Marlon discussed a broad range of legal issues that many will have to consider in advance of the World Cup, including trademark issues, Miami’s legal obligations, travel to the United States, workforce demands, licensing requirements for public watch parties, and more.

Marlon represents businesses, entrepreneurs, and local and international governments in corporate, intellectual property, and government matters, and is a key member of the firm’s Road to the World Cup group.

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Daniela represents local governments and nonprofit organizations on governance and public trust matters, guiding clients through operational and policy decisions that directly impact their communities. Her cross-sector practice gives her practical insight into the ways public entities and nonprofit organizations operate and collaborate within complex regulatory frameworks.

A trusted advisor, Daniela counsels municipalities on day-to-day government functions while also advising on high-profile and strategic initiatives. Her experience includes public property matters, procurement and contracting, ethics and sunshine law compliance, legislative drafting, public-private partnerships, and community development projects. She helps public entities mitigate risk, maintain transparency, and implement policies that support sustainable growth.

Daniela also represents 501(c)(3) nonprofit organizations and advises private and disadvantaged business entities navigating public procurement and contracting processes, giving her a comprehensive understanding of both the public and private perspectives in government-related matters.

Prior to joining WSHC+B, Daniela served as a staff attorney in the Community Economic Development Unit at Legal Services of Greater Miami, Inc., where she represented nonprofit and small business clients on a broad range of issues and advised on general governance, commercial, and compliance matters.

“Daniela has earned the confidence of clients and colleagues alike through her thoughtful counsel, deep understanding of government operations, and unwavering commitment to the public interest,” said Chad S. Friedman, Chairman of WSHC+B. “Her promotion to Partner reflects not only her exceptional legal skills, but also her leadership within the firm and the value she delivers to the public and nonprofit institutions we serve.”

Daniela is fluent in Spanish. She earned her Juris Doctor, cum laude, from the University of Miami School of Law and her Bachelor of Arts, cum laude, from The George Washington University, where she majored in Political Communication and minored in Spanish & Latin American Languages. She is admitted to practice law in Florida and Washington, D.C.

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In this role, Tania will help lead initiatives that promote engagement and strengthen connections within our legal community. The Miami-Dade Bar’s mission is to be the voice of Miami-Dade County’s legal profession, serving the public and the bar by promoting equal justice, professionalism and civility, and excellence and respect for the law.

Tania has more than 16 years of experience representing clients in complex litigation cases throughout the state of Florida. She currently handles various civil trial and appellate matters for her clients, including complex commercial disputes, civil rights claims, and torts.

The post WSHC+B Attorney Tania Varela Named Vice Chair of the Miami-Dade Bar Civil Litigation Committee appeared first on Weiss Serota Helfman Cole + Bierman.

Through his work representing businesses, entrepreneurs, and local and international governments in corporate, intellectual property, and government matters—with a focus on creative entrepreneurs, non-profits, family-owned businesses, and small-to-mid-market companies—Marlon gains a front-row perspective on the diverse cultural influences and cross-border relationships that define Miami.

The “26 Voices” series spotlights influential community leaders who are putting their cities on the world stage ahead of the tournament.

Watch the episode here: https://www.linkedin.com/posts/fifa-world-cup-2026-miami_26voices-wearemiami-fwc26-activity-7414395361714290688-FhcB?utm_source=share&utm_medium=member_desktop&rcm=ACoAACOxC5QBbH04Zm8w1zqiOzGGJnoX5riSDjY&utm_source=rss&utm_medium=rss.

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• Milton R. Collins (Labor & Employment, Employee Benefits)
• Michael Kantor (Labor & Employment Litigation)
• Caroline G. Saiz (Labor & Employment, Government Agencies)
• Brett J. Schneider (Labor & Employment, Litigation, Collective Bargaining)
• Alison F. Smith (Labor & Employment, Litigation, Collective Bargaining)

According to Lawdragon, this annual guide recognizes “the nation’s best advisors on the world of employment and labor law – from employee benefits and executive compensation; to traditional labor matters; immigration; and, of course, all matter of litigation and arbitration – from wage and hour class actions, to discrimination, trade secrets and non-compete agreements.”

Honorees are selected through a proprietary process, combining journalistic research and vetting, as well as submissions from peers, competitors and firms. This is the 19th edition of the guide to the nation’s best advisors on the world of employment and labor law – from employee benefits and executive compensation; to traditional labor matters; immigration; and, of course, all matter of litigation and arbitration – from wage and hour class actions, to discrimination, trade secrets and non-compete agreements.

View the full guide here.

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• Lillian M. Arango (Real Estate, Transactions, Finance, Leasing)
• Maria Victoria Currais (Real Estate Transactions, Public Finance)
• Fabio Giallanza (Real Estate Transactions)
• Rana M. Gorzeck (Real Estate Transactions)
• Eduardo M. Soto (Commercial Real Estate, Lending, Transactions)
• Susan Trevarthen (Real Estate, Zoning, Land Use)
  

According to Lawdragon, this annual guide recognizes legal “advisors who specialize in a vast range of skills – development, finance, leasing, litigation, REIT structuring – on a range of property.”

