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Overview

  • Founded Date November 20, 1961
  • Sectors Sales & Marketing
  • Posted Jobs 0
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Company Description

Orlando Employment Lawyer

In a time like this, we understand that you want an attorney acquainted with the intricacies of employment law. We will assist you browse this complex process.

We represent employers and staff members in conflicts and before administrative companies, 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 problems we can manage on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, religion, job equal pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can speak to one of our team members about your situation.

To consult 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 alternatives. We will likewise:

– Gather proof that supports your claims.
– Interview your colleagues, employer, and other associated celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
– Establish what changes or lodgings might fulfill your requirements

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

The length of time 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 may expect.

Per the EEOC, you normally have up to 180 days to file your case. This timeline could be longer based on your situation. You might have 300 days to file. This makes looking for legal action important. If you stop working to submit your case within the proper period, you could be disqualified to proceed.

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

We Can Manage Your Employment Litigation Case

If a company breaks federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), employment lawsuits might become necessary.

Employment litigation includes concerns 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 versus safeguarded statuses, consisting of sex, impairment, and race

Many of the concerns noted above are federal criminal offenses and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who need to take time from work for specific medical or family factors. The FMLA enables the employee to take leave and 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 commitments.

For the FMLA to apply:

– The company needs to have at least 50 workers.
– The worker should have worked for the employer for at least 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 staff member is rejected leave or retaliated versus for attempting to take leave. For example, it is illegal for an employer to deny or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a staff member or cancel his medical insurance coverage since he took FMLA leave.
– The employer should renew the employee to the position he held when leave began.
– The employer likewise can not bench the employee or transfer them to another area.
– An employer needs to alert a staff member in writing of his FMLA leave rights, particularly when the company is mindful that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, a worker may be entitled to recover any economic losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers 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 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 particularly prohibit discrimination versus individuals based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the work environment 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 against an individual since they are over the age of 40. Age discrimination can often result in adverse psychological impacts.

Our work and labor attorneys comprehend how this can impact a private, which is why we offer caring and tailored legal care.

How Age Discrimination can Emerge

We position our customers’ legal requirements before our own, no matter what. You are worthy of a knowledgeable age discrimination lawyer to protect your rights if you are dealing with these situations:

– Restricted task improvement based upon age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus opportunities

We can prove that age was a figuring out element in your employer’s choice to reject you specific things. If you feel like you’ve been rejected benefits or dealt with unfairly, the work attorneys 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 information is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts companies and medical insurance business from discriminating versus people if, based on their hereditary info, they are discovered to have an above-average threat of developing severe illnesses or conditions.

It is also prohibited for employers to utilize the hereditary information of applicants and employees as the basis for specific choices, including work, promo, job and termination.

You Can not be Victimized if You are Pregnant

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

The exact same law also protects pregnant females against office harassment and secures the exact same special needs rights for pregnant employees 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) secures veterans from discrimination and retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

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

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus workers and applicants based on their citizenship status. This includes:

– S. citizens.
– Asylees.
– Refugees.
– Recent permanent residents.
– Temporary locals

However, if a permanent citizen does not get naturalization within six months of ending up being eligible, 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), job over 60 million Americans deal with disabilities. Unfortunately, numerous companies refuse tasks to these individuals. Some employers even reject their disabled workers affordable lodgings.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights attorneys have extensive knowledge and experience litigating special needs discrimination cases. We have dedicated ourselves to protecting the rights of individuals with disabilities.

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 mental limitation.

It is prohibited to discriminate versus qualified people with disabilities in almost any aspect of employment, including, however not restricted to:

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

We represent individuals who have been rejected access to work, education, company, and even government centers. If you feel you have been victimized based upon a disability, think about working with our Central Florida disability rights group. We can identify 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 office, let the attorneys at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 prohibits discrimination based on a person’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil rights offenses consist of:

– Segregating staff members based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for job advancement or chance based on race
– Victimizing 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 type of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to practically all employers and employment agencies.

