Orlando Employment Lawyer

In a time like this, we understand that you desire an attorney acquainted with the intricacies of work law. We will assist you navigate this complex process.

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

We Handle the Following Labor and Employment Practice Areas

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

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, religious beliefs, equivalent pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

Today, you can talk to among our staff member about your situation.

To talk to a skilled employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm 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 accusations.
– Interview your coworkers, boss, and other associated celebrations.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
– Establish what changes or accommodations might fulfill your requirements

Your labor and employment legal representative’s primary goal is to protect your legal rights.

How Long do You Need To File Your Orlando Employment Case?

Employment and labor cases generally do not fall under accident law, so the time frame for taking legal action is much shorter than some might anticipate.

Per the EEOC, you typically have up to 180 days to file your case. This timeline could be longer based upon your situation. You might have 300 days to submit. This makes looking for legal action vital. If you stop working to file your case within the suitable period, 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 breaks 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 litigation may become necessary.

Employment litigation includes issues including (but not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, including sex, impairment, and race

A lot of the concerns noted above are federal crimes and must be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to staff members who need to take some time from work for particular medical or family reasons. The FMLA permits the employee to depart and go back to their job later.

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 responsibilities.

For the FMLA to apply:

– The employer needs to have at least 50 staff members.
– The employee needs to have worked for the company for a minimum of 12 months.
– The worker should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when a worker is rejected leave or struck back versus for attempting to take leave. For instance, it is unlawful for a company to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a staff member or employment cancel his medical insurance because he took FMLA leave.
– The employer must reinstate the employee to the position he held when leave began.
– The employer likewise can not demote the worker or move them to another location.
– An employer needs to alert an employee in writing of his FMLA leave rights, particularly when the company is mindful that the staff member has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member may be entitled to recover any financial losses suffered, consisting of:

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

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

Click to contact our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws restrict discrimination based on:

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

Florida laws particularly prohibit discrimination versus people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the workplace just because 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 victimize a specific since they are over the age of 40. Age discrimination can frequently cause unfavorable psychological impacts.

Our employment and labor lawyers understand how this can impact a specific, which is why we supply thoughtful and customized legal care.

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are dealing with these scenarios:

– Restricted job advancement based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination versus benefits

We can show that age was a determining consider your company’s decision to deny you certain things. If you feel like you have actually been rejected privileges or dealt with unjustly, the work lawyers at our law firm are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

upon 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 coverage companies from discriminating versus individuals if, based on their genetic details, they are discovered to have an above-average threat of establishing major illnesses or conditions.

It is likewise unlawful for companies to utilize the hereditary details of applicants 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 forbids employers from discriminating versus candidates and workers on the basis of pregnancy and related conditions.

The very same law also safeguards pregnant women versus work environment harassment and secures the exact same disability rights for pregnant employees as non-pregnant employees.

Your Veteran Status ought to 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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will examine your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from victimizing employees and applicants based on their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent permanent residents.
– Temporary residents

However, if an irreversible homeowner does not use for naturalization within six months of ending up being 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 disabilities. Unfortunately, numerous companies decline jobs to these people. Some employers even reject their handicapped staff members affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando impairment rights lawyers have substantial knowledge and experience litigating impairment discrimination cases. We have committed ourselves to safeguarding the rights of people with impairments.

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 discriminate versus a candidate based upon any physical or mental limitation.

It is prohibited to discriminate against certified people with specials needs in almost any element of employment, consisting of, however not restricted to:

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

We represent people who have actually been denied access to work, education, organization, and even federal government centers. If you feel you have actually been discriminated versus based on a disability, think about dealing with our Central Florida disability rights group. We can identify if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 restricts discrimination based on a person’s skin color. Any actions or harassment by companies based upon race is an offense of the Civil Rights Act and is cause for a legal match.

Some examples of civil liberties infractions consist of:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s chance for task development or opportunity based on race
– Discriminating versus an employee due to the fact that of their association with people of a certain race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to essentially all companies and employment service.

