Orlando Employment Lawyer

In a time like this, we understand that you want a lawyer knowledgeable about the complexities of employment law. We will assist you browse this complex procedure.

We represent companies and staff members in disagreements and litigation before administrative agencies, federal courts, and state courts. We also 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 manage in your place:

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

Today, you can speak with one of our employee about your situation.

To speak with a knowledgeable work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we discover more about the case, we will discuss your choices. We will also:

– Gather evidence that supports your accusations.
– Interview your colleagues, employer, and other related parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
– Establish what changes or accommodations could satisfy your needs

Your labor and work legal representative’s primary goal is to secure 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 may expect.

Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based on your scenario. You could have 300 days to submit. This makes seeking legal action crucial. If you stop working to submit your case within the suitable period, you might be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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), work lawsuits may end up being required.

Employment lawsuits involves issues 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 versus protected statuses, including sex, impairment, and race

Many of the concerns listed above are federal criminal activities and need to 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 certain medical or household reasons. The FMLA enables the worker to depart and return to their job later.

In addition, the FMLA provides 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 apply:

– The employer needs to have at least 50 workers.
– The staff member needs to have worked for the company for a minimum of 12 months.
– The staff member must 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 an employee is denied leave or struck back against for attempting to take leave. For instance, it is illegal for a company to reject or discourage a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The company should restore the employee to the position he held when leave started.
– The company likewise can not bench the staff member or transfer them to another place.
– An employer needs to inform an employee in writing of his FMLA leave rights, particularly when the company knows that the staff member has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a worker may be entitled to recover any economic losses suffered, including:

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

That quantity is doubled if the court or jury finds 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 prohibit discrimination based on:

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

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

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the workplace simply 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 specific due to the fact that they are over the age of 40. Age discrimination can often lead to adverse psychological impacts.

Our employment and labor attorneys understand how this can impact an individual, which is why we provide compassionate and customized legal care.

How Age Discrimination can Present Itself

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

– Restricted job advancement based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based upon age.
– Discrimination versus advantages

We can show that age was a determining consider your employer’s decision to reject you certain things. If you feel like you have actually been rejected benefits or treated unfairly, the work attorneys at our law company are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic information 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 discriminating against people if, based on their hereditary info, they are discovered to have an above-average risk of developing severe diseases or conditions.

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

You Can not be Discriminated Against if You are Pregnant

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

The same law likewise protects pregnant women versus work environment harassment and secures the very same special needs rights for pregnant staff members as non-pregnant workers.

Your Veteran Status ought to 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 benefits

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

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus workers and candidates based on their citizenship status. This includes:

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

However, if an irreversible homeowner does not obtain naturalization within six months of becoming 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 impairments. Unfortunately, numerous employers refuse jobs to these people. Some companies even reject their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have comprehensive knowledge and experience litigating special needs discrimination cases. We have devoted ourselves to securing 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 on any physical or psychological restriction.

It is illegal to victimize qualified people with specials needs in practically any aspect of employment, including, however not limited to:

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

We represent people who have actually been rejected access to employment, education, company, and even federal government centers. If you feel you have been victimized based upon an impairment, consider dealing with our Central Florida impairment rights team. We can determine if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 prohibits discrimination based upon an individual’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 fit.

Some examples of civil liberties infractions consist of:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for task development or chance based upon race
– Discriminating against a worker since of their association with individuals of a specific race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to essentially all employers and employment firms.

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 an obligation to preserve a work environment that is without unwanted sexual advances. Our firm can provide detailed 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 help you if an employee, coworker, employer, or manager in the hospitality industry broke federal or local laws. We can take legal action for office infractions including areas such as:

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

While Orlando is one of America’s biggest tourist locations, employees who operate at amusement park, hotels, and dining establishments deserve to have equivalent chances. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination includes dealing with individuals (candidates or employees) unfavorably due to the fact that they are from a specific nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination likewise can involve treating people unfavorably since they are married to (or referall.us connected with) a person of a specific national origin. Discrimination can even occur 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 comes to any element of work, consisting of:

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

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

Although the law doesn’t forbid basic teasing, offhand comments, or separated occurrences, harassment is unlawful when it creates a hostile work environment.

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

» English-Only» Rules Are Illegal

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

A company can only require a staff member to speak proficient English if this is necessary to carry out the task successfully. So, for example, your employer can not avoid 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 suits regardless of their best practices. Some claims also subject the business officer to personal liability.

Employment laws are complicated and changing all the time. It is crucial to think about partnering with a labor and work attorney in Orlando. We can navigate your tight spot.

Our attorneys represent companies in lawsuits before administrative agencies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Assist With the Following Issues

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

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment compensation claims
– And other matters

We understand employment lawsuits is charged with emotions and unfavorable publicity. However, we can assist our customers decrease these negative results.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We are delighted to meet you in the place that is most hassle-free for you. With our main workplace 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 a worker, coworker, employer, or supervisor broke federal or local laws.

Start Your Case Review Today

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

We will review your responses and give you a call. During this quick discussion, a lawyer will go over your current circumstance and legal options. You can also contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my disability? It is up to the employee to make certain the company knows of the impairment and to let the company understand that an accommodation is needed.

It is not the company’s responsibility to recognize that the staff member has a need first.

Once a demand is made, the employee and the company need to interact to find if accommodations are really essential, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose just one unhelpful choice and after that decline to use additional options, and workers can not decline to explain which responsibilities are being hampered by their special needs or refuse to give medical proof of their disability.

If the staff member declines to offer pertinent medical proof or describe why the lodging is required, the employer can not be held accountable for not making the lodging.

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

However, like an employee, 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 procedure.

– Does a prospective employer need to tell me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal teams not to provide any reason when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards people from discrimination in aspects of employment, consisting of (but not limited to) pay, classification, termination, hiring, 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 service owner I am being taken legal action against by one of my former employees. What are my rights? Your rights consist of an ability to intensely defend the claim. Or, if you perceive there to be liability, you have every right to take part in settlement conversations.

However, you should have an employment attorney assist you with your assessment of the degree of liability and prospective damages facing the business before you make a choice on whether to eliminate or settle.

– How can a Lawyer secure my businesses if I’m being unjustly targeted in an employment related suit? It is constantly best for an employer to speak to a work legal representative at the inception of a problem rather than waiting up until fit is filed. Lot of times, the lawyer can head-off a prospective claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded unimportant claims.

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

Such right is normally not otherwise readily available under many work law statutes.

– What must a company do after the employer receives notice of a claim? Promptly call a work lawyer. There are considerable due dates and other requirements in reacting to a claim that require proficiency in employment law.

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

You must likewise establish a strategy of action regarding whether to try an early settlement or battle all the method through trial.

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

They must likewise validate whether 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 look over the workers submitted documents alleging eligibility.

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

– I pay a few of my staff members a wage. That indicates I do not have to pay them overtime, correct? No, paying a worker a real salary is however one step in properly categorizing them as exempt from the overtime requirements under federal law.

They need to likewise fit the «duties test» which needs certain job duties (and lack of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), eligible personal companies are required to supply leave for selected military, household, and medical factors.