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 complex process.

We represent companies and workers in disagreements and lawsuits before administrative companies, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the concerns we can manage in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported 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 specials needs.
– Harassment

Today, you can talk to one of our staff member about your scenario.

To talk to a knowledgeable work law legal representative 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 also:

– Gather evidence that supports your allegations.
– Interview your colleagues, boss, and other associated parties.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate agency.
– Establish what modifications or lodgings might satisfy your requirements

Your labor and work attorney’s primary goal is to safeguard your legal rights.

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

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

Per the EEOC, you typically have up to 180 days to submit your case. This timeline could be longer based upon your situation. You could have 300 days to file. This makes seeking legal action vital. If you stop working to submit your case within the proper duration, employment you might be ineligible to proceed.

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

We Can Manage Your Employment Litigation Case

If an employer breaches federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or employment the Family and Medical Leave Act (FMLA), employment litigation might end up being essential.

Employment litigation includes concerns 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 versus secured statuses, including sex, special needs, and race

Much of the concerns 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 applies to workers who need to take some time from work for specific medical or household reasons. The FMLA allows the worker to depart and go back to their job afterward.

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

For the FMLA to use:

– The company should have at least 50 workers.
– The worker must have worked for the employer for a minimum of 12 months.
– The employee 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 a staff member is rejected leave or struck back versus for attempting to take leave. For instance, it is illegal for a company to deny 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 coverage because he took FMLA leave.
– The company should renew the employee to the position he held when leave started.
– The employer likewise can not demote the worker or move them to another place.
– An employer must notify an employee in writing of his FMLA leave rights, especially when the company understands that the employee has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a worker might be entitled to recover any financial losses suffered, consisting of:

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

That quantity is doubled if the court or jury finds that the employer 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 forbid discrimination based on:

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

Florida laws specifically restrict discrimination against individuals based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the work environment just due to the fact that 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 victimize a specific due to the fact that they are over the age of 40. Age discrimination can frequently result in unfavorable emotional effects.

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

How Age Discrimination can Present Itself

We place our clients’ legal requirements before our own, no matter what. You should have an experienced age discrimination lawyer to defend your rights if you are dealing with these circumstances:

– Restricted job advancement based upon age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination versus opportunities

We can prove that age was an identifying consider your employer’s choice to reject you specific things. If you seem like you’ve been rejected privileges or dealt with unjustly, the work lawyers 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 info is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance business from victimizing people if, based on their hereditary details, they are discovered to have an above-average threat of developing severe health problems or conditions.

It is likewise unlawful for employers to utilize the genetic info of candidates and employees as the basis for particular choices, including work, promotion, employment and termination.

You Can not be Victimized if You are Pregnant

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

The exact same law also safeguards pregnant ladies versus workplace harassment and secures the same special needs rights for pregnant workers as non-pregnant employees.

Your Veteran Status must not Matter in the Workplace

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

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from victimizing staff members and candidates based upon their citizenship status. This includes:

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

However, if an irreversible local does not get 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 cope with impairments. Unfortunately, lots of employers decline jobs to these people. Some companies even deny their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have comprehensive knowledge and experience litigating impairment discrimination cases. We have actually dedicated ourselves to protecting the rights of individuals with specials needs.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon impairment is prohibited. Under the ADA, a company can not discriminate against an applicant based upon any physical or employment mental limitation.

It is illegal to discriminate versus qualified individuals with specials needs in almost any aspect of work, consisting of, but not restricted to:

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

We represent people who have actually been denied access to work, education, business, and even government centers. If you feel you have actually been discriminated versus based on a disability, consider dealing with our Central Florida impairment rights group. We can determine if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have actually been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 forbids discrimination based upon 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 fit.

Some examples of civil liberties infractions consist of:

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

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a form of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to virtually all employers and work firms.

