Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney familiar with the intricacies of work law. We will assist you browse this complicated procedure.

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 a few of the problems we can handle 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, special needs, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can speak to one of our employee about your circumstance.

To consult with a knowledgeable employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather evidence that supports your accusations.
– Interview your colleagues, boss, and other associated celebrations.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
– Establish what modifications or lodgings could fulfill your requirements

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

How Long do You Have to File Your Orlando Employment Case?

Employment and labor cases typically do not fall under 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 might be longer based on your circumstance. You could have 300 days to submit. This makes seeking legal action vital. If you fail to submit your case within the suitable duration, you might be ineligible 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), work litigation might end up being necessary.

Employment litigation involves problems consisting of (but not restricted to):

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

A number of the problems listed above are federal criminal offenses and should be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who need to take time from work for specific medical or family reasons. The FMLA allows the worker to take leave and go back to their job later.

In addition, the FMLA supplies household leave for military service members and their families– if the leave is associated to that service member’s military commitments.

For the FMLA to use:

– The company must have at least 50 staff members.
– The worker needs to have worked for the employer for at least 12 months.
– The employee 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 emerge when a worker is denied leave or retaliated against for trying to take leave. For instance, it is unlawful for a company to reject or dissuade an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The employer should renew the employee to the position he held when leave started.
– The company also can not demote the employee or transfer them to another area.
– An employer must inform a worker in writing of his FMLA leave rights, especially when the employer is aware that the employee has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a worker may be entitled to recuperate any financial losses suffered, including:

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

That quantity is doubled if the court or jury discovers that the employer 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 forbid 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 particularly prohibit discrimination against people based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the work environment just 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 unlawful to discriminate against a specific because they are over the age of 40. Age discrimination can frequently cause negative emotional effects.

Our employment and labor lawyers understand how this can affect an individual, which is why we provide thoughtful and customized legal care.

How Age Discrimination can Present Itself

We position our customers’ legal needs before our own, no matter what. You deserve a skilled age discrimination lawyer to protect your rights if you are dealing with these scenarios:

– Restricted task development based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination against benefits

We can prove that age was a figuring out consider your employer’s choice to deny you specific things. If you feel like you’ve been denied benefits or treated unjustly, the employment attorneys at our law practice are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law forbids employers and medical insurance business from discriminating against people if, based upon their hereditary information, they are found to have an above-average threat of establishing major diseases or conditions.

It is also unlawful for employers to use the genetic details of applicants and employees as the basis for specific choices, including work, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids companies from discriminating versus candidates and workers on the basis of pregnancy and associated conditions.

The very same law likewise safeguards pregnant ladies against work environment harassment and secures the exact same special needs rights for pregnant staff members as non-pregnant employees.

Your Veteran Status must 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

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

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

However, job if an irreversible citizen does not use for naturalization within six 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 disabilities. Unfortunately, numerous companies refuse jobs to these . Some companies even deny their disabled staff members affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando impairment rights legal representatives have substantial knowledge and experience litigating special needs discrimination cases. We have dedicated ourselves to safeguarding the rights of people with specials needs.

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, a company can not victimize an applicant based upon any physical or job psychological constraint.

It is illegal to victimize certified individuals with disabilities in nearly any aspect of work, consisting of, but not restricted to:

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

We represent individuals who have actually been rejected access to work, education, organization, and even federal government centers. If you feel you have been victimized based upon a disability, think about working with our Central Florida disability rights team. We can determine if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

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

Some examples of civil rights offenses include:

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

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a type of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to practically all employers and work firms.

