Orlando Employment Lawyer

In a time like this, we understand that you desire a legal representative knowledgeable about the intricacies of employment law. We will assist you browse this complex process.

We represent companies and employees in conflicts and litigation before administrative firms, 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 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 agreements
– Discrimination (e.g., age, sex, race, faith, equal pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can speak with among our staff member about your scenario.

To speak with a skilled employment law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will also:

– Gather proof that supports your claims.
– Interview your colleagues, boss, and other related celebrations.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant company.
– Establish what modifications or accommodations might satisfy your requirements

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

How Long do You Have to File Your Orlando Employment Case?

Employment and labor cases normally 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 normally have up to 180 days to submit your case. This timeline could be longer based upon your scenario. You might have 300 days to file. This makes seeking legal action essential. If you stop working to submit your case within the proper period, you could be ineligible to proceed.

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, employment the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), work litigation might become needed.

Employment litigation includes issues including (but not limited to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus secured statuses, consisting of sex, impairment, and race

A number of the problems noted above are federal criminal activities 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 time from work for certain medical or household reasons. The FMLA allows the staff member to depart and go back to their task later.

In addition, the FMLA supplies family leave for military service members and their families– if the leave is related to that service member’s military responsibilities.

For the FMLA to use:

– The employer must have at least 50 employees.
– The employee must have worked for the company for a minimum of 12 months.
– The staff member should 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 worker is rejected leave or struck back versus for attempting to take leave. For instance, it is illegal for an employer to deny or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The employer must restore the worker to the position he held when leave started.
– The company also can not demote the employee or move them to another place.
– A company must inform a staff member in writing of his FMLA leave rights, specifically when the employer knows that the worker has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, an employee may be entitled to recuperate any financial losses suffered, including:

– Lost pay.
– Lost advantages.
– 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 restrict discrimination based on:

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

Florida laws particularly prohibit discrimination versus people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific 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 illegal to victimize a private due to the fact that they are over the age of 40. Age discrimination can often result in unfavorable psychological results.

Our employment and labor attorneys understand how this can affect a specific, which is why we supply compassionate and personalized legal care.

How Age Discrimination can Emerge

We put our clients’ legal needs before our own, no matter what. You should have a knowledgeable age discrimination attorney to protect your rights if you are dealing with these scenarios:

– Restricted task advancement based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against benefits

We can prove that age was an identifying factor in your employer’s decision to reject you particular things. If you seem like you have actually been denied privileges or treated unfairly, the employment attorneys at our law office are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law forbids companies and medical insurance companies from discriminating versus individuals if, based on their genetic details, employment they are discovered to have an above-average danger of developing major illnesses or conditions.

It is also unlawful for employers to utilize the genetic information of applicants and employees as the basis for specific decisions, 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 workers on the basis of pregnancy and related conditions.

The same law also protects pregnant women against office harassment and secures the exact same disability rights for pregnant employees as non-pregnant employees.

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 employment retaliation in regard to:

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

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

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from victimizing staff members and applicants based on their citizenship status. This includes:

– S. residents.
– Asylees.
– Refugees.
– Recent irreversible locals.
– Temporary citizens

However, if a permanent citizen does not request naturalization within 6 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 live with impairments. Unfortunately, many companies refuse jobs to these people. Some employers even deny their handicapped staff members sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando impairment rights attorneys have extensive knowledge and experience litigating disability discrimination cases. We have committed ourselves to securing the rights of individuals 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, an employer can not discriminate against a candidate based upon any physical or psychological constraint.

It is prohibited to victimize qualified individuals with impairments in almost any element of employment, consisting of, but not restricted to:

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

We represent individuals who have been denied access to employment, education, business, and even government facilities. If you feel you have been victimized based on an impairment, think about dealing with our Central Florida impairment rights team. We can identify 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 office, let the attorneys at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil Rights Act and is cause for a legal suit.

Some examples of civil liberties infractions consist of:

– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task development or opportunity based upon race
– Victimizing a staff member because of their association with individuals of a certain race or ethnic culture

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. Unwanted sexual advances laws use to virtually all companies and employment agencies.

