Orlando Employment Lawyer

In a time like this, we understand that you want an attorney knowledgeable about the complexities of employment law. We will help you browse this complex procedure.

We represent companies and staff members in disagreements and litigation 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 issues we can manage on your behalf:

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

Today, you can consult with one of our employee about your circumstance.

To speak with an experienced work 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 evidence that supports your allegations.
– Interview your colleagues, boss, and other related parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate firm.
– Establish what modifications or accommodations could meet your needs

Your labor and employment attorney’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 normally do not fall under 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 could be longer based on your scenario. You could have 300 days to file. This makes looking for legal action essential. If you stop working to file your case within the appropriate duration, you could be disqualified 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, employment the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), work lawsuits may end up being necessary.

Employment lawsuits involves problems including (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 against protected statuses, consisting of sex, disability, and race

Many of the concerns listed above are federal criminal activities and must 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 particular medical or household factors. The FMLA enables the worker to depart and go back to their job later.

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

For the FMLA to apply:

– The employer needs to have at least 50 employees.
– The staff member 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 instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a worker is denied leave or retaliated against for attempting to take leave. For example, it is unlawful for a company to deny or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a staff member or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer should restore the worker to the position he held when leave started.
– The company likewise can not bench the employee or move them to another place.
– A company must notify a staff member in writing of his FMLA leave rights, especially when the company knows that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a worker 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 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 (typically 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

Florida laws particularly prohibit discrimination versus people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the workplace just since 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 illegal to victimize a specific due to the fact that they are over the age of 40. Age discrimination can typically result in negative emotional results.

Our work and labor attorneys comprehend how this can affect a private, which is why we provide thoughtful and customized legal care.

How Age Discrimination can Present Itself

We place our clients’ legal needs before our own, no matter what. You deserve an experienced age discrimination attorney to safeguard your rights if you are dealing with these situations:

– Restricted task improvement based upon age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against advantages

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

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and health insurance coverage companies from discriminating versus people if, based upon their hereditary details, they are discovered to have an above-average danger of establishing major illnesses or employment conditions.

It is likewise illegal for companies to utilize the genetic details of applicants and staff members as the basis for specific choices, consisting of employment, promotion, and employment termination.

You Can not be Victimized if You are Pregnant

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

The very same law also safeguards pregnant females against work environment harassment and secures the exact same special needs rights for pregnant staff members as non-pregnant employees.

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 advantages

We will examine your situation to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from discriminating against employees and applicants based upon their citizenship status. This consists of:

– S. residents.
– Asylees.
– Refugees.
– Recent long-term locals.
– Temporary locals

However, if a long-term citizen does not make an application for naturalization within six months of becoming eligible, 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 disabilities. Unfortunately, numerous employers decline tasks to these individuals. Some employers even reject their disabled staff members affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights attorneys have substantial understanding and experience litigating disability discrimination cases. We have actually dedicated ourselves to safeguarding the rights of people with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon impairment is restricted. Under the ADA, an employer can not victimize an applicant based on any physical or mental limitation.

It is prohibited to discriminate versus certified individuals with disabilities in practically any aspect of work, including, however not limited to:

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

We represent individuals who have been denied access to employment, education, service, and even government facilities. If you feel you have actually been discriminated against based upon an impairment, think about dealing 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 been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by companies based on race is an infraction of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties offenses include:

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

We Can Protect You Against Unwanted Sexual Advances

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

Sexual harassment laws protect staff members from:

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

Employers bear an obligation to maintain an office that is devoid of sexual harassment. Our company can provide detailed legal representation concerning your employment or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

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

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

While Orlando is one of America’s greatest tourist destinations, workers who work at amusement park, hotels, and restaurants deserve to have level playing fields. 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 involves dealing with people (applicants or workers) unfavorably because they are from a particular country, have an accent, employment or seem of a specific ethnic background.

National origin discrimination likewise can include treating people unfavorably due to the fact that they are wed to (or connected with) a person of a certain national origin. Discrimination can even happen when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of employment, including:

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

It is unlawful to bug an individual due to the fact that 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 easy teasing, offhand comments, or isolated occurrences, harassment is illegal when it creates a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for an employer to implement policies that target specific populations and are not necessary to the operation of the organization. For example, an employer can not require you to talk without an accent if doing so would not hinder your occupational responsibilities.

An employer can only need an employee to speak proficient English if this is essential to carry out the task successfully. 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 claims in spite of their finest practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complicated and altering all the time. It is important to think about partnering with a labor and work lawyer in Orlando. We can navigate your tight spot.

Our lawyers represent companies in lawsuits before administrative agencies, federal courts, employment and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you discover yourself the topic of a labor and employment claim, here are some situations 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 agreements
– Unemployment settlement claims
– And other matters

We understand work litigation is charged with feelings and negative publicity. However, we can help our clients lessen these negative impacts.

We also can be proactive in helping our customers with the preparation and maintenance of worker handbooks and policies for circulation and associated training. Many times, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We enjoy to meet you in the area that is most hassle-free for you. With our main workplace 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 attorneys are here to assist you if a worker, coworker, 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 employees and employers).

We will evaluate your answers and give you a call. During this short discussion, an attorney will discuss your present scenario and legal choices. You can likewise call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

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

It is not the company’s responsibility to acknowledge that the employee has a requirement first.

Once a request is made, the staff member and the company need to collaborate to discover if lodgings are actually necessary, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose just one unhelpful option and after that refuse to use additional choices, and staff members can not decline to describe which tasks are being hindered by their special needs or refuse to give medical evidence of their disability.

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

Even if a person is filling out a job application, an employer might be required to make accommodations to help the candidate in filling it out.

However, like a worker, the candidate is responsible for letting the employer understand that an accommodation is required.

Then it is up to the employer to work with the candidate to finish the application process.

– Does a prospective employer 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 offer 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 safeguards individuals from discrimination in aspects of employment, including (but not limited to) pay, classification, termination, employing, employment training, recommendation, promo, and advantages based upon (amongst other things) the individuals color, nation of origin, employment race, gender, or status as a veteran.

– As an entrepreneur I am being sued by among my former employees. What are my rights? Your rights include a capability to intensely safeguard 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 appraisal of the extent of liability and potential damages dealing with the company before you decide on whether to combat or settle.

– How can a Lawyer safeguard my services if I’m being unjustly targeted in an employment related claim? It is always best for an employer to speak to a work legal representative at the creation of a problem rather than waiting until fit is filed. Often times, the attorney can head-off a possible claim either through negotiation or official resolution.

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

While the burden of proof is upon the employer to show to the court that the claim is pointless, if effective, and the company wins the case, it can create a right to an award of their lawyer’s costs payable by the worker.

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

– What must an employer do after the employer receives notification of a claim? Promptly get in touch with an employment lawyer. There are significant deadlines and other requirements in reacting to a claim that need know-how in employment law.

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

You should also establish a plan of action regarding whether to try an early settlement or fight all the method through trial.

– Do I need to validate the citizenship of my staff members if I am a small company owner? Yes. Employers in the U.S. must validate both the and the employment eligibility of each of their employees.

They should also verify whether their workers are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted paperwork alleging eligibility.

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

– I pay some of my employees a salary. That indicates I do not need to pay them overtime, correct? No, paying an employee a real salary is but one step in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to also fit the “tasks test” which requires specific task duties (and absence 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 personal companies are required to provide leave for selected military, household, and medical factors.