Orlando Employment Lawyer

In a time like this, we understand that you desire a lawyer familiar with the complexities of employment law. We will assist you navigate this complicated procedure.

We represent employers and workers in disagreements and lawsuits before administrative agencies, federal courts, and state courts. We likewise 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 manage in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, religion, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can consult with among our staff member about your circumstance.

To talk to a skilled employment 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 discover more about the case, we will discuss your choices. We will likewise:

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

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

How Long do You Have 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 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 essential. If you stop working to file your case within the appropriate duration, 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 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), employment litigation may end up being needed.

Employment lawsuits includes problems consisting of (but not limited to):

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

Much of the concerns noted above are federal criminal activities and should be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to require time from work for specific medical or household factors. The FMLA permits the employee to depart and go back to their task afterward.

In addition, the FMLA supplies household leave for military service members and their households– if the leave is related to that service member’s military obligations.

For the FMLA to use:

– The company should have at least 50 staff members.
– The staff member must have worked for the employer for at least 12 months.
– The worker 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 arise when an employee is denied leave or retaliated against for attempting to depart. For instance, it is illegal for an employer to reject or discourage 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 must reinstate the staff member to the position he held when leave started.
– The employer likewise can not demote the staff member or transfer them to another place.
– A company needs to inform a staff member in writing of his FMLA leave rights, especially when the company is mindful that the worker has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

That quantity 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 on:

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

Florida laws particularly forbid discrimination versus people 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 office merely due to the fact that of their age. If you have actually 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 victimize an individual because they are over the age of 40. Age discrimination can typically result in unfavorable emotional effects.

Our work and labor lawyers comprehend how this can affect a private, which is why we offer caring and individualized legal care.

How Age Discrimination can Emerge

We put our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to defend your rights if you are facing these situations:

– Restricted task development based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was a figuring out factor in your employer’s decision to reject you particular things. If you feel like you’ve been denied opportunities or dealt with unfairly, the work attorneys at our law practice are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on hereditary info is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts companies and medical insurance business from victimizing people if, based on their genetic info, they are discovered to have an above-average danger of establishing major diseases or conditions.

It is also prohibited for companies to utilize the genetic information of applicants and employees as the basis for specific choices, consisting of work, promo, and termination.

You Can not be Victimized if You are Pregnant

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

The very same law likewise secures pregnant females versus office harassment and secures the same special needs rights for pregnant staff members 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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from victimizing staff members and candidates based on their citizenship status. This consists of:

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

However, if a long-term resident does not obtain naturalization within 6 months of becoming qualified, 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 specials needs. Unfortunately, lots of employers decline jobs to these individuals. Some employers even deny their handicapped staff members sensible lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights lawyers have substantial understanding and experience litigating special needs discrimination cases. We have committed ourselves to securing the rights of individuals with disabilities.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on special needs is prohibited. Under the ADA, a company can not discriminate versus an applicant based on any physical or psychological restriction.

It is illegal to victimize qualified people with disabilities in practically any aspect of employment, including, but not restricted to:

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

We represent people who have been denied access to employment, education, service, and even government facilities. If you feel you have actually been victimized based upon a disability, think about working with our Central Florida disability 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 help. The Civil Liberty Act of 1964 forbids discrimination based on an individual’s skin color. Any actions or harassment by companies based on race is an offense of the Civil liberty Act and is cause for a legal match.

Some examples of civil rights offenses include:

– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s possibility for job development or opportunity based upon race
– Discriminating against a worker since of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all employers and employment service.

Unwanted sexual advances laws secure employees from:

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

Employers bear a duty to preserve a workplace that is devoid of unwanted sexual advances. Our company can offer comprehensive legal representation regarding your employment or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a worker, coworker, employer, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment offenses involving areas such as:

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

While Orlando is one of America’s biggest tourist locations, employees who work at style parks, hotels, and dining establishments deserve to have equivalent opportunities. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes treating people (candidates or workers) unfavorably since they are from a specific nation, have an accent, or seem of a specific ethnic background.

