Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer acquainted with the intricacies of employment law. We will help you navigate this complex process.

We represent companies and staff members in disagreements and lawsuits before administrative companies, 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 handle on your behalf:

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

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

To seek advice from 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 discover more about the case, we will discuss your options. We will also:

– Gather evidence that supports your claims.
– Interview your coworkers, boss, and other related parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what modifications or lodgings could fulfill your needs

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

The length of time do You Need To File Your Orlando Employment Case?

Employment and labor cases typically do not fall under accident 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 file your case. This timeline might be longer based upon your circumstance. You might have 300 days to submit. This makes looking for legal action crucial. If you stop working to file your case within the appropriate duration, you could be disqualified to proceed.

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

We Can Manage Your Employment Litigation Case

If a company 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), work lawsuits might end up being essential.

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

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

Much of the problems noted above are federal criminal activities and ought to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to take some time from work for certain medical or family reasons. The FMLA permits the employee to take leave and go back to their job afterward.

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

For the FMLA to use:

– The employer should have at least 50 staff members.
– The staff member must have worked for the company for a minimum of 12 months.
– The worker needs to 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 an employee is rejected leave or retaliated versus for trying to depart. For instance, it is unlawful for a company to reject or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire an employee or cancel his medical insurance because he took FMLA leave.
– The employer should reinstate the employee to the position he held when leave began.
– The employer likewise can not bench the employee or transfer them to another location.
– A company must notify a worker in writing of his FMLA leave rights, specifically when the employer knows that the employee has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, an employee might be entitled to recuperate any financial losses suffered, including:

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

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 prohibit discrimination based upon:

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

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 treating a specific unfavorably in the workplace just 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 illegal to victimize a private due to the fact that they are over the age of 40. Age discrimination can frequently result in adverse emotional effects.

Our employment and labor lawyers comprehend how this can impact a private, which is why we supply compassionate and individualized legal care.

How Age Discrimination can Present Itself

We position our customers’ legal requirements before our own, no matter what. You are worthy of a knowledgeable age discrimination attorney to protect your rights if you are dealing with these scenarios:

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

We can show that age was a figuring out consider your company’s choice to reject you certain things. If you seem like you’ve been rejected benefits or treated unjustly, the work lawyers at our law practice are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law forbids employers and health insurance coverage companies from victimizing people if, based on their genetic information, they are discovered to have an above-average danger of diseases or conditions.

It is also illegal for employers to utilize the genetic details of candidates and staff members as the basis for certain decisions, including work, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against applicants and staff members on the basis of pregnancy and related conditions.

The exact same law likewise secures pregnant ladies against work environment harassment and protects the same impairment rights for pregnant staff members as non-pregnant staff members.

Your Veteran Status ought to not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) secures veterans from discrimination and retaliation in regard to:

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

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

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from discriminating versus staff members and job candidates based upon their citizenship status. This includes:

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

However, if an irreversible homeowner does not make an application for naturalization within six months of ending up being qualified, 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 deal with impairments. Unfortunately, lots of companies refuse tasks to these individuals. Some companies even deny their handicapped employees affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando impairment rights legal representatives have comprehensive understanding and experience litigating impairment discrimination cases. We have actually devoted ourselves to protecting 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 impairment is forbidden. Under the ADA, an employer can not discriminate versus a candidate based on any physical or mental constraint.

It is prohibited to victimize certified people with disabilities in almost any aspect of employment, including, but not limited to:

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

We represent individuals who have been denied access to work, job education, service, and even government centers. If you feel you have been victimized based on a special needs, think about dealing with our Central Florida disability rights group. We can identify if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the workplace, let the lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by employers based upon race is a violation of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties infractions include:

– Segregating employees based on race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s opportunity for task advancement or opportunity based upon race
– Discriminating against an employee due to the fact that of their association with people of a certain race or ethnic background

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. Sexual harassment laws use to practically all companies and employment service.

