BT Law Group, PLLC

• We represent employees and workers.
• We handle matters throughout Miami-Dade County, South Florida, and other parts of Florida.

Key practice areas

• Wrongful termination
• Workplace discrimination (including disability, sex and gender, pregnancy, age, race, color, national origin, and religion)
• Sexual harassment
• Retaliation and whistleblower claims
• Wage and hour disputes and wage theft (including unpaid overtime under the Fair Labor Standards Act)
• Failure to accommodate disabilities
• Breach of employment contracts and restrictive covenants

Experience and approach

• Founding partners Jason D. Berkowitz and Anisley Tarragona have over 30 years of combined employment law experience.
• Both previously worked at a national labor and employment defense firm representing management, including Fortune 100 companies, and now use that insight to advocate for employees.
• The firm is built on principles of honesty, integrity, and client-focused advocacy.
• The attorneys handle cases in federal and state courts, before administrative agencies, and in arbitration.

Languages

• Services are available in English and Spanish.

Geographic focus

• Based in Miami, Florida.
• Handles employment cases in Miami, Miami Beach, Brickell, Coral Gables, Aventura, North Miami, and throughout Miami-Dade County and South Florida.

By-appointment office – West Palm Beach

• Address: 700 S Rosemary Ave, Suite 204, West Palm Beach, FL 33401, United States
• Phone: (786) 592-8358
• Note: This location is by appointment only.

How to contact the firm

• Phone: (305) 507-8506 (main line)
• Website: https://btattorneys.com
• Online contact form: available on the firm's website for confidential case evaluations and general inquiries.

Important notices

• Information on the website is for general informational purposes and is not legal advice.
• Contacting the firm does not create an attorney–client relationship.
• Do not send confidential information until an attorney–client relationship has been established with the firm.

Names South, West, and North as a service area. Areas beyond these are not published.

• Founding partner of BT Law Group, PLLC.
• Miami-based labor and employment attorney.
• Former partner in the Miami office of a national labor and employment firm representing management, including many Fortune 100 companies.
• Litigates and tries cases in federal and state courts, before administrative agencies, and in arbitration.

Representative focus areas

• Discrimination, harassment, retaliation, and wrongful termination
• Wage and hour disputes, misclassification, and unpaid overtime
• Failure to accommodate disabilities
• Restrictive covenants and trade secrets
• Breach of contract and related Florida tort and common-law employment claims

Education

• University of Miami School of Law, J.D., *cum laude* (2008)
• Tufts University, B.A. (2003)

Admissions

• Florida
• U.S. District Court for the Southern District of Florida
• U.S. District Court for the Middle District of Florida
• U.S. District Court for the Northern District of Florida
• U.S. Court of Appeals for the Eleventh Circuit

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Anisley Tarragona

• Founding partner of BT Law Group, PLLC.
• Miami-based litigator focused on resolving employment disputes and protecting workers' rights.
• Former attorney at a national labor and employment law firm representing management, providing insight into how employers and their insurers approach workplace disputes.
• Litigates and tries cases in federal and state courts, before administrative agencies, and in arbitration.

Representative focus areas

• Wrongful termination and retaliation
• Sexual harassment and other workplace harassment claims
• Employment discrimination (including disability, sex and gender, pregnancy, age, race, color, national origin, and religion)
• Wage and hour disputes, misclassification, and unpaid wages
• Failure to accommodate disabilities
• Restrictive covenants, trade secrets, and breach of contract

Education

• University of Miami School of Law, J.D. (2007)
• University of Central Florida, B.S.B.A. (2004)

Admissions and memberships

• Florida
• U.S. District Court for the Southern District of Florida
• U.S. District Court for the Middle District of Florida
• U.S. District Court for the Northern District of Florida
• U.S. Court of Appeals for the Eleventh Circuit
• Active in professional associations, including the Cuban-American Bar Association and the Dade County Bar Association.

Languages

• Fluent in Spanish, and frequently advises Spanish-speaking clients.

What to expect

• Your situation will be reviewed by an experienced employment attorney.
• The attorney will ask detailed questions about your employment, timeline of events, and any documents you may have.
• You will receive guidance grounded in the firm's experience with employment law disputes.

