Overview

  • Founded Date april 19, 1971
  • Sectors Construction
  • Posted Jobs 0
  • Viewed 9

Company Description

Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer familiar with the complexities of employment law. We will help you browse this complex procedure.

We represent employers and workers in disagreements and litigation 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 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 agreements
– Discrimination (e.g., age, sex, race, faith, equal pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can talk with among our staff member about your situation.

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

How Can Our Firm Help You?

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

– Gather proof that supports your claims.
– Interview your colleagues, manager, and other associated celebrations.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent company.
– Establish what modifications or lodgings might satisfy your requirements

Your labor and work attorney’s main objective is to secure your legal rights.

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

Employment and labor cases normally 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 typically have up to 180 days to submit your case. This timeline might be longer based on your circumstance. You could have 300 days to submit. This makes seeking legal action crucial. If you fail to submit your case within the proper period, you might be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If an employer violates 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 might end up being required.

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

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against safeguarded statuses, consisting of sex, special needs, and race

Much of the problems noted above are federal criminal activities and must 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 specific medical or family reasons. The FMLA permits the worker to take leave and return to their job afterward.

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

For the FMLA to use:

– The company must have at least 50 employees.
– The staff member must have worked for the company for a minimum of 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 occur when a staff member is rejected leave or struck back against for trying to depart. For example, it is illegal for an employer to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The employer must renew the staff member to the position he held when leave began.
– The company likewise can not bench the staff member or move them to another location.
– An employer needs to alert a staff member in writing of his FMLA leave rights, particularly when the employer is conscious that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, a staff member may be entitled to recuperate any financial losses suffered, including:

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

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 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 specifically forbid discrimination against individuals based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

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

Our employment and labor attorneys comprehend how this can impact a private, which is why we provide thoughtful and individualized legal care.

How Age Discrimination can Present Itself

We place our customers’ legal needs before our own, no matter what. You are worthy of an experienced age discrimination lawyer to defend your rights if you are dealing with these situations:

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

We can show that age was a determining factor in your company’s choice to deny you particular things. If you seem like you’ve been denied opportunities or dealt with unjustly, 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 genetic info is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and health insurance coverage business from discriminating against individuals if, based upon their hereditary details, they are found to have an above-average danger of developing major illnesses or conditions.

It is likewise unlawful for employers to utilize the genetic info of applicants and employees as the basis for particular choices, consisting of work, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing applicants and employment workers on the basis of pregnancy and associated conditions.

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

Your Veteran Status need to not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects 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 forbid companies from victimizing employees and candidates based upon their citizenship status. This consists of:

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

However, if an irreversible local does not look for naturalization within 6 months of becoming qualified, they will not be protected 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 disabilities. Unfortunately, lots of companies refuse tasks to these individuals. Some companies even deny their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando impairment rights attorneys have substantial understanding and experience litigating special needs discrimination cases. We have actually 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 prohibited. Under the ADA, a company can not discriminate against a candidate based on any physical or psychological restriction.

It is illegal to discriminate against certified individuals with specials needs in nearly any aspect of employment, including, however not restricted to:

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

We represent individuals who have been denied access to employment, education, business, and even government centers. If you feel you have actually been discriminated versus 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 actually been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by employers based on race is a violation of the Civil liberty Act and is cause for a legal suit.

Some examples of civil liberties infractions include:

– Segregating staff members based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s possibility for job advancement or chance based upon race
– Victimizing a staff member since of their association with individuals of a particular race or ethnic background

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to virtually all employers and employment 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 an obligation to preserve a workplace that is complimentary of sexual harassment. Our firm can supply thorough 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 a worker, coworker, company, or supervisor in the hospitality market broke federal or local laws. We can take legal action for workplace offenses involving areas such as:

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

While Orlando is one of America’s biggest traveler destinations, staff members who operate at style parks, hotels, and dining establishments 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 Victimized Based on Your National Origin

National origin discrimination includes treating people (applicants or employees) unfavorably because they are from a particular country, have an accent, or appear to be of a specific ethnic background.

