Orlando Employment Lawyer

In a time like this, we understand that you desire a lawyer familiar with the intricacies of work law. We will help you browse this complicated process.

We represent companies and employees 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 a few of the concerns we can handle in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religion, equivalent pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can consult with one of our employee about your scenario.

To seek advice from with 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 alternatives. We will also:

– Gather evidence that supports your accusations.
– Interview your coworkers, manager, and other related parties.
– Determine how state and laws use to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant company.
– Establish what modifications or accommodations could meet your requirements

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

How Long do You Need 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 might anticipate.

Per the EEOC, you usually have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You might have 300 days to submit. This makes seeking legal action important. If you stop working to submit your case within the appropriate duration, 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 breaches 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 lawsuits may become necessary.

Employment lawsuits includes problems including (but not limited to):

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

Much of the concerns listed above are federal crimes and should be taken extremely seriously.

We Can Defend Your FMLA Rights

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

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

For the FMLA to apply:

– The employer should have at least 50 employees.
– The employee needs to have worked for the company for at least 12 months.
– The employee should have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when a staff member is denied leave or retaliated versus for trying to depart. For example, it is unlawful for a company to deny or discourage an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a staff member or cancel his medical insurance because he took FMLA leave.
– The employer must renew the employee to the position he held when leave started.
– The company also can not bench the staff member or transfer them to another area.
– An employer needs to notify a worker in writing of his FMLA leave rights, specifically when the company understands that the staff member has an urgent need for employment leave.

Compensable Losses in FMLA Violation Cases

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

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

That amount is doubled if the court or jury finds 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 prohibit discrimination based upon:

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

Florida laws specifically forbid discrimination against individuals 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 workplace merely due to the fact that 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 an individual because they are over the age of 40. Age discrimination can frequently cause unfavorable psychological impacts.

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

How Age Discrimination can Emerge

We place our clients’ legal needs before our own, no matter what. You deserve a skilled age discrimination attorney to safeguard your rights if you are facing these circumstances:

– Restricted job development based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination versus privileges

We can show that age was a figuring out aspect in your employer’s choice to reject you specific things. If you feel like you have actually been rejected opportunities or dealt with unjustly, the work lawyers at our law firm 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 details is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts employers and health insurance coverage companies from victimizing individuals if, based on their hereditary info, they are discovered 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 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 forbids employers from discriminating versus candidates and employees on the basis of pregnancy and associated conditions.

The very same law likewise secures pregnant women versus workplace harassment and protects the exact same special needs 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) safeguards veterans from discrimination and retaliation in regard to:

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from victimizing workers and applicants based on their citizenship status. This consists of:

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

However, if a permanent citizen does not make an application 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 live with impairments. Unfortunately, lots of companies refuse tasks to these individuals. Some companies even deny their handicapped employees reasonable accommodations.

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

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon impairment is forbidden. Under the ADA, an employer can not discriminate versus an applicant based upon any physical or psychological restriction.

It is illegal to victimize certified individuals with specials needs in practically any aspect of employment, including, but not limited to:

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

We represent individuals who have been rejected access to employment, education, company, and even government facilities. If you feel you have actually been discriminated against based on a special needs, consider working with our Central Florida special needs rights team. We can figure out if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the office, let the lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 restricts discrimination based on an individual’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 suit.

Some examples of civil rights violations include:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s opportunity for job advancement or chance based on race
– Victimizing an employee because of their association with individuals of a certain race or ethnic culture

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. Sexual harassment laws apply to virtually all companies and employment service.

Unwanted sexual advances laws safeguard employees from:

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

Employers bear a duty to maintain a work environment that is devoid of sexual harassment. Our company can supply extensive legal representation concerning your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a worker, coworker, employer, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment violations including locations such as:

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

While Orlando is one of America’s biggest traveler destinations, staff members who work at theme parks, hotels, and employment restaurants are worthy of to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination involves treating people (applicants or workers) unfavorably due to the fact that they are from a specific country, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can include treating people unfavorably since they are wed to (or connected with) a person of a specific national origin. Discrimination can even occur when the worker and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any aspect of work, including:

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

It is illegal to harass an individual due to the fact that of his/her national origin. Harassment can consist of, for instance, offending or derogatory remarks about an individual’s nationwide origin, employment accent, or ethnicity.