Confidential case evaluation

• The firm provides a confidential case evaluation through its online form.
• Typical information requested includes:
• Your contact details and location
• Employer name and city
• Annual salary
• Whether you are still employed
• Whether you prefer Spanish
• A description of your situation

Important points

• Filling out the online form or contacting the firm does not create an attorney–client relationship.
• Case results mentioned on the website are examples of past matters and do not guarantee a specific outcome in any future case.
• Strict legal deadlines may apply to employment claims; potential clients should contact the firm as soon as possible after an issue arises or a termination occurs.

• Disability
• Sex and gender (including gender identity and sexual orientation)
• Pregnancy, childbirth, and related medical conditions
• Age (40 and older)
• Race and color
• National origin
• Religion

These protections come from federal and Florida laws, including Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, the Age Discrimination in Employment Act (ADEA), and the Florida Civil Rights Act (FCRA).

Disability discrimination and failure to accommodate

• Employers must provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship.
• Examples of accommodations can include modified schedules, equipment, or job duty adjustments.
• Refusing to discuss or consider reasonable accommodations, penalizing an employee for requesting them, or terminating employment because of a disability may be unlawful.

Sex, gender, and pregnancy discrimination

• Unlawful treatment can include:
• Paying someone less than others performing similar work because of sex or gender.
• Passing over qualified employees for promotion based on stereotypes.
• Treating pregnancy or related medical needs as a reason to deny opportunities or terminate employment.
• Federal and Florida laws protect employees from adverse actions based on pregnancy, childbirth, or related conditions.

Race, color, and national origin discrimination

• Employees are protected from discrimination tied to race, skin color, ethnic background, place of birth, or accent.
• Unequal treatment in hiring, firing, promotions, pay, or work assignments based on these characteristics may violate the law.

Religious discrimination

• Employers generally must accommodate sincerely held religious beliefs and practices, unless an accommodation would create undue hardship.
• Terminating or disciplining an employee because of religious observance or reasonable accommodation requests may be unlawful.

Workplace harassment and hostile work environment

• The firm handles claims involving harassment and hostile work environment, including sexual harassment.
• Harassment can include unwelcome conduct such as offensive comments, unwanted advances, or other behavior that is severe or pervasive enough to create a hostile work environment.

How the firm works with clients

• Reviews the facts of the situation and the timeline of events.
• Assesses whether the conduct may violate federal or Florida anti-discrimination laws.
• Advises on options for internal complaints, administrative charges, and litigation.

For legal advice about a specific situation, individuals should contact BT Law Group, PLLC directly.

When termination may be unlawful

Termination may be wrongful or unlawful if it is based on:

• Discrimination because of a protected characteristic, such as:
• Disability
• Sex or gender (including gender identity, sexual orientation, and pregnancy)
• Age (40 and older)
• National origin
• Religion
• Race or color
• Retaliation for engaging in protected activity, such as:
• Reporting or opposing discrimination or harassment
• Reporting wage violations or illegal practices (whistleblowing)
• Filing a discrimination charge
• Requesting medical or family leave, or reasonable accommodations for a disability or religious belief
• Violation of an employment contract, where:
• A written contract requires "just cause" for termination; or
• The employer fails to follow agreed termination procedures.

Laws involved

• Florida Civil Rights Act (FCRA)
• Title VII of the Civil Rights Act
• Americans with Disabilities Act (ADA)
• Age Discrimination in Employment Act (ADEA)
• Florida Whistleblower laws
• Other applicable federal and Florida employment statutes

How the firm helps

• Reviews the facts and documents surrounding a termination.
• Evaluates whether protected categories, protected activities, or contract rights may have been violated.
• Advises on options such as filing administrative charges, negotiating severance, or pursuing litigation.

What individuals should do after a firing

(General guidance based on the firm's website content)

• Request a written explanation of the termination, if available.
• Gather and preserve employment records (contracts, handbooks, performance reviews, emails, and other relevant documents).
• Write down a detailed timeline of events while your memory is fresh.
• Contact an employment attorney promptly to avoid missing important filing deadlines.

For case-specific advice, individuals should contact BT Law Group, PLLC directly.

Ask anyway — the agent will say plainly that it is not published rather than guess.