Orlando Employment Lawyer

In a time like this, we understand that you want a lawyer acquainted with the intricacies of work law. We will help you navigate this complicated procedure.

We represent employers and workers in disagreements and lawsuits before administrative firms, 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 some of the issues we can manage on your behalf:

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

Today, you can speak to one of our employee about your circumstance.

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

How Can Our Firm Help You?

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

– Gather evidence that supports your accusations.
– Interview your coworkers, boss, and other related parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent agency.
– Establish what changes or accommodations could meet your needs

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

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

Employment and labor cases normally 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 typically have up to 180 days to submit your case. This timeline could be longer based upon your situation. You might have 300 days to file. This makes looking for legal action essential. If you fail 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 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), employment lawsuits might become necessary.

Employment lawsuits includes problems including (but not restricted to):

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

Much of the problems listed above are federal crimes and ought to 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 particular medical or family factors. The FMLA enables the worker to take leave and return to their job afterward.

In addition, the FMLA provides family leave for military service members and their households– 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 workers.
– The staff member should have worked for the company for at least 12 months.
– The worker should have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is denied leave or retaliated versus for attempting to take leave. For example, it is illegal for an employer to deny or discourage 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 coverage since he took FMLA leave.
– The company should reinstate the employee to the position he held when leave began.
– The company also can not demote the worker or move them to another area.
– An employer must alert a worker in writing of his FMLA leave rights, especially when the company understands that the employee has an immediate requirement 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 amount is doubled if the court or jury discovers that the employer 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 information

Florida laws specifically forbid discrimination versus individuals 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 merely due to the fact that 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 discriminate against a specific because they are over the age of 40. Age discrimination can frequently lead to negative emotional results.

Our work and labor lawyers comprehend how this can impact a private, which is why we offer thoughtful and customized legal care.

How Age Discrimination can Emerge

We put our clients’ legal requirements before our own, no matter what. You are worthy of an experienced age discrimination lawyer to defend your rights if you are dealing with these situations:

– Restricted job development based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus advantages

We can prove that age was a figuring out element in your employer’s choice to reject you particular things. If you feel like you’ve been rejected advantages or dealt with unfairly, the employment lawyers at our law company are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law forbids companies and health insurance companies from victimizing people if, based on their hereditary details, they are discovered to have an above-average risk of developing major health problems or conditions.

It is likewise prohibited for employers to utilize the hereditary details of applicants and workers as the basis for specific decisions, including work, promotion, and termination.

You Can not be Victimized if You are Pregnant

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

The exact same law likewise secures pregnant ladies against office harassment and protects the very same impairment rights for pregnant workers as non-pregnant workers.

Your Veteran Status need to not Matter in the Workplace

The Uniformed Services Employment and employment 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 show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating versus staff members and candidates based on their citizenship status. This consists of:

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

However, if an irreversible local does not obtain naturalization within six 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 deal with specials needs. Unfortunately, many employers refuse jobs to these people. Some employers even reject their disabled employees affordable lodgings.

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

It is illegal to discriminate against certified people with specials needs in practically any aspect of employment, including, but not limited to:

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

We represent people who have actually been denied access to employment, education, organization, and even federal government facilities. If you feel you have been discriminated against based upon a disability, consider working with our Central Florida disability rights team. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the office, let the attorneys at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 prohibits discrimination based on an individual’s skin color. Any actions or harassment by companies based upon race is an offense of the Civil Rights Act and is cause for a legal suit.

Some examples of civil rights infractions include:

– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task advancement or chance based upon race
– Victimizing a worker due to the fact that of their association with individuals of a specific race or ethnic culture

We Can Protect You Against Sexual Harassment

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 virtually all employers and work agencies.

Unwanted sexual advances laws safeguard staff members from:

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

Employers bear a duty to preserve a workplace that is without unwanted sexual advances. Our firm can provide extensive legal representation regarding your work or sexual harassment matter.

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

Our team is here to assist you if an employee, coworker, employer, or manager in the hospitality market broke federal or local laws. We can take legal action for office infractions involving areas such as:

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

While Orlando is among America’s biggest tourist locations, staff members who work at amusement park, hotels, and dining establishments should have to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination includes treating individuals (candidates or workers) unfavorably because they are from a specific country, have an accent, or seem of a particular ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably due to the fact that they are married to (or connected with) an individual of a specific national origin. Discrimination can even occur when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is unlawful to bother an individual due to the fact that of his/her nationwide origin. Harassment can consist of, for example, offending or negative remarks about a person’s national origin, accent, or ethnic culture.

Although the law doesn’t restrict simple teasing, offhand remarks, or separated occurrences, harassment is unlawful when it develops a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for an employer to execute policies that target particular populations and are not required to the operation of business. For circumstances, an employer can not force you to talk without an accent if doing so would not hamper your job-related tasks.

An employer can just need an employee to speak proficient English if this is needed to perform the job efficiently. 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 discover themselves the target of employment-related suits despite their best practices. Some claims also subject the business officer to individual liability.

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

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

We Can Help with the Following Issues

If you find yourself the subject of a labor and work claim, here are some situations we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– 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 settlement claims
– And other matters

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

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

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We enjoy to fulfill you in the location 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 help you if a staff member, coworker, company, or manager broke federal or local laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both staff members and companies).

We will examine your answers and provide you a call. During this quick discussion, an attorney will go over your present situation and legal choices. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my employer accommodates my special needs? It depends on the staff member to ensure the company understands of the disability and to let the employer understand that an accommodation is needed.

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

Once a request is made, the staff member and the employer need to work together to discover if accommodations are in fact essential, and if so, what they will be.

Both parties have a duty to be cooperative.

An employer can not propose only one unhelpful alternative and then decline to use more alternatives, and workers can not decline to describe which duties are being hampered by their special needs or refuse to offer medical proof of their impairment.

If the employee declines to give appropriate medical proof or discuss why the accommodation is needed, the employer can not be held responsible for not making the accommodation.

Even if a person is completing a job application, an employer may be required to make lodgings to help the applicant in filling it out.

However, like a staff member, the applicant is accountable for letting the company know that an accommodation is required.

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

– Does a possible company have to tell me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal groups not to offer any factor when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects individuals from discrimination in aspects of employment, employment consisting of (but not restricted to) pay, classification, termination, employing, employment training, recommendation, promo, employment 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 one of my former workers. What are my rights? Your rights include a capability to intensely defend the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you must have an employment attorney help you with your assessment of the extent of liability and possible damages facing the company before you decide on whether to battle or settle.

– How can an Attorney secure my businesses if I’m being unjustly targeted in an employment associated claim? It is always best for a to speak with a work legal representative at the inception of an issue rather than waiting till fit is submitted. Lot of times, the legal representative can head-off a prospective claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the concern of evidence is upon the employer to prove to the court that the claim is pointless, 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 readily available under many employment law statutes.

– What must an employer do after the employer receives notification of a claim? Promptly contact an employment legal representative. There are substantial deadlines and other requirements in reacting to a claim that need know-how in work law.

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

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

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

They should likewise validate whether or not their workers are U.S. citizens. These guidelines 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 declaring eligibility.

By law, the company needs to keep the I-9 types for all staff members till 3 years after the date of working with, or up until 1 year after termination (whichever comes last).

– I pay some of my workers a salary. That suggests I do not have to pay them overtime, remedy? No, paying a worker a real income is however one step in effectively classifying them as exempt from the overtime requirements under federal law.

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

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), qualified personal companies are needed to offer leave for picked military, family, and medical factors.