Although the law does not restrict basic teasing, offhand remarks, or isolated incidents, harassment is unlawful when it develops a hostile workplace.

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

 » English-Only » Rules Are Illegal

The law makes it prohibited for an employer to carry out policies that target certain populations and are not essential to the operation of the business. For example, an employer can not force you to talk without an accent if doing so would not restrain your occupational tasks.

An employer can only need a staff member to speak fluent English if this is essential to carry out the task successfully. So, for example, 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, companies can discover themselves the target of employment-related suits regardless of their best practices. Some claims also subject the business officer to personal liability.

Employment laws are complex and altering all the time. It is critical to think about partnering with a labor and employment legal representative in Orlando. We can browse your hard circumstance.

Our attorneys represent companies in litigation before administrative companies, federal courts, and state courts. As noted, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you find yourself the subject of a labor and work claim, here are some circumstances we can help you with:

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

We understand work lawsuits is charged with feelings and unfavorable promotion. However, we can help our customers minimize these negative effects.

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

Contact Bogin, Munns & Munns to get more information

We have 13 places throughout Florida. We more than happy to satisfy you in the area that is most hassle-free for you. With our main 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 help you if an employee, colleague, employer, or supervisor broke federal or regional laws.

Start Your Case Review Today

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

We will review your answers and provide you a call. During this brief conversation, a lawyer will review your current situation and legal options. You can also contact us to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

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

It is not the employer’s duty to acknowledge that the staff member has a need first.

Once a request is made, the staff member and the company need to collaborate to discover if accommodations are in fact needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose just one unhelpful option and after that refuse to use additional alternatives, and employees can not refuse to explain which tasks are being restrained by their impairment or refuse to provide medical evidence of their special needs.

If the staff member declines to give pertinent medical proof or discuss why the lodging is needed, the employer can not be held liable for not making the lodging.

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

However, like an employee, the candidate is responsible for letting the company know that an accommodation is required.

Then it depends on the company to deal with the candidate to finish the application process.

– Does a potential company need to tell me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to offer 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 secures individuals from discrimination in aspects of work, including (however not restricted to) pay, category, termination, employing, work training, referral, promo, and benefits based upon (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 taken legal action against by one of my previous staff members. What are my rights? Your rights include an ability to vigorously defend the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you must have an employment legal representative assist you with your assessment of the level of liability and prospective damages dealing with the business before you make a choice on whether to combat or settle.

– How can a Lawyer secure my organizations if I’m being unfairly targeted in an employment related suit? It is constantly best for a company to speak to a work legal representative at the beginning of a concern rather than waiting until suit is filed. Many times, the lawyer can head-off a potential claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the concern of evidence is upon the employer to prove to the court that the claim is unimportant, if successful, and the employer wins the case, it can produce a right to an award of their lawyer’s fees payable by the worker.

Such right is normally not otherwise available under a lot of employment law statutes.

– What must a company do after the company receives notification of a claim? Promptly get in touch with an employment legal representative. There are significant due dates and other requirements in responding to a claim that need knowledge in employment law.

When meeting with the attorney, have him describe his viewpoint of the liability threats and level of damages.

You ought to likewise establish a strategy regarding whether to try an early settlement or fight all the method through trial.

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

They should also verify whether their staff members are U.S. people. These policies 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 sent documents alleging eligibility.

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

– I pay some of my workers an income. That means I do not have to pay them overtime, fix? No, paying an employee a true salary is however one step in appropriately categorizing them as exempt from the overtime requirements under federal law.

They need to likewise fit the « responsibilities test » which needs specific task 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 offer leave for picked military, household, and medical factors.