Orlando Employment Lawyer

In a time like this, we comprehend that you desire an attorney knowledgeable about the intricacies of work law. We will assist you navigate this complicated procedure.

We represent companies and staff members in disagreements and litigation before administrative agencies, federal courts, employment 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 concerns we can manage in your place:

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

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

To talk to a knowledgeable work law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather evidence that supports your allegations.
– Interview your coworkers, manager, and other related celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
– Establish what modifications or lodgings could meet your requirements

Your labor and employment lawyer’s primary objective is to protect your legal rights.

For how long do You Have 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 expect.

Per the EEOC, you generally have up to 180 days to submit your case. This timeline could be longer based upon your situation. You could have 300 days to submit. This makes looking for legal action vital. If you stop working to file your case within the proper duration, you could 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 employment Medical Leave Act (FMLA), work lawsuits might become necessary.

Employment litigation includes issues consisting of (however not restricted to):

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

Many of the issues noted above are federal criminal activities and ought to be taken very 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 specific medical or employment household reasons. The FMLA permits the employee to depart and return to their job afterward.

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

For the FMLA to use:

– The employer needs to have at least 50 staff members.
– The employee should have worked for the employer for at least 12 months.
– The staff member must have worked 1,250 hours in the 12 months instantly 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 take leave. For example, it is illegal for a company to reject or prevent a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire an employee or cancel his medical insurance since he took FMLA leave.
– The employer needs to restore the worker to the position he held when leave began.
– The company likewise can not bench the staff member or transfer them to another place.
– A company should inform an employee in writing of his FMLA leave rights, specifically when the company is mindful that the employee has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

That amount is doubled if the court or jury discovers that the company 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 forbid discrimination based on:

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

Florida laws particularly restrict discrimination against individuals based on AIDS/HIV and sickle cell trait.

We Can Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the work environment 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 victimize a specific because they are over the age of 40. Age discrimination can often cause adverse psychological results.

Our work and labor lawyers understand how this can affect a private, which is why we supply compassionate and personalized legal care.

How Age Discrimination can Present Itself

We put our customers’ legal needs before our own, no matter what. You deserve an experienced age discrimination lawyer to defend your rights if you are facing these circumstances:

– Restricted job development based upon age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was an identifying element in your employer’s choice to reject you certain things. If you feel like you have actually been denied advantages or treated unfairly, the work attorneys at our law practice are here to represent you.

Submit an Assessment Request type 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 employers and medical insurance business from discriminating against people if, based on their hereditary information, they are found to have an above-average risk of developing severe diseases or conditions.

It is likewise unlawful for employers to use the genetic details of applicants and workers as the basis for specific choices, consisting of employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids employers from victimizing candidates and employees on the basis of pregnancy and related conditions.

The exact same law likewise safeguards pregnant women against work environment harassment and protects the exact same special needs rights for pregnant workers as non-pregnant workers.

Your Veteran Status must 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 investigate your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating against workers and candidates based upon their citizenship status. This includes:

– S. citizens.
– Asylees.
– Refugees.
– Recent long-term citizens.
– Temporary homeowners

However, if a long-term local does not get naturalization within six months of ending up being 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 deal with impairments. Unfortunately, numerous employers decline jobs to these people. Some employers even reject their disabled workers affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando disability rights legal representatives have substantial understanding and experience litigating impairment discrimination cases. We have actually dedicated ourselves to safeguarding 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 upon special needs is prohibited. Under the ADA, a company can not discriminate versus a candidate based upon any physical or mental restriction.

It is illegal to victimize certified individuals with impairments in practically any element of work, consisting of, however not restricted to:

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

We represent people who have actually been rejected access to employment, education, organization, and even federal government centers. If you feel you have been victimized based on a special needs, consider working with our Central Florida disability rights team. 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 assistance. The Civil Rights Act of 1964 forbids discrimination based on a person’s skin color. Any actions or harassment by companies based upon race is an offense of the Civil liberty Act and is cause for a legal suit.

Some examples of civil liberties violations consist of:

– Segregating staff members based upon race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s opportunity for job improvement or chance based on race
– Discriminating against an employee because of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a kind of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to practically all companies and employment service.