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 maintain a work environment that is without unwanted sexual advances. Our company can provide comprehensive legal representation regarding your employment or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if a worker, coworker, employer, or employment supervisor in the hospitality industry broke federal or local laws. We can take legal action for office offenses involving locations such as:

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

While Orlando is among America’s greatest traveler locations, employees 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 Victimized Based on Your National Origin

National origin discrimination involves dealing with individuals (applicants or employment staff members) unfavorably since they are from a particular nation, have an accent, or appear to be of a specific ethnic background.

National origin discrimination likewise can involve dealing with people unfavorably due to the fact that they are married to (or connected with) a person of a particular national origin. Discrimination can even take place when the employee and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it pertains to any aspect of work, including:

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

It is illegal to bother an individual since of his or her national origin. Harassment can consist of, employment for instance, offensive or derogatory remarks about a person’s national origin, accent, or .

Although the law does not prohibit simple teasing, offhand remarks, or isolated incidents, harassment is prohibited when it creates a hostile work environment.

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

” English-Only” Rules Are Illegal

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

A company can just need a worker to speak proficient English if this is required to perform the task successfully. So, for example, 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, employers can discover themselves the target of employment-related lawsuits regardless of their best practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and changing all the time. It is important to think about partnering with a labor and work legal representative in Orlando. We can browse your tight spot.

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

We Can Aid With the Following Issues

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

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

We understand employment litigation is charged with emotions and negative publicity. However, we can assist our clients reduce these unfavorable results.

We likewise can be proactive in helping our customers with the preparation and upkeep of worker handbooks and policies for distribution and associated training. Many times, this proactive technique will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to read more

We have 13 places throughout Florida. We are pleased to satisfy you in the place that is most convenient for you. With our main 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 work attorneys are here to help you if a staff member, colleague, employer, 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 staff members and companies).

We will examine your responses and give you a call. During this brief conversation, an attorney will review your existing situation and legal options. 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 ensure my employer accommodates my disability? It is up to the staff member to make sure the employer knows of the special needs and to let the employer know that an accommodation is needed.

It is not the employer’s obligation to acknowledge that the employee has a need initially.

Once a request is made, the worker and the employer need to interact to find if accommodations are really 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 after that refuse to provide further choices, and employees can not decline to describe which tasks are being hindered by their disability or refuse to offer medical evidence of their special needs.

If the worker declines to provide pertinent medical proof or describe why the accommodation is needed, the company can not be held accountable for not making the accommodation.

Even if an individual is submitting a job application, a company may be needed to make lodgings to assist the candidate in filling it out.

However, like a worker, the applicant is accountable for letting the company know that a lodging is required.

Then it depends on the company to work with the applicant to finish the application process.

– Does a potential company have to inform me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to offer any reason 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 elements of work, including (however not limited to) pay, classification, termination, hiring, employment training, referral, promotion, and advantages based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As a business owner I am being sued by one of my former workers. What are my rights? Your rights consist of an ability to strongly protect the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you ought to have a work attorney assist you with your valuation of the extent of liability and potential damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney protect my services if I’m being unjustly targeted in an employment associated claim? It is constantly best for a company to talk to an employment legal representative at the beginning of a problem instead of waiting until fit is submitted. Many times, the lawyer can head-off a prospective claim either through negotiation or official resolution.

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

While the burden 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 fees payable by the employee.

Such right is typically not otherwise offered under the majority of work law statutes.

– What must a company do after the employer gets notification of a claim? Promptly call a work attorney. There are considerable due dates and other requirements in responding to a claim that require expertise in employment law.

When conference with the lawyer, have him describe his opinion of the liability risks and extent of damages.

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

They must likewise validate whether or not their staff members 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 workers submitted documents declaring eligibility.

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

– I pay some of my workers a salary. That indicates I do not need to pay them overtime, correct? No, paying a worker a true salary is however one step in properly classifying them as exempt from the overtime requirements under federal law.

They should likewise 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) impact employers? Under the Family and Medical Leave Act (FMLA), qualified personal companies are required to provide leave for selected military, family, and medical reasons.