Orlando Employment Lawyer

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

We represent employers and staff members in disputes and before administrative firms, 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 issues we can manage in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can talk with among our employee about your scenario.

To seek advice from with a knowledgeable employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your options. We will likewise:

– Gather proof that supports your claims.
– Interview your coworkers, manager, and other associated celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or lodgings could fulfill your requirements

Your labor and work lawyer’s main objective is to safeguard your legal rights.

For how long do You Have to File Your Orlando Employment Case?

Employment and labor cases typically do not fall under personal injury law, so the time frame for taking legal action is much shorter than some might anticipate.

Per the EEOC, you usually have up to 180 days to submit your case. This timeline could be longer based on your situation. You could have 300 days to submit. This makes looking for legal action crucial. If you fail to file your case within the proper period, you could be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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 litigation may end up being required.

Employment litigation includes problems including (however not restricted to):

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

Many of the problems noted above are federal crimes and should be taken very 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 reasons. The FMLA allows the staff member to take leave and return to their job afterward.

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 company must have at least 50 staff members.
– The worker needs to have worked for the employer for a minimum of 12 months.
– The worker should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when an employee is denied leave or retaliated versus for attempting to take leave. For example, it is unlawful for an employer to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The company must reinstate the employee to the position he held when leave began.
– The employer also can not demote the worker or transfer them to another area.
– A company must inform a staff member in writing of his FMLA leave rights, especially when the company knows that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, a staff member might be entitled to recuperate 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 contact our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws forbid discrimination based upon:

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

Florida laws specifically prohibit discrimination against people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the office just because 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 discriminate versus an individual since they are over the age of 40. Age discrimination can often result in negative psychological impacts.

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

How Age Discrimination can Emerge

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

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based upon age.
– Discrimination versus benefits

We can show that age was a figuring out consider your company’s choice to deny you particular things. If you feel like you’ve been denied benefits or treated unfairly, the work lawyers at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon hereditary details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance companies from discriminating against individuals if, based upon their genetic info, they are found to have an above-average risk of establishing severe diseases or conditions.

It is likewise prohibited for companies to utilize the genetic information of candidates and staff members as the basis for certain choices, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids companies from discriminating against applicants and employees on the basis of pregnancy and related conditions.

The same law also secures pregnant ladies versus workplace harassment and protects the same disability rights for pregnant employees as non-pregnant employees.

Your Veteran Status ought 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 investigate your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from victimizing staff members and applicants based upon their citizenship status. This consists of:

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

However, if a permanent local does not make an application for naturalization within 6 months of ending up being 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 deal with impairments. Unfortunately, numerous companies refuse tasks to these people. Some companies even reject their handicapped staff members reasonable lodgings.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights lawyers have extensive understanding and experience litigating special needs discrimination cases. We have committed 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 on special needs is restricted. Under the ADA, a company can not victimize an applicant based on any physical or mental restriction.

It is illegal to discriminate against certified people with disabilities in practically any element of work, including, however not restricted to:

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

We represent individuals who have actually been denied access to employment, education, company, and even government facilities. If you feel you have been victimized based upon a disability, consider dealing with our Central Florida special needs 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 help. The Civil Rights Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by employers based on race is an offense of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties offenses include:

– Segregating workers based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s opportunity for job improvement or chance based upon race
– Discriminating against an employee because of their association with people of a particular race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

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

Unwanted sexual advances laws safeguard employees from:

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

Employers bear a responsibility to keep a work environment that is totally free of sexual harassment. Our firm can offer detailed legal representation concerning your employment or unwanted sexual advances matter.

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

Our team is here to help you if an employee, coworker, company, or manager in the hospitality industry broke federal or local laws. We can take legal action for workplace violations involving areas such as:

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

While Orlando is among America’s greatest tourist locations, staff members who work at amusement park, hotels, and restaurants should have to have equal opportunities. 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 includes treating individuals (applicants or staff members) unfavorably since they are from a specific country, have an accent, or seem of a specific ethnic background.

National origin discrimination also can involve dealing with people unfavorably because they are married to (or associated with) a person of a specific 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 prohibited discrimination when it comes to any element of employment, consisting of:

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

It is illegal to bug an individual since of his or her nationwide origin. Harassment can consist of, for example, offending or derogatory remarks about an individual’s national origin, accent, or ethnic background.

Although the law doesn’t restrict basic teasing, offhand remarks, or isolated events, harassment is unlawful when it develops a hostile work environment.

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

” 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 business. For instance, a company can not require you to talk without an accent if doing so would not hinder your job-related responsibilities.

A company can only require a staff member to speak fluent English if this is essential 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, employers can find themselves the target of employment-related suits in spite of their finest practices. Some claims likewise subject the business officer to personal liability.

Employment laws are intricate and changing all the time. It is vital to consider partnering with a labor and work legal representative in Orlando. We can navigate your tight spot.

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

We Can Assist With the Following Issues

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

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

We understand work lawsuits is charged with emotions and unfavorable publicity. However, we can assist our customers reduce these negative impacts.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We enjoy to fulfill you in the location that is most practical 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 attorneys are here to help you if a worker, colleague, company, or supervisor 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 workers and companies).

We will review your responses and give you a call. During this short conversation, an attorney will go over your present scenario and legal options. You can also contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my employer accommodates my impairment? It depends on the staff member to make sure the company understands of the impairment and employment to let the employer know that a lodging is required.

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

Once a request is made, the worker and the company requirement to collaborate to discover if lodgings are really required, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose only one unhelpful choice and then decline to use further choices, and workers can not decline to discuss which tasks are being hampered by their impairment or refuse to provide medical proof of their disability.

If the worker declines to provide appropriate medical proof or explain why the accommodation is required, the company can not be held accountable for not making the lodging.

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

However, like an employee, the candidate is accountable for letting the company understand that a lodging is required.

Then it is up to the employer to deal with the candidate to finish the application procedure.

– Does a potential employer have to tell me why I didn’t get the job? No, they do not. Employers may even be advised by their legal groups not to provide any reason when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards people from discrimination in aspects of employment, consisting of (but not limited to) pay, employment classification, termination, employing, work training, referral, promotion, and advantages based upon (among other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As a business owner I am being sued by among my previous workers. What are my rights? Your rights consist of an ability to vigorously protect the claim. Or, employment if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you need to have an employment lawyer assist you with your appraisal of the level of liability and possible damages facing the business before you decide on whether to eliminate or settle.

– How can an Attorney safeguard my services if I’m being unjustly targeted in a work related suit? It is constantly best for an employer to talk to an employment lawyer at the inception of an issue rather than waiting up until match is filed. Often times, the attorney can head-off a potential claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the problem of proof is upon the company 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 attorney’s charges payable by the employee.

Such right is normally not otherwise offered under most employment law statutes.

– What must a company do after the employer gets notice of a claim? Promptly call an employment attorney. There are significant deadlines and other requirements in reacting to a claim that need expertise in employment law.

When meeting with the attorney, have him describe his viewpoint of the liability risks and extent 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 need to validate 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 work eligibility of each of their workers.

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

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the workers submitted documents declaring eligibility.

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

– I pay some of my staff members a wage. That implies I do not need to pay them overtime, remedy? No, employment paying an employee a real income is however one step in appropriately categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “tasks test” which requires specific task tasks (and lack of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible private employers are needed to supply leave for selected military, family, and medical reasons.