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 navigate this complex procedure.

We represent companies and employees in conflicts and litigation before administrative agencies, federal courts, and state courts. We also represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the issues 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, faith, employment equivalent pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

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

To talk to an experienced work 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 discover more about the case, we will discuss your options. We will also:

– Gather proof that supports your accusations.
– Interview your coworkers, manager, and other related celebrations.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent agency.
– Establish what changes or accommodations might meet your needs

Your labor and work attorney’s main goal is to safeguard your legal rights.

The length of time do You Need To File Your Orlando Employment Case?

Employment and labor cases normally 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 normally have up to 180 days to submit your case. This timeline might be longer based upon your situation. You might have 300 days to submit. This makes looking for legal action vital. If you fail to submit your case within the suitable period, you could 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), employment litigation may end up being needed.

Employment litigation involves concerns including (but not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against safeguarded statuses, consisting of sex, impairment, and race

Much of the problems listed above are federal criminal activities and must be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who require to take some time from work for certain medical or household factors. The FMLA allows the employee to take leave and go back to their job afterward.

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

For the FMLA to use:

– The company needs to have at least 50 workers.
– The worker needs to have worked for the company for at least 12 months.
– The worker must have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is denied leave or retaliated against for attempting to take leave. For example, it is unlawful for an employer to deny or discourage a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire an employee or cancel his medical insurance because he took FMLA leave.
– The employer should reinstate the employee to the position he held when leave began.
– The employer likewise can not bench the staff member or transfer them to another place.
– A company needs to notify a staff member in writing of his FMLA leave rights, especially when the employer understands that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, a staff member might be entitled to recover 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 company 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 forbid discrimination based on:

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

Florida laws particularly restrict discrimination against people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the office simply 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, employment it is illegal to victimize a specific because they are over the age of 40. Age discrimination can often cause negative emotional results.

Our work and labor lawyers understand how this can impact an individual, which is why we supply thoughtful and tailored legal care.

How Age Discrimination can Present Itself

We place our customers’ legal requirements before our own, no matter what. You are worthy of an experienced age discrimination attorney to safeguard your rights if you are facing these situations:

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

We can prove that age was an identifying consider your employer’s choice to deny you specific things. If you seem like you’ve been denied benefits or dealt with unjustly, the work attorneys at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts employers and health insurance coverage companies from victimizing individuals if, based upon their hereditary information, they are found to have an above-average threat of developing severe health problems or conditions.

It is also illegal for employers to use the hereditary information of candidates and staff members as the basis for specific decisions, consisting of employment, promotion, employment and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids companies from victimizing applicants and employees on the basis of pregnancy and associated conditions.

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

Your Veteran Status should 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 advantages

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from victimizing staff members and candidates based on their citizenship status. This includes:

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

However, if an irreversible homeowner does not make an application for naturalization within 6 months of ending up being eligible, they will not be secured 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 specials needs. Unfortunately, many employers refuse tasks to these people. Some employers even deny their handicapped workers reasonable accommodations.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights lawyers have extensive understanding and experience litigating special needs discrimination cases. We have actually 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 disability is prohibited. Under the ADA, an employer can not victimize a candidate based upon any physical or psychological restriction.

It is illegal to discriminate versus certified people with impairments in practically any aspect of work, consisting of, but not restricted to:

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

We represent individuals who have been rejected access to employment, education, business, and even federal government facilities. If you feel you have actually been victimized based upon an impairment, consider working with our Central Florida impairment rights group. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 prohibits discrimination based on an individual’s skin color. Any actions or harassment by companies based upon race is a violation of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties violations include:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for job improvement or opportunity based on race
– Victimizing an employee since of their association with individuals of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to practically all companies and employment companies.

