Orlando Employment Lawyer

In a time like this, we understand that you desire an attorney knowledgeable about the intricacies of work law. We will assist you browse this complicated procedure.

We represent employers and employees in disputes and litigation before administrative agencies, federal courts, and state courts. We also represent our clients in arbitrations and mediations.

We Handle the Following Labor and Areas

Here are a few of the issues we can manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equivalent pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can consult with among our staff member about your circumstance.

To speak with a knowledgeable work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we learn more about the case, we will discuss your alternatives. We will likewise:

– Gather evidence that supports your allegations.
– Interview your colleagues, boss, and other related celebrations.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant agency.
– Establish what modifications or accommodations might satisfy your requirements

Your labor and work lawyer’s main goal is to protect your legal rights.

For how long do You Have to File Your Orlando Employment Case?

Employment and labor cases usually do not fall under personal injury law, so the time frame for taking legal action is much shorter than some may anticipate.

Per the EEOC, you usually have up to 180 days to file your case. This timeline could be longer based upon your scenario. You might have 300 days to submit. This makes looking for legal action crucial. If you stop working to file your case within the suitable duration, you might be disqualified to continue.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If an employer violates federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), employment lawsuits might end up being necessary.

Employment litigation includes concerns consisting of (but not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus protected statuses, including sex, impairment, and race

A number of the issues noted above are federal crimes and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who need to take some time from work for certain medical or family reasons. The FMLA enables the worker to depart and go back to their job afterward.

In addition, the FMLA supplies family leave for military service members and their families– if the leave is related to that service member’s military responsibilities.

For the FMLA to apply:

– The employer must have at least 50 employees.
– The employee needs to have worked for the company for at least 12 months.
– The staff member needs to have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is denied leave or retaliated versus for attempting to take leave. For instance, it is unlawful for a company to reject or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a staff member or cancel his medical insurance coverage because he took FMLA leave.
– The employer needs to renew the employee to the position he held when leave started.
– The employer likewise can not bench the employee or transfer them to another location.
– A company needs to inform an employee in writing of his FMLA leave rights, particularly when the employer understands that the employee has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee may be entitled to recover any financial losses suffered, including:

– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures

That amount is doubled if the court or jury discovers that the company acted in bad faith and unreasonably.

Click to contact our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws prohibit discrimination based on:

– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (typically 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

Florida laws specifically prohibit discrimination versus people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the workplace merely due to the fact that of their age. If you have actually been a victim of age discrimination, Bogin, Munns & Munns is here to represent you.

Under the Age Discrimination in Employment Act of 1967, it is illegal to discriminate versus an individual due to the fact that they are over the age of 40. Age discrimination can frequently result in unfavorable emotional results.

Our work and labor lawyers comprehend how this can affect a private, which is why we offer caring and customized legal care.

How Age Discrimination can Emerge

We put our clients’ legal needs before our own, no matter what. You deserve a knowledgeable age discrimination lawyer to safeguard your rights if you are dealing with these situations:

– Restricted task advancement based upon age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination versus opportunities

We can show that age was an identifying consider your company’s choice to deny you particular things. If you feel like you’ve been denied advantages or dealt with unfairly, the employment attorneys at our law company are here to represent you.

Submit a Consultation Request form today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic details is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and health insurance companies from victimizing people if, based upon their hereditary info, they are found to have an above-average threat of establishing serious diseases or conditions.

It is likewise illegal for companies to utilize the genetic info of applicants and employees as the basis for particular decisions, including employment, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating versus applicants and employees on the basis of pregnancy and associated conditions.

The very same law also secures pregnant women against office harassment and protects the very same disability rights for pregnant workers as non-pregnant employees.

Your Veteran Status should not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) secures veterans from discrimination and retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from victimizing staff members and applicants based upon their citizenship status. This includes:

– S. citizens.
– Asylees.
– Refugees.
– Recent irreversible homeowners.
– Temporary residents

However, if an irreversible resident does not look for naturalization within 6 months of becoming eligible, they will not be safeguarded from citizenship status discrimination.

We Protect those Affected by Disability Discrimination

According to the Centers for Disease Control and Prevention (CDC), over 60 million Americans cope with impairments. Unfortunately, numerous companies refuse jobs to these people. Some employers even deny their handicapped workers affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando special needs rights lawyers have substantial understanding and experience litigating disability discrimination cases. We have devoted ourselves to securing the rights of people with disabilities.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on disability is forbidden. Under the ADA, an employer can not discriminate against a candidate based on any physical or psychological restriction.

It is illegal to victimize certified people with specials needs in practically any element of employment, employment including, however not limited to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promos.
– Wages and compensation.
– Benefits

We represent people who have actually been rejected access to employment, education, business, and even federal government centers. If you feel you have been victimized based on an impairment, consider dealing with our Central Florida impairment rights team. We can identify if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have actually been a victim of racial discrimination in the office, let the attorneys at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil liberty Act and is cause for a legal suit.

Some examples of civil liberties offenses consist of:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s chance for task advancement or opportunity based on race
– Victimizing an employee because of their association with people of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all companies and employment agencies.

