Orlando Employment Lawyer

In a time like this, we comprehend that you want a legal representative knowledgeable about the complexities of employment law. We will assist you navigate this complex process.

We represent employers and workers in disputes and litigation before administrative firms, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the problems we can manage in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of purported 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 disabilities.
– Harassment

Today, you can consult with one of our employee about your circumstance.

To seek advice from with a skilled employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we discover more about the case, we will discuss your choices. We will also:

– Gather proof that supports your accusations.
– Interview your colleagues, manager, and other related parties.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
– Establish what modifications or accommodations could satisfy your needs

Your labor and employment lawyer’s primary objective is to safeguard your legal rights.

The length of time do You Have to File Your Orlando Employment Case?

Employment and labor cases typically do not fall under accident law, so the time frame for employment taking legal action is much shorter than some may expect.

Per the EEOC, you typically have up to 180 days to file your case. This timeline might be longer based on your situation. You could have 300 days to file. This makes seeking legal action essential. If you stop working to submit your case within the suitable period, you could be disqualified to proceed.

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

We Can Manage Your Employment Litigation Case

If a company breaches 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 become necessary.

Employment lawsuits includes issues consisting of (however not limited to):

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

Much of the concerns noted above are federal crimes and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who require to take time from work for particular medical or household reasons. The FMLA permits the staff member to depart and go back to their task afterward.

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

For the FMLA to apply:

– The employer should have at least 50 employees.
– The worker should have worked for the employer for at least 12 months.
– The staff member needs to have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a worker is denied leave or struck back against for trying to depart. For instance, it is illegal for a company to reject or discourage an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a worker or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The company should renew the worker to the position he held when leave started.
– The employer also can not demote the staff member or move them to another area.
– An employer needs to inform an employee in writing of his FMLA leave rights, particularly when the company knows that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, a staff member may be entitled to recuperate any financial losses suffered, including:

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

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

Click to call our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws restrict discrimination based upon:

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

Florida laws particularly restrict discrimination against individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the work environment simply due to the fact that of their age. If you’ve 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 negative psychological effects.

Our employment and labor lawyers comprehend how this can affect a specific, which is why we provide compassionate and tailored legal care.

How Age Discrimination can Emerge

We place our clients’ legal requirements before our own, no matter what. You deserve a skilled age discrimination attorney to defend your rights if you are dealing with these situations:

– Restricted task advancement based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against benefits

We can show that age was an identifying consider your employer’s choice to reject you certain things. If you feel like you have actually been denied opportunities or dealt with unjustly, the work lawyers at our law practice are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

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

It is also prohibited for companies to use the hereditary information of candidates and staff members as the basis for specific decisions, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing candidates and staff members on the basis of pregnancy and related conditions.

The very same law also protects pregnant ladies versus work environment harassment and protects the same special needs rights for pregnant staff members as non-pregnant workers.

Your Veteran Status need to not Matter in the Workplace

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

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from victimizing employees and candidates based upon their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent long-term residents.
– Temporary locals

However, if a permanent resident does not use for naturalization within six months of ending up being qualified, they will not be protected 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 deal with disabilities. Unfortunately, many employers decline tasks to these people. Some companies even reject their disabled staff members reasonable lodgings.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights legal representatives have comprehensive understanding and experience litigating impairment discrimination cases. We have dedicated ourselves to protecting the rights of individuals with specials needs.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is prohibited. Under the ADA, a company can not victimize a candidate based upon any physical or mental constraint.

It is unlawful to victimize certified people with specials needs in almost any aspect of employment, consisting of, but not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promotions.
– Wages and settlement.
– Benefits

We represent individuals who have been denied access to employment, education, organization, and even federal government facilities. If you feel you have been victimized based upon a disability, think about dealing with our Central Florida special needs rights team. We can identify if your claim has legal merit.

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 an individual’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil Rights Act and is cause for a legal match.

Some examples of civil liberties violations include:

– Segregating employees based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s possibility for task advancement or opportunity based upon race
– Victimizing a worker due to the fact that of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to virtually all companies and employment service.

Sexual harassment laws secure workers from:

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

Employers bear a duty to maintain a work environment that is devoid of unwanted sexual advances. Our company can supply detailed legal representation regarding your employment or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to help you if an employee, coworker, employer, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment violations including areas such as:

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

While Orlando is among America’s greatest tourist locations, staff members who operate at amusement park, hotels, and dining establishments should have to have equivalent chances. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes dealing with people (candidates or workers) unfavorably due to the fact that they are from a particular nation, have an accent, or seem of a specific ethnic background.

