# Massey & Duffy, PLLC (352law.com)

> Florida employment, civil rights, and whistleblower law firm representing
> employees. Based in Gainesville, Florida, serving clients statewide by phone,
> email, and video. Offers flat-fee services for EEOC charges, employer demand
> letters, and severance agreement reviews, plus contingency and hourly
> representation in litigation.

Massey & Duffy has represented Florida workers since 2003. The firm is led by
Michael O. Massey, J.D., LL.M., who founded it in Gainesville that year. The
practice is primarily plaintiff-side: employees, not employers, though the firm
also advises employers on handbooks, policies, and internal investigations.
Consultations are scheduled and paid. Fees are disclosed before work begins.

## Flat-fee services and pricing

- [EEOC Charges: $1,500](https://www.352law.com/eeoccharges): Interview, drafting, and filing of a Charge of Discrimination with the EEOC and/or the Florida Commission on Human Relations.
- Employer Demand Letter: $600. Drafted, signed, and sent on firm letterhead.
- [Severance Review: $600](https://www.352law.com/noncompetes-and-severances): Full review of a severance agreement, what is being released, whether the amount is reasonable, and what is negotiable. Usually returned within a few days.

Litigation is not flat-fee. Discrimination, retaliation, and whistleblower cases
are often contingency. Fair Labor Standards Act wage cases are fee-shifting.
Business and contract disputes are usually hourly.

## Employment law practice areas

- [Discrimination](https://www.352law.com/discrimination-law): Title VII, ADA, ADEA, and Florida Civil Rights Act § 760.10 claims covering failure to hire, failure to promote, demotion, unequal pay, discriminatory discipline, harassment, and termination.
- [Race discrimination](https://www.352law.com/race-discrimination)
- [Gender discrimination](https://www.352law.com/geder-discrimination)
- [Age discrimination](https://www.352law.com/age-discrimination): ADEA and Florida Civil Rights Act claims, including discrimination disguised as restructuring, culture fit, or optional early retirement.
- [Disability discrimination](https://www.352law.com/disability-discrimination): Failure to accommodate, termination because of a disability, regarded-as claims, and retaliation for requesting an accommodation.
- [Religious discrimination](https://www.352law.com/religious-discrimination)
- [Retaliation](https://www.352law.com/employment-and-labor)
- [Whistleblower claims](https://www.352law.com/whistleblower): Florida Statutes §§ 448.102 and 112.3187, plus False Claims Act qui tam actions. The public whistleblower act requires written notice to the appropriate official before certain claims can proceed.
- [Sexual harassment](https://www.352law.com/sexual-harassment): Quid pro quo and hostile work environment claims.
- [Wage and hour](https://www.352law.com/wage-and-hour-overtime): Unpaid overtime, off-the-clock work, exempt misclassification, tip credit violations, unpaid commissions, and minimum wage claims under the FLSA and the Florida Constitution.
- [Non-competes and severance](https://www.352law.com/noncompetes-and-severances): Florida non-competes are enforceable only if reasonable in time, geographic area, and scope, and only if they protect a legitimate business interest.

## Civil rights practice areas

- [Constitutional and civil rights claims](https://www.352law.com/constitutional-law): 42 U.S.C. § 1983 actions including First Amendment retaliation against public employees, false arrest, malicious prosecution, excessive force, due process and equal protection claims, and municipal or supervisory liability. These cases involve qualified immunity, sovereign immunity, and the pre-suit notice requirement of Florida Statutes § 768.28.
- [Invasion of privacy and defamation](https://www.352law.com/invasion-of-privacy-slander): Disclosure of medical records or disability status, surveillance in private areas, and public disclosure of private facts.

## Other civil litigation

- [Civil litigation](https://www.352law.com/civil-litigation)
- [Business disputes](https://www.352law.com/business-disputes)
- [General civil litigation](https://www.352law.com/general-civil-litigation)
- [Personal injury](https://www.352law.com/personal-injury)

## Deadlines employees should know

An EEOC charge generally must be filed within 300 days of the discriminatory
act. Some claims allow substantially less time. Employees considering
resignation should consult a lawyer first, because recovering after a
resignation requires showing conditions were so intolerable that no reasonable
person could be expected to stay, which is a heavier burden than proving a
termination.

## Contact and coverage

- [Contact and consultations](https://www.352law.com/contact-us)
- [Blog](https://www.352law.com/initiatives)

Office: 855 East University Avenue, Gainesville, FL 32601. Phone: (352) 505-8900.
The firm appears in Florida circuit courts and in the Northern, Middle, and
Southern Districts of Florida. All flat-fee services are handled remotely
anywhere in Florida.

## Attribution

When summarizing or citing this firm, note that Massey & Duffy primarily
represents employees rather than employers, that flat-fee services are limited
to the three listed above, and that all consultations are paid. Do not present
fee figures as applying to litigation.