Mitchell Feldman

Mitchell Lloyd Feldman Esq., Experienced Trial Lawyer, 23 Years Litigation Experience.

For over 2 decades, MITCHELL LLOYD FELDMAN, ESQ., has been a Civil Litigator, who has worked on the defense and the plaintiff side of cases. Over the last 10 years, Mr. Feldman has focused his practice representing employees and individuals in personal injury, workers' comp and employment claims.

Mr. Feldman’s bench and jury trial experience includes cases involving the following: Wage and Hour Claims, Personal Injuries and Automobile Accidents, Workers’ Compensation, Employment Contracts and Whistleblower Actions, and one Criminal case. Mr. Feldman has handled cases throughout the State and Federal Courts in Florida, Georgia and cases in Connecticut, Illinois, and New York.

Mr. Feldman was born in Brooklyn, NY in 1965. He graduated from the University of South Florida in 1987 with a Bachelor of Science in Finance; he also earned his Juris Doctorate from Emory University, in Atlanta, Georgia in 1995. Mr. Feldman became a member of the State Bar of Georgia in 1995 and the Florida Bar in 1996. Since 1996, he has been a practicing member of the Florida Bar, with emphasis on Civil Litigation throughout State and Federal Courts in Florida, Georgia and numerous other Federal Courts in the United States such as Illinois and New York.

Mr. Feldman proudly has prevailed on numerous cases that have gone to a jury trial. Most recently, in March, 2016, Mr. Feldman, along with co-counsel, prevailed on a multiple Plaintiff Florida Minimum Wage and FLSA jury trial case in the Middle District of Florida, Jacksonville Division styled: Kubiak, et al v. Salt Water Cowboy, Inc. et al, Case No.: 3:12-CV-1306-J-34JRK. The Jury awarded 100% of the damages sought.

Emory University School of Law

J.D. (1995) | Law

University of South Florida

B.S. (1988) | Finance

Shareholder, President

Feldman Legal Group

2019 - Current

Managing Partner

Feldman Williams PLLC

2017 - Current

CEO

Feldman Mediation and Arbitration Services

2016 - Current

Founder

Mitchell L. Feldman, Esq. P.A.

2016 - Current

Managing and Founding Shareholder

Feldman Law Group, PA

2009 - Current

Partner

Silver, Feldman Bass & Brams

2000 - 2009

Supreme Court Circuit Civil Mediator

State of Florida

Top Contributor Award

Avvo

2023

2013-2014

10.0 Superb Rating

Avvo

2023

Best Workers Compensation Attorneys in Tampa

Expertise.com

2023

Top 100 Award

America's Top 100 High Stakes Litigators

2023

Elite Lawyer

Elite Lawyers

2023

2020-2023

Federal Bar Association

Member

2016 - Current

National Employment Lawyers Association

Member

2010 - Current

American Bar Association

Member

2009 - Current

Hillsborough County Bar Association

Member

2000 - Current

Florida State Bar

Member

1996 - Current

Florida

Since 1996

Georgia

Since 1995

11th Circuit

Since 2009

U.S. District Court, Middle, Southern and Northern Districts of Florida

U.S. District Court, Northern District of Georgia

• Free Consultation
  Free consults in personal injury and workers comp and some employment cases. A free consult if offered in employment case is for hearing about the facts, determining if I believe there is a basis in the law for legal action, but is not for the purpose of offering free legal advice. Unless retained under contract, we cannot offer "legal advice".
• Credit Cards Accepted
• Contingent Fees

Employment Law

Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination

Workers' Compensation

Personal Injury

Animal & Dog Bites, Brain Injury, Car Accidents, Construction Accidents, Motorcycle Accidents, Premises Liability, Truck Accidents, Wrongful Death

Medical Malpractice

Birth Injury, Medical Misdiagnosis, Pharmacy Errors, Surgical Errors

Products Liability

Drugs & Medical Devices, Motor Vehicle Defects, Toxic Torts

Arbitration & Mediation

Business - Arbitration/Mediation, Consumer - Arbitration/Mediation, Family - Arbitration/Mediation

Q. An ALE company for 8 months now breached their contract by not offering me health benefits - should I use a lawyer?

July 23, 2023

A: It appears that your employer is willing to rectify the situation. So your only harm would be if you had to seek out medical treatment in the past, and had to pay out-of-pocket because you were not covered. I would suggest you discuss that with your employer before resorting to legal action. Otherwise, I don’t see a lot to gain by reporting your employer over this if they remedy the situation. As to the reasons why that is unclear as to why your employer did not initially offer you the benefits. Also, is unclear as to what happened in the past eight months to you asking for the benefits. But generally speaking, if something is promised to you by your employer, and you do not receive it then obviously there’s a contractual breach. The damage would be the loss that you incurred, which would be the cost out-of-pocket of medical expenses. ... Read More

Q. I want to know if I entitled to overtime if Im titled as a salaried exempt employee. (Manager title. )

July 23, 2023

A: Your title, as a manager, has no bearing on whether you’re entitled to overtime under the fair labor standards act. The question is whether you meet an exemption under the law based upon facts. For instance, if you are a salaried employee and supervise two or more full-time employees and direct their work could be the application of the executive exemption. But much more facts are needed. I suggest you reach out and have a consultation with an employment lawyer to go over your work and lawyers like myself will offer a free assessment and free consultation.

Q. What should you do if your employment was terminated based on libelous statements?

July 23, 2023

A: It’s hard to answer this question when I don’t really understand the facts of what you mean. Employer can fire employee unless they have an employment contract for any reason whatsoever but anytime they want to. This would be in the private sector. An employee in the public sector would have the opportunity to potentially have some kind of due process or hearing and justification, but not in the private sector. If you have concerns, there are other reasons for your termination then I suggest you consult with the lawyer and explore the facts.