Unwanted sexual advances laws secure workers from:

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

Employers bear a duty to keep a work environment that is without unwanted sexual advances. Our firm can offer comprehensive legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a worker, colleague, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for workplace violations including locations such as:

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

While Orlando is among America’s greatest traveler destinations, staff members who operate at amusement park, hotels, and dining establishments are worthy of to have equivalent opportunities. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination includes treating people (applicants or workers) unfavorably due to the fact that they are from a specific nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably since they are wed to (or associated with) an individual of a particular national origin. Discrimination can even happen when the staff member 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, including:

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

It is unlawful to bug an individual because of his/her nationwide origin. Harassment can consist of, for instance, offensive or bad remarks about an individual’s national origin, accent, or ethnicity.

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

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

” English-Only” Rules Are Illegal

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

An employer can only need a staff member to speak proficient English if this is essential to perform the task successfully. 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, employers can discover themselves the target of employment-related claims regardless 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 vital to think about partnering with a labor and work lawyer in Orlando. We can browse your difficult situation.

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

We Can Assist With the Following Issues

If you discover yourself the subject of a labor and employment claim, here are some scenarios we can assist 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, including supposed class actions
– Violations of non-competition and non-disclosure contracts
Unemployment payment claims
– And other matters

We comprehend employment litigation is charged with feelings and negative publicity. However, we can assist our clients decrease these unfavorable results.

We likewise can be proactive in helping our clients with the preparation and maintenance of employee handbooks and policies for circulation and associated training. Often times, this proactive approach will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We are pleased to fulfill you in the location that is most practical 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 employment attorneys are here to assist you if a worker, coworker, employer, or supervisor 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 workers and companies).

We will examine your answers and provide you a call. During this brief conversation, a lawyer will go over your existing circumstance 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 ensure my employer accommodates my impairment? It depends on the staff member to ensure the company understands of the impairment and to let the employer know that a lodging is required.

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

Once a demand is made, the employee and the employer requirement to work together to find if lodgings are in fact required, and if so, what they will be.

Both parties have a duty to be cooperative.

A company can not propose just one unhelpful alternative and after that refuse to use more alternatives, and staff members can not decline to discuss which duties are being restrained by their disability or refuse to give medical proof of their special needs.

If the staff member refuses to give relevant medical proof or discuss why the accommodation is required, the company can not be held responsible for not making the lodging.

Even if a person is completing a job application, a company may be required to make accommodations to assist 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 work with the applicant to complete the application procedure.

– Does a potential company need to inform me why I didn’t get the job? No, they do not. Employers may even be instructed by their legal groups not to offer any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards people from discrimination in elements of work, including (however not restricted to) pay, classification, termination, employing, work training, referral, promotion, and benefits based upon (amongst other things) the people color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by one of my previous employees. What are my rights? Your rights consist of a capability to intensely protect the claim. Or, if you perceive there to be liability, you have every right to take part in settlement conversations.

However, you should have a work legal representative help you with your assessment of the level of liability and potential damages dealing with the business before you decide on whether to eliminate or settle.

– How can a Lawyer safeguard my organizations if I’m being unfairly targeted in a work related suit? It is always best for a company to speak to an employment attorney at the inception of an issue rather than waiting up until suit is filed. Sometimes, job the legal representative can head-off a possible claim either through settlement or formal resolution.

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

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

Such right is normally not otherwise offered under the majority of employment law statutes.

– What must an employer do after the employer gets notification of a claim? Promptly contact a work lawyer. There are significant due dates and other requirements in reacting to a claim that require know-how in employment law.

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

You ought to likewise develop a plan of action regarding whether to try an early settlement or combat all the way through trial.

– Do I have 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 staff members.

They must likewise validate whether or not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted documentation declaring eligibility.

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

– I pay a few of my staff members a salary. That suggests I do not have to pay them overtime, remedy? No, paying a staff member a true wage is but one step in effectively classifying them as exempt from the overtime requirements under federal law.

They must also fit the “duties test” which requires particular job duties (and job 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), qualified private companies are needed to provide leave for selected military, family, and medical factors.

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