Sexual harassment laws safeguard staff members from:

– Sexual advances
– Verbal or physical conduct of a sexual nature
– Requests for sexual favors
– Sexual jokes

Employers bear an obligation to preserve an office that is totally free of unwanted sexual advances. Our firm can offer comprehensive legal representation concerning your employment or sexual harassment matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

Our team is here to help you if a worker, coworker, company, or manager in the hospitality market broke federal or regional laws. We can take legal action for work environment violations involving areas such as:

– Wrongful termination
– Discrimination against safeguarded groups
– Disability rights
– FMLA rights

While Orlando is among America’s biggest tourist locations, staff members who work at style parks, hotels, and restaurants should have to have equivalent chances. We can take legal action if your rights were violated in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination involves dealing with people (candidates or workers) unfavorably since they are from a specific country, have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably since they are wed to (or employment associated with) a person of a certain nationwide origin. Discrimination can even occur when the worker and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any element of work, including:

– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment

It is unlawful to harass an individual because of his/her national origin. Harassment can include, for example, offensive or derogatory remarks about an individual’s nationwide origin, employment accent, or ethnic culture.

Although the law doesn’t forbid simple teasing, offhand comments, or isolated events, harassment is prohibited when it produces a hostile workplace.

The harasser can be the victim’s supervisor, a colleague, or somebody who is not an employee, such as a customer or customer.

 » English-Only » Rules Are Illegal

The law makes it unlawful for an employer to implement policies that target particular populations and are not required to the operation of the organization. For example, an employer can not require you to talk without an accent if doing so would not restrain your job-related responsibilities.

A company can just need an employee to speak fluent English if this is essential to carry out the job effectively. So, for instance, your employer can not avoid you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related suits in spite of their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are complex and altering all the time. It is critical to consider partnering with a labor and employment lawyer in Orlando. We can browse your tight spot.

Our attorneys represent employers in litigation before administrative firms, federal courts, and state courts. As noted, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you discover yourself the topic of a labor and work lawsuit, here are some scenarios we can help you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment compensation claims
– And other matters

We comprehend employment litigation is charged with emotions and negative publicity. However, we can assist our customers reduce these negative impacts.

We likewise can be proactive in assisting our customers with the preparation and maintenance of worker handbooks and policies for circulation and related training. Many times, this proactive approach will work as an included defense to possible claims.

Contact Bogin, Munns & Munns for more information

We have 13 places throughout Florida. We are pleased to fulfill you in the location that is most hassle-free for you. With our main workplace in Orlando, we have 12 other offices in:

– Clermont
– Cocoa
– Daytona
– Gainesville
– Kissimmee
– Leesburg
– Melbourne
– Ocala
– Orange City
– Cloud
– Titusville
– The Villages

Our labor and employment attorneys are here to help you if a worker, colleague, employer, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both employees and companies).

We will evaluate your answers and provide you a call. During this short conversation, a lawyer will discuss your present scenario and legal choices. You can likewise contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my disability? It depends on the employee to ensure the company knows of the impairment and to let the company understand that an accommodation is required.

It is not the employer’s duty to acknowledge that the employee has a need initially.

Once a request is made, the worker and the company requirement to collaborate to find if accommodations are in fact required, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose only one unhelpful alternative and after that decline to offer further choices, and staff members can not decline to describe which tasks are being hampered by their disability or refuse to provide medical proof of their impairment.

If the worker refuses to provide relevant medical proof or discuss why the accommodation is needed, the company can not be held liable for not making the lodging.

Even if an individual is filling out a job application, a company may be needed to make accommodations to help the applicant in filling it out.

However, like an employee, the candidate is accountable for letting the company understand that a lodging is needed.

Then it depends on the employer to work with the candidate to finish the application procedure.

– Does a prospective employer have to tell me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to provide any factor when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII safeguards individuals from discrimination in elements of work, consisting of (but not limited to) pay, category, termination, hiring, employment training, recommendation, promo, and benefits based on (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.

– As a company owner I am being taken legal action against by among my former workers. What are my rights? Your rights consist of a capability to vigorously protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.

However, you must have an employment legal representative help you with your assessment of the level of liability and potential damages dealing with the company before you decide on whether to combat or settle.

– How can an Attorney protect my services if I’m being unjustly targeted in an employment related suit? It is always best for an employer to speak with a work attorney at the beginning of a problem instead of waiting till fit is filed. Often times, the legal representative can head-off a potential claim either through settlement or formal resolution.

Employers likewise have rights not to be taken legal action against for pointless claims.

While the problem of proof is upon the employer to show to the court that the claim is unimportant, if effective, and the employer wins the case, it can produce a right to an award of their lawyer’s fees payable by the employee.

Such right is usually not otherwise available under many work law statutes.

– What must an employer do after the company receives notification of a claim? Promptly call a work legal representative. There are substantial deadlines and other requirements in reacting to a claim that require know-how in employment law.

When meeting with the lawyer, have him explain his viewpoint of the liability dangers and level of damages.

You ought to also develop a strategy of action regarding whether to attempt an early settlement or combat all the method through trial.

– Do I need to confirm the citizenship of my employees if I am a little service owner? Yes. Employers in the U.S. need to verify both the identity and the employment eligibility of each of their workers.

They need to also confirm whether or not their employees are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and examine the workers sent documents declaring eligibility.

By law, the company must keep the I-9 kinds for all staff members until 3 years after the date of employing, or up until 1 year after termination (whichever comes last).

– I pay a few of my workers an income. That means I do not have to pay them overtime, correct? No, paying a staff member a true wage is however one action in correctly categorizing them as exempt from the overtime requirements under federal law.

They should likewise fit the « duties test » which needs particular job duties (and absence of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible private companies are needed to provide leave for selected military, family, and medical factors.