Orlando Employment Lawyer

In a time like this, we understand that you desire a lawyer knowledgeable about the complexities of work law. We will assist you navigate this complex process.

We represent companies and workers in disputes and litigation before administrative companies, 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 some of the issues we can manage on your behalf:

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, religious beliefs, equal pay, impairment, employment and more).
– Failure to accommodate impairments.
– Harassment

Today, you can speak with among our employee about your situation.

To seek advice from with a knowledgeable work 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 alternatives. We will also:

– Gather proof that supports your accusations.
– Interview your colleagues, boss, and other related parties.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what modifications or accommodations could satisfy your needs

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

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

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

Per the EEOC, you usually have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You might have 300 days to file. This makes seeking legal action essential. If you fail to file your case within the suitable duration, you might be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If a company breaches 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 might end up being necessary.

Employment lawsuits includes issues including (however 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 safeguarded statuses, consisting of sex, disability, and race

Many of the issues noted above are federal criminal activities and need to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who need to take time from work for specific medical or family reasons. The FMLA enables the staff member to take leave and employment return to their job afterward.

In addition, the FMLA offers household leave for military service members and their households– if the leave is associated to that service member’s military obligations.

For the FMLA to apply:

– The employer needs to 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 instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when an employee is rejected leave or struck back versus for trying to take leave. For example, it is illegal for a company to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The employer must renew the staff member to the position he held when leave began.
– The employer likewise can not demote the staff member or move them to another location.
– An employer needs to notify a staff member in writing of his FMLA leave rights, specifically when the company is conscious that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a worker might be entitled to recuperate any economic losses suffered, including:

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

That quantity 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 prohibit 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 restrict discrimination against individuals based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office 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 because they are over the age of 40. Age discrimination can frequently result in unfavorable psychological impacts.

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

How Age Discrimination can Present Itself

We position our customers’ legal needs before our own, no matter what. You should have a skilled age discrimination attorney to safeguard your rights if you are dealing with these circumstances:

– Restricted job improvement based on age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based upon age.
– Discrimination against advantages

We can show that age was an identifying consider your employer’s choice to reject you specific things. If you seem like you’ve been denied benefits or dealt with unfairly, the employment lawyers at our law firm are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on hereditary information is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and health insurance coverage companies from victimizing people if, based upon their genetic details, they are discovered to have an above-average risk of developing severe diseases or conditions.

It is also prohibited for companies to use the genetic info of candidates and employees as the basis for specific choices, consisting of employment, promo, and 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 same law also safeguards pregnant females against office harassment and protects the exact same special needs rights for pregnant staff members as non-pregnant workers.

Your Veteran Status need 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 discriminating against workers and candidates based on their citizenship status. This includes:

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

However, if a permanent resident does not use for naturalization within six months of becoming qualified, they will not be secured 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 live with specials needs. 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 come in. Our Orlando disability rights attorneys have comprehensive knowledge and experience litigating disability discrimination cases. We have committed ourselves to protecting 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 disability is forbidden. Under the ADA, an employer can not discriminate against an applicant based on any physical or psychological constraint.

It is prohibited to victimize qualified people with specials needs in almost any aspect of employment, including, but not limited to:

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

We represent individuals who have been denied access to work, education, business, and even federal government centers. If you feel you have been victimized based upon a disability, think about dealing with our Central Florida disability rights group. We can figure out 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 lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 restricts discrimination based on an individual’s skin color. Any actions or harassment by companies based upon race is an infraction of the Civil Rights Act and is cause for a legal match.

Some examples of civil liberties infractions include:

– Segregating staff members based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for job development or opportunity based on race
– Victimizing an employee because of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to essentially all employers and employment service.

Sexual harassment laws safeguard employees from:

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

Employers bear a duty to maintain a work environment that is without sexual harassment. Our firm can supply comprehensive legal representation concerning your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a staff member, colleague, employer, or supervisor in the hospitality market broke federal or local laws. We can take legal action for workplace offenses involving locations such as:

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

While Orlando is among America’s greatest traveler destinations, employees who work at amusement park, hotels, and restaurants are worthy of 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 people (applicants or employees) unfavorably since they are from a specific country, have an accent, or seem of a certain ethnic background.

