Orlando Employment Lawyer

In a time like this, we understand that you desire a lawyer familiar with the complexities of work law. We will assist you browse this complex process.

We represent companies and workers in disagreements 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 issues we can manage in your place:

Wrongful termination
– Breach of agreement
– 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, religious beliefs, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can talk with one of our team members about your circumstance.

To seek advice from a knowledgeable employment law attorney 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 allegations.
– Interview your colleagues, manager, and other associated celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
– Establish what changes or lodgings could satisfy your needs

Your labor and employment attorney’s main objective is to safeguard your legal rights.

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

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

Per the EEOC, you usually have up to 180 days to submit your case. This timeline might be longer based on your scenario. You might have 300 days to file. This makes seeking legal action vital. If you fail to file your case within the appropriate duration, you might be disqualified to proceed.

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 become necessary.

Employment litigation includes issues consisting of (but not restricted to):

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

A number of the problems listed above are federal crimes and ought to be taken very 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 family reasons. The FMLA enables the worker to depart and go back to their task later.

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

For the FMLA to apply:

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

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is rejected leave or struck back against for trying to depart. For instance, it is unlawful for a company to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a worker or cancel his medical insurance because he took FMLA leave.
– The company needs to renew the employee to the position he held when leave started.
– The company also can not bench the employee or move them to another location.
– An employer needs to notify a worker in writing of his FMLA leave rights, especially when the company knows that the worker has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

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

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

That quantity 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 on:

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

Florida laws specifically forbid discrimination versus individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the workplace simply since 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 a private due to the fact that they are over the age of 40. Age discrimination can typically cause unfavorable emotional effects.

Our work and labor attorneys understand how this can impact a private, which is why we offer caring and individualized legal care.

How Age Discrimination can Emerge

We place our customers’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are facing these circumstances:

– Restricted task improvement based upon age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus privileges

We can prove that age was a determining factor in your employer’s choice to deny you specific things. If you feel like you have actually been denied benefits or dealt with unjustly, the employment 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 hereditary information is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance business from victimizing people if, based upon their hereditary details, they are found to have an above-average threat of developing severe illnesses or conditions.

It is likewise illegal for companies to utilize the hereditary information of candidates and workers as the basis for particular decisions, consisting of employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also secures pregnant ladies against work environment harassment and protects the same disability rights for pregnant employees as non-pregnant staff members.

Your Veteran Status must not Matter in the Workplace

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

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will examine your scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from discriminating against staff members and candidates based on their citizenship status. This includes:

– S. residents.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary locals

However, if an irreversible local does not apply 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 deal with disabilities. Unfortunately, numerous companies refuse jobs to these individuals. Some employers even deny their handicapped employees affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando special needs rights legal representatives have substantial understanding and experience litigating special needs discrimination cases. We have devoted 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 on disability is forbidden. Under the ADA, an employer can not discriminate against a candidate based upon any physical or mental constraint.

It is prohibited to discriminate against certified people with disabilities in almost any aspect of employment, including, however not restricted to:

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

We represent individuals who have actually been rejected access to employment, education, service, and even federal government facilities. If you feel you have actually been victimized based on a disability, consider dealing with our Central Florida impairment rights group. We can determine 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 work environment, 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 companies based on race is a violation of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties infractions consist of:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s possibility for job improvement or opportunity based upon race
– Discriminating against a staff member because of their association with individuals of a particular race or ethnicity

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all employers and employment agencies.

Unwanted sexual advances laws safeguard employees from:

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

Employers bear a duty to preserve a work environment that is complimentary of unwanted sexual advances. Our firm can supply comprehensive legal representation regarding your work or unwanted sexual advances matter.

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

Our group is here to assist you if a staff member, colleague, company, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for office violations including locations such as:

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

While Orlando is among America’s most significant traveler locations, workers who operate at amusement park, hotels, and dining establishments are worthy of to have level playing fields. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination includes dealing with individuals (applicants or staff members) unfavorably because they are from a particular nation, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can include treating people unfavorably because they are wed to (or associated with) an individual of a certain nationwide origin. Discrimination can even occur when the worker and employer are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any aspect of employment, consisting of:

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

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

Although the law does not prohibit easy teasing, offhand remarks, or isolated occurrences, harassment is prohibited when it creates a hostile workplace.

The harasser can be the victim’s manager, a coworker, or somebody who is not a staff member, employment such as a client or customer.

” English-Only” Rules Are Illegal

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

A company can just require an employee to speak fluent English if this is necessary to carry out the job successfully. So, for instance, your employer 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 discover themselves the target of employment-related claims regardless of their finest practices. Some claims likewise subject the company officer to personal liability.

Employment laws are intricate and changing all the time. It is vital to consider partnering with a labor and employment attorney in Orlando. We can navigate your challenging circumstance.

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

We Can Help with the Following Issues

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

– Unlawful termination
– Breach of contract
– 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 contracts
– Unemployment settlement claims
– And other matters

We comprehend employment lawsuits is charged with feelings and unfavorable publicity. However, we can help our clients reduce these negative effects.

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

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We more than happy to meet you in the place that is most convenient for employment you. With our main workplace 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 worker, colleague, employer, or supervisor 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 evaluate your responses and offer you a call. During this short discussion, an attorney will review your existing situation 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 company accommodates my special needs? It depends on the worker to make sure the company knows of the special needs and to let the employer know that a lodging is needed.

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

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

Both parties have a duty to be cooperative.

A company can not propose only one unhelpful option and after that decline to offer more alternatives, and staff members can not refuse to explain which tasks are being hindered by their disability or refuse to give medical proof of their impairment.

If the worker declines to give appropriate medical proof or explain why the accommodation is needed, the company can not be held liable for not making the lodging.

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

However, like a worker, the applicant is accountable for letting the company understand that a lodging is needed.

Then it depends on the employer to work with the candidate to complete the application process.

– Does a possible company have to inform me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal groups not to offer any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, employment Title VII safeguards people from discrimination in aspects of work, including (but not restricted to) pay, classification, termination, employing, work training, referral, promotion, and benefits 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 sued by among my previous employees. What are my rights? Your rights consist of a capability to intensely safeguard the claim. Or, if you perceive there to be liability, you have every right to participate in settlement discussions.

However, you need to have an employment lawyer assist you with your assessment of the degree of liability and possible damages facing the business before you decide on whether to eliminate or settle.

– How can an Attorney protect my businesses if I’m being unfairly targeted in a work related suit? It is always best for a company to talk to a work legal representative at the beginning of an issue rather than waiting until match is filed. Lot of times, the legal representative 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 evidence is upon the employer to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can create a right to an award of their lawyer’s costs payable by the employee.

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

– What must a company do after the employer receives notification of a claim? Promptly contact a work attorney. There are considerable due dates and other requirements in responding to a claim that need know-how in work law.

When meeting with the attorney, have him explain his opinion of the liability dangers and level of damages.

You ought to likewise develop a strategy of action as to whether to try an early settlement or fight all the method 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. need to confirm both the identity and the work eligibility of each of their employees.

They should also validate whether their workers are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and look over the employees submitted paperwork declaring eligibility.

By law, the employer needs to keep the I-9 types for all workers 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 salary. That implies I do not need to pay them overtime, fix? No, paying an employee a true wage is however one action in properly classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the “duties 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 employers? Under the Family and Medical Leave Act (FMLA), qualified private employers are required to provide leave for chosen military, household, and medical factors.