Unwanted sexual advances laws protect employees from:

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

Employers bear a duty to maintain a work environment that is devoid of sexual harassment. Our firm can offer comprehensive 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 assist you if a staff member, coworker, employer, employment or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment infractions involving areas such as:

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

While Orlando is one of America’s biggest traveler locations, workers who operate at amusement park, hotels, and restaurants deserve to have level playing fields. 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 involves dealing with individuals (candidates or staff members) unfavorably because they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination likewise can include dealing with people unfavorably due to the fact that they are married to (or related to) a person of a specific nationwide origin. Discrimination can even occur when the employee and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of employment, including:

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

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

Although the law does not forbid basic teasing, offhand comments, or employment separated events, harassment is prohibited when it develops a hostile work environment.

The harasser can be the victim’s supervisor, a colleague, or somebody who is not a staff member, such as a client or consumer.

» English-Only» Rules Are Illegal

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

A company can only need a worker to speak proficient English if this is essential to perform the job effectively. So, for example, your employer can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

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

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

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

We Can Help with the Following Issues

If you find yourself the topic of a labor and employment lawsuit, here are some circumstances 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, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment compensation claims
– And other matters

We understand employment lawsuits is charged with emotions and unfavorable promotion. However, we can assist our clients lessen these negative results.

We likewise can be proactive in helping our customers with the preparation and upkeep of staff member handbooks and policies for circulation and related training. Often times, this proactive method will work as an included defense to possible claims.

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We enjoy to meet you in the area that is most convenient 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 work lawyers 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 complete our online Employment Law Questionnaire (for both staff members and companies).

We will evaluate your answers and provide you a call. During this short conversation, an attorney will review your existing 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 sure my company accommodates my disability? It is up to the staff member to make certain the company understands of the disability and to let the employer know that an accommodation is required.

It is not the company’s responsibility to recognize that the worker has a requirement initially.

Once a demand is made, the staff member and employment the company need to interact to find if lodgings are in fact essential, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose only one unhelpful choice and then decline to provide additional alternatives, and staff members can not refuse to discuss which duties are being impeded by their special needs or refuse to offer medical proof of their disability.

If the staff member refuses to provide pertinent medical evidence or describe why the accommodation is required, the employer can not be held accountable for not making the lodging.

Even if a person is filling out a job application, a company may be required to make accommodations to assist the applicant in filling it out.

However, like a staff member, the applicant is accountable for letting the employer understand that a lodging is required.

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

– Does a prospective company need to inform me why I didn’t get the task? No, they do not. Employers might even be instructed by their legal teams not to offer any factor when delivering the bad news.

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

– As an entrepreneur I am being taken legal action against by among my previous workers. What are my rights? Your rights include an ability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.

However, you should have an employment legal representative help you with your assessment of the extent of liability and possible damages dealing with the business before you make a decision on whether to eliminate or settle.

– How can a Lawyer protect my businesses if I’m being unfairly targeted in a work associated suit? It is always best for a company to speak with a work attorney at the inception of a problem instead of waiting up until fit is submitted. 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 unimportant claims.

While the concern of evidence is upon the company to show to the court that the claim is pointless, if effective, and the company wins the case, it can develop a right to an award of their attorney’s fees payable by the worker.

Such right is usually not otherwise readily available under the majority of employment law statutes.

– What must an employer do after the company gets notification of a claim? Promptly contact an employment legal representative. There are substantial due dates and other requirements in reacting to a claim that require competence in work law.

When conference with the attorney, have him discuss his opinion of the liability risks and level of damages.

You should also establish a strategy regarding whether to try an early settlement or fight all the way through trial.

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

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

An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the workers sent paperwork alleging eligibility.

By law, the employer needs to keep the I-9 forms for all employees until 3 years after the date of hiring, or until 1 year after termination (whichever comes last).

– I pay a few of my employees a salary. That implies I do not have to pay them overtime, remedy? No, paying a staff member a real income is but one step in properly classifying them as exempt from the overtime requirements under federal law.

They should also fit the «responsibilities test» which needs specific job responsibilities (and lack of others) before they can be considered exempt under the law.

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