrimination-laws.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/factorialhr.com\/blog\/#\/schema\/person\/39a0e312e3aae9ac2b6461196e8b1620\"},\"headline\":\"Guide to Florida Anti-Discrimination Laws\",\"datePublished\":\"2024-03-28T19:32:13+00:00\",\"dateModified\":\"2024-04-04T14:11:37+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/florida-anti-discrimination-laws\/\"},\"wordCount\":2162,\"publisher\":{\"@id\":\"https:\/\/factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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