Orlando Employment Lawyer

In a time like this, we understand that you want a legal representative knowledgeable about the intricacies of work law. We will help you browse this complex procedure.

We represent employers and employees in conflicts and lawsuits 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 a few of the concerns we can manage in your place:

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

Today, you can talk with among our group members about your scenario.

To seek advice from with a knowledgeable 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 find out more about the case, we will discuss your options. We will also:

– Gather proof that supports your allegations.
– Interview your colleagues, manager, and other related parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent company.
– Establish what modifications or accommodations might fulfill your requirements

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

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

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

Per the EEOC, you usually have up to 180 days to file your case. This timeline might be longer based upon your scenario. You might have 300 days to file. This makes looking for legal action crucial. If you fail to file your case within the appropriate duration, you could be ineligible to proceed.

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

We Can Manage Your Employment Litigation Case

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

Employment litigation involves problems including (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 against safeguarded statuses, including sex, impairment, and race

A number of the problems noted above are federal criminal offenses and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to take some time from work for specific medical or family factors. The FMLA permits the employee to take leave and go back to their job later.

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

For the FMLA to apply:

– The company needs to have at least 50 employees.
– The worker should have worked for the company for at least 12 months.
– The staff member should 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 worker is denied leave or struck back against for attempting to depart. For example, it is illegal for a company 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 since he took FMLA leave.
– The employer should renew the staff member to the position he held when leave started.
– The company likewise can not bench the worker or transfer them to another place.
– An employer should notify a worker in writing of his FMLA leave rights, employment specifically when the company is mindful that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee might be entitled to recover any financial losses suffered, consisting of:

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

That amount 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 restrict discrimination based on:

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

Florida laws specifically prohibit discrimination against individuals based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office 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 unlawful to discriminate versus a private since they are over the age of 40. Age discrimination can typically cause adverse emotional results.

Our work and labor lawyers comprehend how this can impact a private, which is why we offer compassionate and individualized legal care.

How Age Discrimination can Present Itself

We place our customers’ legal needs before our own, no matter what. You deserve a knowledgeable age discrimination attorney to safeguard your rights if you are dealing with these scenarios:

– Restricted job development based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus opportunities

We can prove that age was a determining factor in your company’s decision to deny you particular things. If you feel like you’ve been rejected advantages or dealt with unfairly, the employment attorneys at our law office are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and medical insurance companies from victimizing individuals if, based on their hereditary info, they are discovered to have an above-average risk of developing serious illnesses or conditions.

It is also illegal for companies to use the genetic information of candidates and workers as the basis for particular choices, including work, promotion, and termination.

You Can not be Victimized if You are Pregnant

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

The same law likewise protects pregnant women versus office harassment and secures the exact same impairment rights for pregnant staff members as non-pregnant staff members.

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 benefits

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from discriminating against staff members and candidates based on their citizenship status. This consists of:

– S. citizens.
– Asylees.
– Refugees.
– Recent permanent locals.
– Temporary citizens

However, if a long-term citizen does not get naturalization within six months of ending up being qualified, 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, many employers refuse tasks to these people. Some employers even deny their disabled employees affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights lawyers have extensive knowledge and experience litigating disability discrimination cases. We have dedicated ourselves to protecting 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 upon special needs is restricted. Under the ADA, an employer can not victimize an applicant based upon any physical or mental limitation.

It is prohibited to discriminate versus certified individuals with disabilities in practically any element of work, consisting of, however not limited to:

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

We represent individuals who have actually been rejected access to work, education, service, and even government centers. If you feel you have been victimized based upon a special needs, think about working with our Central Florida special needs rights team. 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 workplace, let the attorneys at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 restricts discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties violations consist of:

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

We Can Protect You Against Sexual Harassment

Sexual harassment is a form of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to essentially all employers and work companies.

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 a duty to preserve a work environment that is free of unwanted sexual advances. Our company can supply detailed legal representation concerning 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 an employee, colleague, company, or manager in the hospitality industry broke federal or . We can take legal action for workplace violations including locations such as:

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

While Orlando is one of America’s most significant tourist destinations, employees who work at theme parks, hotels, and restaurants are worthy of to have level playing fields. 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 treating people (applicants or staff members) unfavorably due to the fact that they are from a specific country, have an accent, or appear to be of a specific ethnic background.