Unwanted sexual advances laws protect staff members from:

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

Employers bear a duty to keep a work environment that is devoid of unwanted sexual advances. Our firm can supply extensive legal representation regarding your employment or unwanted sexual advances matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a staff member, colleague, employer, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for office infractions involving locations such as:

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

While Orlando is among America’s most significant tourist destinations, staff members who work at amusement park, job hotels, and restaurants deserve to have equivalent opportunities. 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 dealing with people (applicants or staff members) unfavorably since they are from a particular nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination also can involve dealing with people unfavorably because they are wed to (or related to) an individual of a specific nationwide origin. Discrimination can even occur when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of employment, including:

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

It is illegal to bug an individual because of his or her national origin. Harassment can include, for example, offensive or derogatory remarks about an individual’s national origin, accent, or ethnic background.

Although the law does not prohibit easy teasing, offhand remarks, or isolated occurrences, harassment is unlawful when it creates a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to execute policies that target particular populations and are not essential to the operation of the organization. For circumstances, a company can not require you to talk without an accent if doing so would not hamper your job-related duties.

An employer can just require a staff member to speak fluent English if this is required to carry out the job 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, companies can find themselves the target of employment-related claims regardless of their best practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complicated and altering all the time. It is critical to think about partnering with a labor and employment legal representative in Orlando. We can navigate your difficult scenario.

Our lawyers represent employers in litigation before administrative firms, federal courts, and state courts. As kept in mind, we likewise represent them in arbitrations and mediations.

We Can Assist With the Following Issues

If you discover yourself the topic of a labor and work lawsuit, here are some scenarios we can assist you with:

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

We comprehend employment lawsuits is charged with emotions and negative publicity. However, we can help our customers lessen these unfavorable impacts.

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

Contact Bogin, Munns & Munns to find out more

We have 13 locations throughout Florida. We enjoy to fulfill you in the area that is most convenient for you. With our main 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 work lawyers are here to assist you if a staff member, coworker, employer, or manager 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 companies).

We will evaluate your responses and provide you a call. During this brief discussion, a lawyer will discuss your present circumstance and legal choices. You can also contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

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

It is not the employer’s responsibility to acknowledge that the worker has a requirement initially.

Once a demand is made, the employee and the employer need to work together to find if accommodations are in fact needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose just one unhelpful choice and after that refuse to provide further choices, and employees can not decline to discuss which duties are being hampered by their disability or refuse to offer medical evidence of their impairment.

If the worker refuses to give relevant medical evidence or describe why the accommodation is required, 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 required to make accommodations to help the applicant in filling it out.

However, like a worker, the candidate is accountable for job letting the company understand that a lodging is needed.

Then it is up to the company to work with the candidate to complete the application process.

– Does a prospective 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 reason when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures people from discrimination in elements of work, consisting of (but not limited 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 sued by among my former staff members. What are my rights? Your rights include a capability to strongly safeguard the claim. Or, if you view there to be liability, you have every right to engage in settlement conversations.

However, you should have a work attorney assist you with your evaluation of the degree of liability and prospective damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney protect my companies if I’m being unfairly targeted in a work related suit? It is always best for a company to speak to an employment legal representative at the inception of an issue instead of waiting till suit is filed. Lot of times, the attorney can head-off a potential claim either through settlement or official resolution.

Employers also 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 unimportant, if effective, and the employer wins the case, it can create a right to an award of their lawyer’s charges payable by the worker.

Such right is typically not otherwise offered under a lot of employment law statutes.

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

When meeting with the lawyer, have him explain his opinion of the liability dangers and extent of damages.

You need to likewise develop a strategy as to whether to attempt an early settlement or fight 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 confirm both the identity and the employment eligibility of each of their employees.

They need to also verify whether or not their employees are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

A company would file an I-9 (Employment Eligibility Verification Form) and look over the workers submitted paperwork declaring eligibility.

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

– I pay some of my employees a salary. That means I do not have to pay them overtime, remedy? No, paying a staff member a true income is however one action in appropriately classifying them as exempt from the overtime requirements under federal law.

They must also fit the “tasks test” which needs specific job duties (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 supply leave for chosen military, household, and medical reasons.