National origin discrimination also can involve treating people unfavorably because they are married to (or connected with) a person of a specific nationwide origin. Discrimination can even happen when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it pertains to any element of work, consisting of:

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

It is illegal to bug an individual because of his or her nationwide origin. Harassment can consist of, for example, offending or bad remarks about an individual’s nationwide origin, accent, or ethnic culture.

Although the law does not restrict simple teasing, offhand comments, or isolated events, harassment is illegal when it creates a hostile workplace.

The harasser can be the victim’s manager, a coworker, or someone who is not a worker, such as a client or customer.

” English-Only” Rules Are Illegal

The law makes it illegal for a company to implement policies that target particular populations and are not required to the operation of business. For circumstances, a company can not require you to talk without an accent if doing so would not impede your occupational responsibilities.

A company can only need a staff member to speak fluent English if this is required 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, employment companies can find themselves the target of employment-related claims in spite of their best practices. Some claims likewise subject the business officer to personal liability.

Employment laws are intricate and changing all the time. It is important to consider partnering with a labor and work lawyer in Orlando. We can navigate your tight spot.

Our lawyers represent employers in lawsuits before administrative firms, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you find yourself the topic of a labor and employment lawsuit, here are some scenarios we can assist you with:

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

We understand work litigation is charged with emotions and negative publicity. However, we can assist our customers reduce these unfavorable effects.

We also can be proactive in helping our clients with the preparation and maintenance of staff member handbooks and policies for distribution and related training. Lot of times, this proactive approach will work as an added defense to possible claims.

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We are delighted to fulfill you in the place that is most hassle-free for you. With our primary office in Orlando, we have 12 other workplaces in:

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

Our labor and employment attorneys are here to assist you if a staff member, colleague, company, or manager broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both staff members and companies).

We will review your answers and provide you a call. During this brief discussion, an attorney will go over your existing circumstance and legal options. You can likewise contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my special needs? It is up to the worker to ensure the company understands of the disability and to let the company know that a lodging is required.

It is not the employer’s obligation to recognize that the staff member has a requirement initially.

Once a request is made, the employee and the company requirement to collaborate to discover if accommodations are really required, and if so, what they will be.

Both parties have a responsibility to be cooperative.

An employer can not propose only one unhelpful option and then refuse to provide additional choices, and staff members can not decline to discuss which duties are being hampered by their impairment or refuse to provide medical evidence of their disability.

If the staff member declines to offer pertinent medical evidence or explain why the lodging is needed, the employer can not be held responsible for not making the accommodation.

Even if a person is completing a task application, an employer might be required to make accommodations to help the candidate in filling it out.

However, like a worker, the candidate is accountable for letting the employer understand that an accommodation is required.

Then it depends on the company to work with the applicant to finish the application procedure.

– Does a potential company have to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal groups not to give any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures individuals from discrimination in elements of work, consisting of (however not limited to) pay, classification, termination, working with, work training, recommendation, promo, and advantages based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a .

– As a company owner I am being sued by one of my previous employees. 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 take part in settlement conversations.

However, you ought to have an employment legal representative help you with your evaluation of the level of liability and possible damages dealing with the company before you make a decision on whether to fight or settle.

– How can an Attorney secure my services if I’m being unfairly targeted in an employment related lawsuit? It is always best for an employer to talk with a work lawyer at the inception of an issue rather than waiting up until suit is submitted. Many times, the legal representative can head-off a prospective claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the problem of evidence is upon the employer to show to the court that the claim is frivolous, if effective, and the employer wins the case, it can create a right to an award of their lawyer’s fees payable by the staff member.

Such right is generally not otherwise available under the majority of work law statutes.

– What must an employer do after the employer gets notification of a claim? Promptly contact a work lawyer. There are significant deadlines and other requirements in reacting to a claim that need competence in work law.

When conference with the lawyer, have him describe his viewpoint of the liability threats and extent of damages.

You should likewise develop a strategy as to whether to attempt an early settlement or fight all the way through trial.

– Do I have to confirm the citizenship of my employees if I am a small company owner? Yes. Employers in the U.S. should verify both the identity and the employment eligibility of each of their employees.

They should also verify whether or not their staff members are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

A company would file an I-9 (Employment Eligibility Verification Form) and examine the employees submitted documentation declaring eligibility.

By law, the employer should keep the I-9 kinds for all workers until 3 years after the date of employing, or until 1 year after termination (whichever comes last).

– I pay some of my workers an income. That implies I do not have to pay them overtime, fix? No, paying a staff member a true salary is but one action in appropriately categorizing them as exempt from the overtime requirements under federal law.

They must likewise fit the “duties test” which requires specific task tasks (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), qualified private companies are needed to provide leave for chosen military, family, and medical factors.