National origin discrimination likewise can involve dealing with individuals unfavorably because they are married to (or connected with) a person of a particular national origin. Discrimination can even take place when the worker and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any element of employment, including:

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

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

Although the law doesn’t restrict simple teasing, offhand remarks, or isolated events, harassment is prohibited when it produces a hostile work environment.

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

» English-Only» Rules Are Illegal

The law makes it illegal for a company to execute policies that target particular populations and are not necessary to the operation of business. For circumstances, a company can not force you to talk without an accent if doing so would not restrain your job-related tasks.

A company can just require a worker to speak fluent English if this is necessary to perform the task efficiently. 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, employers can find themselves the target of employment-related claims regardless of their best practices. Some claims also subject the company officer to personal liability.

Employment laws are intricate and altering all the time. It is vital to consider partnering with a labor and work legal representative in Orlando. We can navigate your difficult situation.

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

We Can Aid With the Following Issues

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

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

We understand work litigation is charged with emotions and unfavorable promotion. However, we can assist our customers lessen these negative impacts.

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

Contact Bogin, Munns & Munns to find out more

We have 13 locations throughout Florida. We are happy to fulfill you in the location that is most practical 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 attorneys are here to help you if a worker, colleague, employer, or manager broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both workers and employers).

We will examine your answers and provide you a call. During this quick discussion, an attorney will review your present circumstance and legal alternatives. You can likewise contact us to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my impairment? It depends on the staff member to ensure the company understands of the special needs and to let the company know that a lodging is needed.

It is not the company’s responsibility to acknowledge that the worker has a need first.

Once a demand is made, the staff member and the employer requirement to interact to find if lodgings are actually essential, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose only one unhelpful option and after that refuse to use more options, and workers can not refuse to explain which responsibilities are being restrained by their disability or refuse to provide medical proof of their impairment.

If the employee refuses to offer pertinent medical proof or discuss why the lodging is required, the employer can not be held liable for not making the lodging.

Even if a person is filling out a job application, a company might be required to make accommodations to help the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the employer understand that an accommodation is required.

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

– Does a possible employer need to tell me why I didn’t get the task? No, they do not. Employers might even be advised by their legal teams not to provide any factor when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures people from discrimination in elements of employment, including (however not limited to) pay, category, termination, employing, employment training, recommendation, promo, and advantages based upon (amongst other things) the people color, country of origin, race, gender, or status as a veteran.

– As an organization owner I am being taken legal action against by one of my previous employees. What are my rights? Your rights consist of a capability to strongly safeguard the claim. Or, if you perceive there to be liability, you have every right to engage in settlement discussions.

However, you need to have a work attorney help you with your evaluation of the level of liability and prospective damages dealing with the business before you decide on whether to combat or settle.

– How can an Attorney secure my companies if I’m being unfairly targeted in an employment related suit? It is constantly best for an employer to talk with an employment lawyer at the inception of a problem rather than waiting up until match is filed. Often times, the lawyer can head-off a prospective claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded frivolous claims.

While the concern of proof is upon the employer to show to the court that the claim is frivolous, if successful, and the employer wins the case, it can produce a right to an award of their attorney’s charges payable by the staff member.

Such right is typically not otherwise offered under the majority of work law statutes.

– What must an employer do after the company receives notice of a claim? Promptly get in touch with an employment lawyer. There are substantial due dates and other requirements in responding to a claim that require expertise in work law.

When conference with the attorney, have him describe his opinion of the liability dangers and degree of damages.

You need to likewise develop a strategy regarding whether to attempt an early settlement or combat all the method through trial.

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

They need to also validate whether or not their staff members are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and examine the employees submitted documents alleging eligibility.

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

– I pay a few of my employees a salary. That indicates I do not need to pay them overtime, fix? No, paying an employee a true salary is however one action in correctly classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the «duties test» which requires specific job duties (and lack of others) before they can be thought about exempt under the law.

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