Sexual harassment laws secure workers from:

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

Employers bear a duty to maintain a workplace that is without unwanted sexual advances. Our company can provide thorough legal representation regarding your employment or unwanted sexual advances matter.

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

Our group is here to help you if an employee, coworker, company, or manager in the hospitality industry broke federal or regional laws. We can take legal action for work environment infractions involving locations such as:

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

While Orlando is one of America’s biggest tourist destinations, employees who work at theme parks, hotels, and restaurants should have to have equal chances. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination includes treating individuals (applicants or workers) unfavorably since they are from a specific nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination also can include dealing with individuals unfavorably due to the fact that they are married to (or related to) an individual of a specific nationwide origin. Discrimination can even happen when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of work, consisting of:

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

It is illegal to harass an individual since of his or her national origin. Harassment can consist of, for instance, offensive or derogatory remarks about a person’s nationwide origin, accent, or ethnic culture.

Although the law does not prohibit basic teasing, offhand remarks, or isolated occurrences, harassment is illegal when it develops a hostile workplace.

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

” English-Only” Rules Are Illegal

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

An employer can only need a staff member to speak fluent English if this is essential to carry out the job effectively. So, for example, your company can not prevent 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 claims regardless of their best practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complicated and altering all the time. It is critical to consider partnering with a labor and employment attorney in Orlando. We can navigate your tough situation.

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

We Can Aid With the Following Issues

If you discover yourself the subject of a labor and work suit, here are some circumstances we can assist you with:

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

We understand work lawsuits is charged with feelings and negative publicity. However, we can assist our clients minimize these negative results.

We also can be proactive in assisting our clients with the preparation and upkeep of employee handbooks and policies for circulation and associated training. Often times, this proactive method will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We are happy to meet you in the area 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 work lawyers are here to assist you if a staff member, colleague, employer, or supervisor employment broke federal or local laws.

Start Your Case Review Today

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

We will review your responses and provide you a call. During this brief conversation, an attorney will discuss your current circumstance and legal alternatives. You can likewise call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my impairment? It is up to the employee to ensure the employer knows of the special needs and to let the employer understand that an accommodation is needed.

It is not the employer’s responsibility to acknowledge that the worker has a requirement initially.

Once a demand is made, the worker and the employer need to collaborate to find if accommodations are really required, and if so, what they will be.

Both parties have a duty to be cooperative.

A company can not propose just one unhelpful choice and then refuse to provide further options, and staff members can not decline to discuss which tasks are being restrained by their disability or refuse to offer medical proof of their special needs.

If the employee refuses to provide pertinent medical evidence or discuss why the accommodation is needed, the company can not be held responsible for not making the lodging.

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

However, like a staff member, the candidate is responsible for letting the company know that a lodging is needed.

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

– Does a potential employer have to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal teams not to give any factor when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards individuals from discrimination in aspects of work, including (but not restricted to) pay, classification, termination, employing, work training, recommendation, promotion, and advantages based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being taken legal action against by one of my former staff members. What are my rights? Your rights consist of an ability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you ought to have a work legal representative assist you with your assessment of the extent of liability and possible damages dealing with the company before you decide on whether to combat or settle.

– How can an Attorney protect my businesses if I’m being unfairly targeted in a work associated claim? It is always best for an employer to speak to an employment legal representative at the beginning of a problem instead of waiting until suit is submitted. Sometimes, the legal representative can head-off a potential claim either through settlement or official resolution.

Employers also have rights not to be demanded frivolous claims.

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

Such right is generally not otherwise offered under many employment law statutes.

– What must a company do after the company receives notification of a claim? Promptly call a work attorney. There are substantial deadlines and other requirements in responding to a claim that require proficiency in employment law.

When meeting with the attorney, have him explain his viewpoint of the liability risks and degree of damages.

You ought to also establish a plan of action regarding whether to try an early settlement or fight all the method through trial.

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

They should likewise confirm whether their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and look over the workers submitted paperwork declaring eligibility.

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

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

They need to likewise fit the “duties test” which needs certain job duties (and absence of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), qualified personal employers are required to offer leave for selected military, family, and medical reasons.