Sexual harassment laws secure staff members from:

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

Employers bear a duty to keep an office that is complimentary of sexual harassment. Our company can provide thorough legal representation regarding your employment or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to help you if a staff member, colleague, company, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for workplace infractions including locations such as:

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

While Orlando is among America’s biggest tourist locations, workers who operate at amusement park, hotels, and dining establishments should have to have level playing fields. 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 individuals (candidates or workers) unfavorably since they are from a particular nation, have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can involve dealing with individuals unfavorably since they are married to (or related to) a person of a specific nationwide origin. Discrimination can even take place when the staff member and employer are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any element of work, including:

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

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

Although the law does not restrict easy teasing, offhand remarks, or separated events, harassment is prohibited when it creates a hostile workplace.

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

» English-Only» Rules Are Illegal

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

An employer can just need an employee to speak proficient English if this is necessary to carry out the job successfully. So, for instance, your company can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can find themselves the target of employment-related lawsuits despite their best practices. Some claims also subject the business officer to individual liability.

Employment laws are intricate and altering all the time. It is important to consider partnering with a labor and work attorney in Orlando. We can navigate your difficult circumstance.

Our attorneys represent companies in lawsuits before administrative companies, federal courts, and state courts. As kept in mind, we likewise 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 situations we can help you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment settlement claims
– And other matters

We understand work litigation is charged with feelings and negative publicity. However, we can help our clients lessen these unfavorable impacts.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We more than happy to fulfill you in the area that is most hassle-free for you. With our primary office 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 assist you if an employee, colleague, employer, job or manager 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 examine your answers and provide you a call. During this brief discussion, a lawyer will discuss your present scenario and legal alternatives. You can likewise call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my employer accommodates my disability? It is up to the staff member to make sure the employer knows of the disability and to let the company understand that a lodging is required.

It is not the company’s obligation to acknowledge that the employee has a requirement initially.

Once a demand is made, the employee and the company requirement to work together to find if lodgings are in fact required, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose only one unhelpful choice and after that refuse to offer more options, and workers can not refuse to discuss which responsibilities are being hindered by their special needs or refuse to give medical evidence of their impairment.

If the staff member refuses to give pertinent medical proof or explain why the lodging is needed, the employer can not be held accountable for not making the lodging.

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

However, like an employee, the applicant is accountable for letting the company understand that an accommodation is needed.

Then it is up to the company to deal with the applicant to complete the application process.

– Does a possible company need to tell me why I didn’t get the job? No, they do not. Employers may even be advised by their legal teams not to provide any factor when delivering 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 elements of employment, consisting of (however not limited to) pay, classification, termination, working with, employment training, referral, promo, and advantages based on (to name a few things) the people color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by one of my former workers. What are my rights? Your rights consist of an ability to intensely defend the claim. Or, if you view there to be liability, you have every right to participate in settlement discussions.

However, you ought to have a work attorney assist you with your appraisal of the extent of liability and potential damages dealing with the business before you decide on whether to combat or settle.

– How can an Attorney secure my services if I’m being unfairly targeted in an employment related suit? It is always best for a company to talk to a work legal representative at the creation of a problem instead of waiting until fit is filed. Sometimes, the lawyer can head-off a potential claim either through negotiation or official resolution.

Employers also have rights not to be taken legal action against for unimportant claims.

While the burden of proof is upon the employer to prove to the court that the claim is pointless, if effective, and the company wins the case, it can produce a right to an award of their attorney’s fees payable by the staff member.

Such right is typically not otherwise offered under most employment law statutes.

– What must a company do after the employer gets notice of a claim? Promptly contact a work lawyer. There are significant deadlines and other requirements in reacting to a claim that require expertise in employment law.

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

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

– Do I need to verify the citizenship of my staff members if I am a small business owner? Yes. Employers in the U.S. must verify both the identity and the work eligibility of each of their employees.

They should also verify whether their employees are U.S. people. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the employees submitted documents declaring eligibility.

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

– I pay a few of my workers an income. That suggests I do not need to pay them overtime, correct? No, paying a staff member a true income is but one step in properly categorizing them as exempt from the overtime requirements under federal law.

They need to also fit the «responsibilities test» which requires specific task responsibilities (and lack of others) before they can be thought about 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 supply leave for selected military, household, and medical factors.