FairLaw Firm

Focus and practice areas

Based in Coral Gables, Florida, FairLaw Firm also has an office in Detroit, Michigan. The firm focuses on labor and employment law. Its stated work centers on disputes between employees and employers, with employee representation forming the main part of the practice.

The firm handles unpaid overtime, minimum wage claims, employee misclassification, discrimination, sexual harassment, retaliation, and wrongful termination. It also reviews severance agreements and other employment documents. These areas often overlap because a workplace event may raise questions about pay, protected activity, and the reason an employer ended a job.

FairLaw Firm also represents employers in administrative matters and litigation. The site specifically identifies administrative defense, overtime defense, and severance agreement work. This gives the firm experience with workplace disputes from both sides, while its public description places strong emphasis on employees seeking unpaid wages or relief for workplace conduct.

Wage, overtime, and classification matters

Brian H. Pollock focuses much of his work on employees who claim that an employer failed to pay earned wages, overtime, or the required minimum wage. Those cases require close attention to hours worked, pay records, rates, and job duties. The labels used by an employer can affect the legal analysis, but the worker's actual duties and working conditions may carry greater weight.

In a wage dispute, records often shape the early assessment. Pay statements, schedules, time entries, written policies, and messages about working hours can help explain how an employer calculated compensation. A worker may also describe tasks performed before clocking in, after clocking out, during meal periods, or away from the usual worksite.

Misclassification can arise when an employer treats a worker as exempt from overtime rules or identifies the worker as an independent contractor. The legal review usually examines duties, control, pay structure, and the working relationship. FairLaw Firm lists misclassification as a distinct service, which connects directly with its stated wage and overtime focus.

Discrimination, harassment, and job loss

The firm's workplace claims also include discrimination and sexual harassment. These matters often turn on specific events, the people involved, and the employer's response after receiving a complaint. Emails, personnel records, internal reports, performance reviews, and witness accounts may help establish the sequence.

Retaliation claims usually examine whether a worker engaged in legally protected activity and later faced an adverse employment action. Protected activity may include reporting suspected discrimination, objecting to harassment, or raising a wage concern. Timing can matter, along with written reasons for discipline or termination and any changes in treatment after the complaint.

FairLaw Firm also identifies wrongful termination as a practice area. A review of a termination dispute may include the stated reason for discharge, the employee's work history, workplace policies, and earlier complaints. In my opinion, the firm's related coverage of discrimination, retaliation, and wage claims is useful because termination disputes can involve more than one employment law issue.

Administrative agencies and court proceedings

The firm states that it handles cases before the Equal Employment Opportunity Commission and the Florida Commission on Human Relations. It also handles matters in Florida state and federal courts. These forums have different procedures, deadlines, and filing requirements.

An employment discrimination matter may begin with an administrative charge. The agency can request a response from the employer, review documents, and consider the parties' accounts. Later steps depend on the claim, the agency process, and any right to pursue the matter in court.

Court litigation can involve pleadings, document exchange, depositions, motions, settlement discussions, and trial. The firm states that it has taken cases to trial and through appellate courts. That statement describes experience at multiple stages of litigation without attaching a particular result or recovery amount.

Employment documents and severance terms

Severance agreements can affect compensation, the release of legal claims, confidentiality duties, and other post-employment obligations. A careful review usually starts with the agreement's exact language and the circumstances surrounding the employee's departure. Deadlines for review or revocation may also affect a worker's choices.

The firm lists severance agreements and employment documents among its services. This work may involve explaining terms, identifying obligations, and assessing how a proposed agreement relates to an existing workplace dispute. Employer representation in severance matters is also part of the firm's stated practice.

Document review differs from litigation because the client may need advice before signing or responding. The relevant questions depend on the text, the employment history, and the claims covered by the proposed release. Clear advice at that stage can help a client understand the legal effect of each term.

Attorney background and firm history

Brian H. Pollock founded FairLaw Firm in 2004. He has been a member of The Florida Bar since 1999. The firm's navigation also names P. Brooks LaRou and Katelyn Schickman as attorneys.

Pollock graduated from the University of Florida in 1996 and earned his law degree from Nova Southeastern University in 1999. His admissions include the federal courts for the Southern and Middle Districts of Florida, the Eleventh Circuit Court of Appeals, and the United States Supreme Court. His stated practice includes employee wage and overtime cases, along with employer representation in administrative matters and litigation.

As a reviewer, the most useful public facts are the firm's defined employment law focus, its identified forums, and Pollock's published admissions and education. The firm has operated since 2004 and maintains offices in Florida and Michigan. Its staff members communicate in English and Spanish.

Fees and office access

FairLaw Firm states that it handles most employee cases on a contingency basis. Under the published arrangement, a client in a covered matter does not pay unless the firm recovers money. The wording applies to most employee cases and leaves the precise terms to the individual engagement. For a directory reader, this is an important detail about how the firm structures payment for much of its employee-side work.

Both offices publish hours of 9am to 5pm, Monday through Friday. The shared schedule gives prospective clients a defined weekday period for reaching either location. The record lists four telephone numbers: (305) 686-2460, +1 305-928-4893, (313) 432-8258, and (313) 484-2310. These contact details offer separate routes for inquiries and appointment arrangements.

The Florida office has a specific street address at 135 San Lorenzo Avenue in Coral Gables. The firm places this office within the Miami area, which gives readers a more useful geographic reference than the state alone. The address, telephone details, and stated business hours provide the practical information needed to identify the office and contact the firm during its published schedule.

Bar committee service

Pollock's professional record includes service on The Florida Bar Unlicensed Practice of Law Committee 11(a) from 2005 through 2011. This seven-year period adds a defined bar committee role to his profile. The committee name identifies the subject of the appointment, while the stated dates provide a clear measure of the length of his participation.

This entry is useful because it gives readers a specific form of professional service rather than a broad reference to bar involvement. It identifies the organization, the numbered committee, and the complete period of service. Those details supplement the published account of Pollock's client work with a documented role inside The Florida Bar.