The 2025 Lawdragon 500 Leading Global Real Estate Lawyers guide is a respected publication that recognizes lawyers who have shown exceptional skill in real estate-related practices. Their selection process involves rigorous research, including submissions from peers and analysis by Lawdragon’s editorial team. The guide is an essential resource for identifying top legal professionals in the real estate sector, highlighting those who excel in areas such as transactions, development, and finance​. Honorees are selected through a proprietary process, combining journalistic research and vetting, as well as submissions from peers, competitors and firms. The winners were selected from a pool of thousands of lawyers considered for this guide.

View the full guide here.

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The article discusses a decision by a three-judge panel of the Third District Court of Appeal in Miami-Dade County, which upheld Circuit Judge Reemberto Diaz’s ruling that North Miami Council members acted within Florida law when they voted to move the election date.

Ed represented the city of North Miami in the case. He told the Miami Herald that because the appeals court simply upheld the trial court’s ruling without elaborating in a written opinion of their own, “technically that kind of decision is not binding precedent.” 

Nevertheless, Ed said Florida law allows municipalities to change the election date via ordinance and without voter input. 

“It is very, very clear that the Florida Legislature authorized this kind of election date-changing by cities, and to do so by ordinance notwithstanding a charter,” Ed said.

He emphasized that making the change is “a one-time shot.” “This isn’t just a mechanism for cities to abuse the process and sitting elected officials to continuously extend their terms in office, because it’s a one-shot alignment,” Ed said. “Once you align, that’s it. You’re done.”

Ed is Board Certified in Appellate Practice by the Florida Bar and is chair of the firm’s Appellate Practice Group. He has litigated dozens of appeals before the Florida Supreme Court, Florida’s district courts of appeal, and the U.S. Courts of Appeals in a wide variety of matters, including medical malpractice, premises liability, probate, First Amendment and constitutional litigation, family law, state and federal administrative rule-making and regulation, home rule authority and preemption, election law, civil rights, land use and zoning, intellectual property, and labor and employment issues.

Click here to view the article.

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Key Provisions of the CHOICE Act

1. Presumption of Enforceability

The Act establishes a presumption that certain non-compete and garden leave agreements are enforceable and do not violate public policy, provided they meet specific criteria. Courts are required to issue injunctions enforcing covered agreements, shifting the burden of proof onto the former employee or poaching employer to establish certain narrow defenses. This marks a significant shift from existing law, which requires employers seeking enforcement to prove the existence of a legitimate business interest supporting the restrictive covenant, irreparable harm, and several other elements. The existing legal standard will continue to apply to agreements that are not covered by the CHOICE Act.

2. Covered Employees

The Act applies to employees or contractors who:

• Work primarily in Florida or for an employer with its principal place of business in Florida.
• Earn or are expected to earn a salary exceeding twice the annual mean wage of the relevant county.
• Are not classified as healthcare practitioners under Florida law.

3. Requirements for Presumptively Enforceable Agreements

Non-Compete Agreements will be presumed to be enforceable if:

1. The employee is informed in writing of their right to seek legal counsel before signing the agreement and is given at least seven days to review the agreement before signing.
2. The employee acknowledges in writing that they will receive confidential information or information about customer relationships during their employment.
3. The employee agrees not to assume a role with or for another business that provides services similar to those provided to the covered employer during the three years preceding the non-compete period, or in which it is reasonably likely that they would use confidential information or customer relationships.
4. The non-compete period does not exceed four years.
5. If the employee is granted a covered garden leave agreement, the non-compete period is reduced day-for-day by any non-working portion of the notice period.
6. It’s important to note that there are no restrictions on the geographic scope of a covered non-compete agreement. 

Similarly, Garden Leave Agreements are presumed enforceable if:

1. The employee is informed in writing of their right to seek legal counsel before signing the agreement and has at least seven days to review the agreement before signing.
2. The employee and employer agree to provide up to four years’ advance notice before terminating employment, which is known as the “notice period.”
3. During the notice period, the employer agrees to pay the employee their regular base salary and benefits.
4. The employee acknowledges in writing that they may receive confidential information or information about customer relationships during their employment.
5. The garden leave provisions provide that:

• After the first 90 days of the notice period, the covered employee is not required to provide services to the covered employer.
• During the remainder of the notice period, the covered employee may engage in nonwork activities, including during normal business hours.
• The covered employee may also work for another employer with the permission of the covered employer during the remainder of the notice period.

Action Steps for Employers

1. Review your existing agreements and assess whether they need modifications to align with the Act’s definition of a “covered” garden leave or non-compete agreement.
2. Restrictive covenants can still be enforced against employees earning less than twice the mean salary for the applicable county. However, employers won’t have a preliminary injunction without demonstrating a legitimate business interest and irreparable harm.
3. Review your company’s confidentiality protocols and ensure comprehensive, up-to-date, and legally compliant policies regarding trade secrets, customer information, and confidential information. While the CHOICE Act only requires employees to acknowledge access to confidential information, implementing additional guardrails enhances overall security.

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The Palm Beach County Personnel Appeals Board is responsible for adjudicating appeals from permanent

status, non-bargaining unit employees regarding discharges and layoffs. Upon an employee’s request, the Board conducts hearings and renders final, binding decisions.

As a Florida Bar Board Certified attorney in Labor and Employment Law, Brett helps public and private sector employers resolve issues in a prompt and efficient manner. Brett is a frequent speaker on labor and employment law and human resources matters and works closely with employers to ensure that their practices comply with federal, state, and local laws.

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