National origin discrimination also can involve dealing with people unfavorably since they are married to (or related to) a person of a specific national origin. Discrimination can even occur 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 employment

It is illegal to harass an individual since of his or her national origin. Harassment can include, for instance, offensive or negative remarks about a person’s nationwide origin, accent, or ethnic culture.

Although the law does not prohibit simple teasing, offhand remarks, or separated events, harassment is illegal when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for a company to execute policies that target certain populations and are not essential to the operation of the company. For circumstances, a company can not you to talk without an accent if doing so would not hamper your occupational responsibilities.

An employer 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 prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can discover themselves the target of employment-related claims in spite of their best practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complex and changing all the time. It is important to consider partnering with a labor and employment lawyer in Orlando. We can browse your difficult situation.

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

We Can Aid With the Following Issues

If you discover yourself the subject of a labor and employment claim, here are some circumstances we can assist you with:

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

We comprehend employment litigation is charged with emotions and unfavorable promotion. However, we can assist our clients lessen these unfavorable results.

We also can be proactive in assisting our clients with the preparation and maintenance of worker handbooks and policies for distribution and associated training. Sometimes, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We enjoy to meet you in the location that is most convenient 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 work attorneys are here to assist you if a staff member, coworker, company, or supervisor broke federal or regional laws.

Start Your Case Review Today

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

We will evaluate your responses and give you a call. During this brief conversation, a lawyer will discuss your existing situation and legal options. You can also call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

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

It is not the employer’s duty to recognize that the worker has a requirement initially.

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

Both celebrations have an obligation to be cooperative.

A company can not propose just one unhelpful option and then decline to use further alternatives, and employment staff members can not decline to describe which duties are being impeded by their special needs or refuse to provide medical proof of their disability.

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

Even if an individual is filling out a job application, an employer may be needed to make lodgings to help the applicant in filling it out.

However, like a worker, the applicant is responsible for letting the employer know that an accommodation is needed.

Then it depends on the company to work with the applicant to complete the application procedure.

– Does a potential employer have to inform me why I didn’t get the job? No, they do not. Employers may even be instructed by their legal teams not to give any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures individuals from discrimination in elements of work, employment consisting of (but not limited to) pay, classification, termination, working with, employment training, recommendation, promotion, and benefits based on (amongst other things) the individuals color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by among my former employees. What are my rights? Your rights consist of a capability to strongly defend the claim. Or, if you view there to be liability, you have every right to take part in settlement discussions.

However, you must have a work attorney assist you with your evaluation of the extent of liability and potential damages facing the company before you make a choice on whether to combat or settle.

– How can an Attorney secure my organizations if I’m being unjustly targeted in an employment associated lawsuit? It is always best for an employer to talk to a work legal representative at the beginning of a problem instead of waiting up until match is submitted. Lot of times, the attorney can head-off a prospective claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded pointless claims.

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

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

– What must an employer do after the employer gets notice of a claim? Promptly contact an employment attorney. There are considerable due dates and other requirements in reacting to a claim that require knowledge in employment law.

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

You should also establish a strategy as to whether to try an early settlement or battle all the method through trial.

– Do I need to verify the citizenship of my staff members 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 staff members.

They must also validate whether their employees are U.S. people. These guidelines were enacted by the Immigration Reform and Control Act.

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

By law, the company needs to keep the I-9 forms for all workers until 3 years after the date of working with, or till 1 year after termination (whichever comes last).

– I pay some of my staff members a salary. That suggests I do not need to pay them overtime, correct? No, paying a worker a real salary is however one action in properly classifying them as exempt from the overtime requirements under federal law.

They need to also fit the ”duties test” which requires particular job responsibilities (and absence 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), qualified private companies are needed to provide leave for chosen military, employment family, and medical factors.