National origin discrimination also can include dealing with individuals unfavorably due to the fact that they are married to (or associated with) an individual of a particular nationwide origin. Discrimination can even take place 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 element of work, consisting of:

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

It is unlawful to harass an individual because of his or her nationwide origin. Harassment can include, for instance, offending or derogatory remarks about an individual’s national origin, accent, or ethnic background.

Although the law does not forbid easy teasing, offhand comments, or employment isolated events, harassment is unlawful when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target particular populations and are not required to the operation of the business. For example, an employer can not force you to talk without an accent if doing so would not impede your occupational tasks.

A company can only require a staff member to speak fluent English if this is necessary to perform the task effectively. So, for example, your company can not prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related lawsuits despite their finest practices. Some claims also subject the business officer to personal liability.

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

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

We Can Aid With the Following Issues

If you discover yourself the subject of a labor and employment lawsuit, here are some situations we can help you with:

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

We understand employment litigation is charged with feelings and unfavorable promotion. However, we can assist our customers reduce these negative results.

We also can be proactive in assisting our customers with the preparation and upkeep of employee handbooks and policies for distribution and associated training. Many times, this proactive approach will work as an included defense to potential claims.

Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We enjoy to fulfill you in the location that is most convenient for you. With our primary office 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 help you if an employee, colleague, employment 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 complete our online Employment Law Questionnaire (for both employees and companies).

We will evaluate your answers and provide you a call. During this quick discussion, an attorney will go over your present scenario and legal alternatives. You can likewise call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my disability? It is up to the employee to make sure the company knows of the impairment and to let the employer know that a lodging is required.

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

Once a demand is made, the employee and the company requirement to interact to discover if accommodations are actually needed, and if so, what they will be.

Both parties have a responsibility to be cooperative.

An employer can not propose only one unhelpful choice and employment then refuse to use more choices, and staff members can not decline to explain which duties are being impeded by their special needs or refuse to offer medical proof of their special needs.

If the worker refuses to provide relevant medical proof or describe why the accommodation is needed, the employer can not be held accountable for not making the lodging.

Even if a person is submitting a task application, an employer may be needed to make lodgings to assist the candidate in filling it out.

However, like a worker, the candidate is accountable for letting the employer know that a lodging is required.

Then it depends on the employer to work with the candidate to finish the application procedure.

– Does a possible employer have 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 give any factor when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects individuals from discrimination in elements of work, including (however not restricted to) pay, category, termination, employing, employment work training, recommendation, promotion, and advantages based upon (amongst other 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 among my former workers. What are my rights? Your rights include 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 ought to have a work legal representative help you with your valuation of the extent of liability and possible damages dealing with the company before you make a choice on whether to combat or settle.

– How can a Lawyer secure my businesses if I’m being unjustly targeted in an employment associated suit? It is always best for a company to speak to a work lawyer at the creation of a problem rather than waiting up until match is submitted. Often times, the attorney can head-off a possible claim either through settlement or official resolution.

Employers likewise have rights not to be sued for frivolous claims.

While the problem of evidence is upon the company to prove to the court that the claim is frivolous, if effective, and the company wins the case, it can produce a right to an award of their lawyer’s charges payable by the worker.

Such right is typically not otherwise offered under many work law statutes.

– What must an employer do after the company gets notice of a claim? Promptly contact an employment legal representative. There are substantial due dates and other requirements in responding to a claim that require knowledge in employment law.

When conference with the lawyer, have him discuss his opinion of the liability dangers and degree of damages.

You ought to also develop a strategy as to whether to try an early settlement or battle all the way through trial.

– Do I have to validate the citizenship of my workers 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 workers.

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

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

By law, the company must keep the I-9 forms for all employees till 3 years after the date of hiring, or till 1 year after termination (whichever comes last).

– I pay some of my workers an income. That suggests I do not have to pay them overtime, correct? No, paying a staff member a real income is but one step in correctly categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “responsibilities test” which needs specific task duties (and absence of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), qualified personal employers are required to provide leave for chosen military, family, and medical factors.