Unwanted sexual advances laws secure workers from:

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

Employers bear a responsibility to preserve an office that is devoid of unwanted sexual advances. Our firm can supply comprehensive legal representation regarding your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, coworker, employer, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for workplace infractions involving areas such as:

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

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

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination involves dealing with individuals (applicants or employees) unfavorably because they are from a specific country, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can include dealing with people unfavorably because they are wed to (or connected with) a person of a certain national origin. Discrimination can even take place when the worker and company 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 work, consisting of:

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

It is unlawful to bug an individual because of his or her nationwide origin. Harassment can consist of, for example, offensive or negative remarks about a person’s nationwide origin, accent, or ethnicity.

Although the law does not prohibit easy teasing, offhand employment remarks, or isolated incidents, harassment is unlawful when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for employment an employer to implement policies that target specific populations and are not necessary to the operation of business. For example, a company can not require you to talk without an accent if doing so would not hinder your occupational duties.

An employer can only require a worker to speak fluent English if this is required to perform the task effectively. 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 discover themselves the target of employment-related suits in spite of their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are intricate and altering all the time. It is vital to think about partnering with a labor and employment attorney in Orlando. We can browse your difficult situation.

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

We Can Help with the Following Issues

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

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

We understand work lawsuits is charged with emotions and negative promotion. However, we can assist our clients decrease these negative impacts.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 locations throughout Florida. We enjoy to meet you in the place that is most convenient for 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 employment lawyers are here to assist you if a staff member, coworker, employer, or manager broke federal or local 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 employees and employers).

We will examine your answers and offer you a call. During this brief conversation, a lawyer will discuss your present scenario and legal choices. You can also call to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my special needs? It depends on the employee to ensure the employer understands of the disability and to let the employer know that an accommodation is needed.

It is not the company’s responsibility to acknowledge that the staff member has a requirement initially.

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

Both celebrations have a responsibility to be cooperative.

A company can not propose just one unhelpful choice and then decline to provide additional options, and workers can not refuse to describe which duties are being impeded by their special needs or refuse to give medical evidence of their impairment.

If the staff member refuses to provide appropriate medical evidence or describe why the lodging is needed, the employer can not be held responsible for not making the lodging.

Even if a person is completing a job application, an employer might be required to make lodgings to assist the candidate in filling it out.

However, like a worker, the candidate is accountable for letting the company know that an accommodation is needed.

Then it is up to the employer to work with the applicant to finish the application procedure.

– 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 teams not to give 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 people from discrimination in aspects of work, consisting of (but not limited to) pay, category, termination, employing, employment training, referral, promo, and advantages based upon (among other things) the people color, country of origin, race, gender, employment or status as a veteran.

– As an entrepreneur I am being sued by among my previous employees. What are my rights? Your rights include a capability to intensely safeguard the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you should have a work legal representative assist you with your assessment of the degree of liability and potential damages dealing with the before you decide on whether to combat or settle.

– How can a Lawyer safeguard my companies if I’m being unjustly targeted in a work related claim? It is always best for a company to speak to a work legal representative at the beginning of a concern rather than waiting up until suit is filed. Often times, the legal representative can head-off a possible claim either through negotiation or formal resolution.

Employers also have rights not to be demanded pointless claims.

While the problem of evidence is upon the company to prove to the court that the claim is frivolous, if effective, 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 normally not otherwise available under most employment law statutes.

– What must an employer do after the employer gets notice of a claim? Promptly get in touch with a work legal representative. There are significant due dates and other requirements in reacting to a claim that need competence in employment law.

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

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

– Do I need to verify 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 employment eligibility of each of their workers.

They need to also validate whether their employees 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 look over the employees submitted documentation declaring eligibility.

By law, the company must keep the I-9 kinds for all staff members up until 3 years after the date of hiring, or up until 1 year after termination (whichever comes last).

– I pay a few of my staff members an income. That implies I do not need to pay them overtime, fix? No, paying a worker a true wage is but one step in properly categorizing them as exempt from the overtime requirements under federal law.

They need to likewise fit the ”tasks test” which requires specific task tasks (and absence of others) before they can be thought about exempt under the law.

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