Florida-distinctive: workers must give 15 days notice before suing for minimum wage.
Fla. Stat. § 448.110(6) creates a unique pre-suit cure mechanic: before a worker can sue for unpaid minimum wages under the Florida Constitution, they must give the employer 15 calendar days written notice identifying the alleged unpaid wages, work dates, and total amount. The employer can pay or resolve the claim during that 15-day window — with no liquidated damages or attorney fees if they do. Failure to cure exposes the employer to back wages plus 2× liquidated damages plus attorney fees plus civil penalty up to $1,000 per intentional violation.
Pre-Suit Notice Response Workflow
Surfaces § 448.110 notices as Critical events with the 15-day countdown. Calculates exposure if claim is accurate. Routes payment or response within the window to avoid liquidated damages.
What those rules do when a § 448.110 notice arrives.
The hero card configuration: Critical on countdown, Flag on exposure calculation.
When a § 448.110 notice is received, Teambridge surfaces a Critical indicator with the 15-day countdown clock. The clock starts on receipt; weekends and holidays count.
On notice receipt, Teambridge cross-references the worker, dates, and rates against the timesheet system to calculate whether the claim is accurate. If accurate, the back wages amount displays — paying within 15 days avoids 2× liquidated damages.
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Cure-or-pay structure unique to Florida.
The 15-day notice mechanic is distinctive to Florida among state minimum wage statutes. Most states allow direct civil action; Florida requires this pre-suit step, and the trade-off is the cure window.
Notice content requirements
The pre-suit notice must identify: (a) the minimum wage to which the worker claims entitlement, (b) the actual or estimated work dates and hours for which payment is sought, (c) the total amount of alleged unpaid wages through the date of the notice. Notices that lack these specifics are defective and don't start the cure clock — but the prudent employer responds anyway to avoid arguments later.
15-day cure window
The employer has 15 calendar days from receipt to pay the unpaid wages or otherwise resolve the claim. The statute of limitations is tolled during the 15-day period. Paying within the window typically extinguishes the claim — workers who accept payment generally cannot then sue for the same wages.
Teambridge surfaces notices, calculates exposure, drives the cure decision.
Florida's pre-suit notice mechanic is a genuine off-ramp — but only if the employer responds within 15 days. Manual handling of these notices is where the cure window gets missed.
Inbound notice routed and logged.
When a § 448.110 notice arrives (typically by certified mail or email to legal/HR), it's logged in the system with timestamp. The 15-day clock starts running.
Claim cross-referenced against records.
Teambridge cross-references the claim against timesheet, payroll, and rate records to determine: (a) is the claim accurate? (b) what's the actual exposure if it is? (c) was the underlying issue isolated or systemic?
Pay-or-defend within 15 days.
Operators decide whether to cure within the window. Curing extinguishes the claim and avoids 2× damages and attorney fees. Defending preserves rights but exposes the multiplier.
Multiple notices flagged.
If multiple notices arrive within a window or pattern (same role, same location, same time period), Teambridge surfaces the pattern as a Critical indicator. Class-action precursors look exactly like this.
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