National origin discrimination also can include treating individuals unfavorably since they are married to (or employment associated with) an individual of a particular national origin. Discrimination can even happen when the worker and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it comes to any element of employment, consisting of:

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

It is unlawful to bother an individual since of his or her national origin. Harassment can include, for example, offending or derogatory remarks about a person’s nationwide origin, accent, or ethnicity.

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

The harasser can be the victim’s manager, a coworker, or someone who is not an employee, such as a customer or client.

” English-Only” Rules Are Illegal

The law makes it unlawful for employment an employer to implement policies that target particular populations and are not essential to the operation of business. For example, a company can not force you to talk without an accent if doing so would not hinder your job-related responsibilities.

A company can just need a staff member to speak fluent English if this is required to perform the task efficiently. So, for example, your employer 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 find themselves the target of employment-related claims regardless of their best practices. Some claims likewise subject the company officer to individual liability.

Employment laws are intricate and altering all the time. It is important to consider partnering with a labor and employment legal representative in Orlando. We can browse your challenging scenario.

Our attorneys represent companies in litigation before administrative firms, employment 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 subject of a labor and work claim, here are some situations we can assist you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– to accommodate impairments
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment settlement claims
– And other matters

We understand work litigation is charged with emotions and unfavorable publicity. However, we can help our customers minimize these negative results.

We likewise can be proactive in assisting our clients with the preparation and maintenance of employee handbooks and policies for distribution and related training. Many times, this proactive approach will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We enjoy to meet you in the place that is most hassle-free 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 employment lawyers are here to assist you if a worker, colleague, employer, or manager 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 employers).

We will evaluate your answers and provide you a call. During this quick discussion, employment an attorney will discuss your present circumstance and legal alternatives. You can likewise contact us 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 impairment? It is up to the employee to ensure the company knows of the disability and to let the company understand that a lodging is needed.

It is not the company’s duty to acknowledge that the worker has a need first.

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

Both celebrations have a responsibility to be cooperative.

An employer can not propose just one unhelpful choice and then decline to offer more alternatives, and employees can not decline to describe which duties are being impeded by their special needs or refuse to provide medical proof of their special needs.

If the employee refuses to give appropriate medical evidence or discuss why the accommodation is needed, the company can not be held liable for not making the accommodation.

Even if an individual is completing a task application, an employer may be needed to make lodgings to help the candidate in filling it out.

However, like an employee, the applicant is responsible for letting the company understand that an accommodation is needed.

Then it depends on the company to deal with the applicant to finish the application procedure.

– Does a potential employer need to tell me why I didn’t get the task? No, they do not. Employers might even be advised by their legal teams not to give any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects individuals from discrimination in aspects of employment, consisting of (but not limited to) pay, category, termination, hiring, work training, recommendation, promo, and benefits based on (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.

– As an organization owner I am being taken legal action against by among my previous staff members. What are my rights? Your rights consist of a capability to intensely defend the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.

However, you need to have a work lawyer assist you with your valuation of the degree of liability and potential damages dealing with the business before you make a decision on whether to battle or settle.

– How can an Attorney safeguard my services if I’m being unfairly targeted in an employment related suit? It is constantly best for a company to talk to a work attorney at the inception of a concern instead of waiting up until suit is submitted. Often times, the legal representative can head-off a possible claim either through negotiation or formal resolution.

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

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

Such right is typically not otherwise available under many work law statutes.

– What must a company do after the employer receives notice of a claim? Promptly contact a work attorney. There are considerable deadlines and other requirements in reacting to a claim that require proficiency in employment law.

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

You should also develop a strategy regarding whether to attempt an early settlement or fight all the method through trial.

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

They must also confirm whether or not their employees are U.S. citizens. These regulations were enacted by the Immigration Reform and Control Act.

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

By law, the company must keep the I-9 forms for all workers until 3 years after the date of hiring, or till 1 year after termination (whichever comes last).

– I pay some of my employees a wage. That means I do not need to pay them overtime, fix? No, paying an employee a true wage is but one action in properly classifying them as exempt from the overtime requirements under federal law.

They must also fit the “responsibilities test” which requires particular task tasks (and lack of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), eligible personal companies are required to provide leave for selected military, family, and medical reasons.