Unwanted sexual advances laws secure workers from:

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

Employers bear an obligation to maintain a work environment that is free of unwanted sexual advances. Our firm can provide comprehensive legal representation concerning 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, colleague, employer, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for workplace violations including locations such as:

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

While Orlando is among America’s most significant tourist locations, workers who work at amusement park, hotels, and restaurants are worthy of to have equal chances. 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 involves dealing with individuals (candidates or workers) 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 also can include treating individuals unfavorably since they are married to (or connected with) an individual of a particular national origin. Discrimination can even occur when the staff member and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of work, consisting of:

– Hiring
– Firing
– Pay
– Job tasks
– Promotions
– Layoffs
– Training
– Additional benefit
– Any other term or condition of work

It is illegal to pester a person due to the fact that of his/her nationwide origin. Harassment can consist of, for example, offending or bad remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law does not restrict easy teasing, offhand comments, or isolated incidents, harassment is prohibited when it creates a hostile work environment.

The harasser can be the victim’s manager, a colleague, or somebody who is not an employee, such as a customer or consumer.

” English-Only” Rules Are Illegal

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

An employer can only require a worker to speak fluent English if this is required to perform the job successfully. So, for instance, your company can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can discover themselves the target of employment-related suits regardless of their best practices. Some claims also subject the company officer to individual liability.

Employment laws are complicated and changing all the time. It is critical to think about partnering with a labor and employment lawyer in Orlando. We can browse your hard scenario.

Our lawyers represent employers in lawsuits before administrative companies, federal courts, and state courts. As noted, 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 work lawsuit, here are some circumstances we can help 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, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment compensation claims
– And other matters

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

We also can be proactive in helping our clients with the preparation and upkeep of staff member handbooks and policies for distribution and associated training. Often times, this proactive technique will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to get more information

We have 13 locations throughout Florida. We enjoy to meet you in the place that is most hassle-free for you. With our primary office 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 lawyers are here to assist you if an employee, colleague, company, or supervisor broke federal or local 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 staff members and employers).

We will examine your answers and offer you a call. During this brief conversation, an attorney will go over your existing scenario and legal options. You can also call 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 special needs? It is up to the staff member to ensure the employer understands of the disability and to let the employer know that an accommodation is required.

It is not the employer’s obligation to recognize that the worker has a requirement first.

Once a demand is made, the worker and the employer need to collaborate to discover if lodgings are actually needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose just one unhelpful alternative and then refuse to offer further alternatives, and employees can not decline to describe which tasks are being impeded by their disability or refuse to offer medical proof of their special needs.

If the staff member declines to provide appropriate medical proof or describe why the accommodation is needed, the company can not be held responsible for not making the lodging.

Even if a person is completing a task application, a company may be required to make accommodations to help the candidate in filling it out.

However, like a staff member, the applicant is accountable for letting the employer know that a lodging is required.

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

– Does a potential company need to tell me why I didn’t get the task? No, they do not. Employers might even be advised by their legal groups not to provide any factor employment when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects people from discrimination in elements of work, consisting of (however not restricted to) pay, classification, termination, working with, employment training, recommendation, promo, and advantages based on (to name a few things) the people color, country of origin, race, gender, or status as a veteran.

– As a service owner I am being sued by one of my previous employees. What are my rights? Your rights consist of an ability to vigorously safeguard the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you should have a work legal representative assist you with your evaluation of the degree of liability and potential damages facing the business before you make a decision on whether to combat or settle.

– How can an Attorney safeguard my organizations if I’m being unjustly targeted in an employment related claim? It is always best for an employer to talk to an employment legal representative at the beginning of a concern rather than waiting up until suit is filed. Sometimes, the legal representative can head-off a potential claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the burden of evidence is upon the company to prove to the court that the claim is unimportant, if successful, and the company wins the case, it can create a right to an award of their lawyer’s costs payable by the employee.

Such right is normally not otherwise available under the majority of work law statutes.

– What must a company do after the employer gets notification of a claim? Promptly contact an employment lawyer. There are significant deadlines and other requirements in reacting to a claim that require expertise in work law.

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

You ought to also develop a strategy of action regarding whether to try an early settlement or combat all the method through trial.

– Do I have to confirm the citizenship of my staff members if I am a little organization owner? Yes. Employers in the U.S. must validate both the identity and the work eligibility of each of their employees.

They need to likewise validate whether their workers are U.S. residents. 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 staff members sent documentation alleging eligibility.

By law, the company should keep the I-9 forms for all staff members up 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 suggests I do not need to pay them overtime, remedy? No, paying an employee a real salary is but one action in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to likewise fit the “responsibilities test” which requires particular job responsibilities (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), eligible personal companies are needed to supply leave for picked military, family, and medical reasons.