Orlando Employment Lawyer

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

We represent employers and workers in conflicts and litigation before administrative agencies, 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 handle in your place:

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

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

To talk to a skilled work law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will likewise:

– Gather proof that supports your accusations.
– Interview your coworkers, boss, and other related parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent agency.
– Establish what modifications or lodgings might fulfill your needs

Your labor and work legal representative’s main objective is to protect your legal rights.

How Long do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based on your situation. You might have 300 days to submit. This makes looking for legal action crucial. 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 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), work lawsuits might end up being necessary.

Employment lawsuits involves problems consisting of (however not restricted to):

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

Many of the concerns listed above are federal crimes and need to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who need to take time from work for certain medical or household factors. The FMLA allows the employee to depart and go back to their job later.

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

For the FMLA to use:

– The employer should have at least 50 staff members.
– The worker should have worked for the company for at least 12 months.
– The worker must have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when an employee is rejected leave or struck back against for attempting to take leave. For example, it is unlawful for an employer to reject or dissuade an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The company must reinstate the worker to the position he held when leave started.
– The company also can not demote the worker or transfer them to another area.
– An employer needs to alert an employee in writing of his FMLA leave rights, especially when the company understands that the staff member has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member might be entitled to recover any economic losses suffered, including:

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

That amount 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 ( 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

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

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the work environment simply 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 private due to the fact that they are over the age of 40. Age discrimination can frequently lead to adverse emotional results.

Our employment and labor attorneys comprehend how this can affect a specific, which is why we supply caring and tailored legal care.

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You deserve a knowledgeable age discrimination attorney to safeguard your rights if you are dealing with these scenarios:

– Restricted job improvement based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus privileges

We can show that age was a determining consider your employer’s decision to reject you particular things. If you feel like you’ve been rejected advantages or dealt with unjustly, the employment lawyers at our law office are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law prohibits companies and health insurance companies from victimizing people if, based upon their genetic details, they are found to have an above-average risk of developing major health problems or conditions.

It is likewise illegal for employers to use the hereditary information of candidates and workers as the basis for certain choices, including employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against applicants and staff members on the basis of pregnancy and associated conditions.

The very same law likewise secures pregnant ladies against work environment harassment and protects the very same special needs rights for pregnant staff members as non-pregnant employees.

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 benefits

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

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from victimizing workers and employment candidates based on their citizenship status. This includes:

– S. residents.
– Asylees.
– Refugees.
– Recent irreversible locals.
– Temporary residents

However, if an irreversible citizen does not use for naturalization within 6 months of ending up being 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 cope with impairments. Unfortunately, numerous companies decline jobs to these people. Some companies even reject their handicapped staff members affordable lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando disability rights legal representatives have substantial understanding and experience litigating special needs discrimination cases. We have actually devoted ourselves to securing 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 on special needs is restricted. Under the ADA, an employer can not victimize a candidate based on any physical or psychological constraint.

It is unlawful to victimize qualified people with specials needs in nearly any aspect of work, including, but not limited to:

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

We represent individuals who have been rejected access to employment, education, service, and even federal government facilities. If you feel you have actually been victimized based upon an impairment, consider dealing with our Central Florida disability rights team. 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 office, let the attorneys at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by companies based on race is a violation of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties infractions consist of:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s chance for task development or chance based on race
– Discriminating against an employee because of their association with people of a certain race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to practically all employers and employment service.

Sexual harassment laws safeguard employees from:

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

Employers bear a duty to keep an office that is complimentary of unwanted sexual advances. Our company can offer comprehensive legal representation concerning your employment or sexual harassment matter.

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

Our group is here to assist you if an employee, coworker, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment violations including locations such as:

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

While Orlando is one of America’s greatest traveler locations, staff members who work at style parks, hotels, and dining establishments are worthy of to have level playing fields. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes dealing with people (candidates or workers) unfavorably due to the fact that 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 because they are wed to (or related to) an individual of a certain nationwide origin. Discrimination can even occur when the worker and employer 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 element of employment, consisting of:

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

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

Although the law does not prohibit easy teasing, offhand comments, or separated occurrences, harassment is unlawful when it produces 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 consumer.

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to implement policies that target particular populations and are not required to the operation of the organization. For employment example, an employer can not require you to talk without an accent if doing so would not hinder your occupational duties.

An employer can only need a worker to speak fluent English if this is essential to carry out 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, companies can find themselves the target of employment-related suits in spite of their best practices. Some claims likewise subject the company officer to individual liability.

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

Our attorneys represent companies in lawsuits before administrative agencies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you find yourself the topic of a labor and employment lawsuit, here are some situations we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment payment claims
– And other matters

We understand employment litigation is charged with feelings and negative promotion. However, we can assist our customers decrease these unfavorable impacts.

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

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We enjoy to meet you in the area 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 lawyers are here to help you if a staff member, coworker, employer, or manager 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 workers and companies).

We will evaluate your responses and offer you a call. During this short conversation, a lawyer will review your existing circumstance and legal choices. You can likewise call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my special needs? It depends on the employee to ensure the employer knows of the disability and to let the employer know that an accommodation is needed.

It is not the company’s responsibility to acknowledge that the staff member has a requirement initially.

Once a request is made, the employee and the employer requirement to work together to find if lodgings are really necessary, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

A company can not propose only one unhelpful alternative and then refuse to offer more alternatives, and staff members can not refuse to discuss which duties are being restrained by their impairment or refuse to provide medical evidence of their impairment.

If the employee refuses to offer relevant medical evidence or explain why the accommodation is required, the company can not be held responsible for not making the accommodation.

Even if an individual is submitting a job application, a company might be needed to make lodgings to help the applicant in filling it out.

However, like an employee, the candidate is accountable for letting the employer know that an accommodation is required.

Then it depends on the employer to deal with the candidate to complete the application procedure.

– Does a potential company need to inform me why I didn’t get the job? No, employment they do not. Employers might even be instructed by their legal groups not to offer any factor 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 employment, consisting of (but not restricted to) pay, classification, termination, employing, employment training, recommendation, promotion, and advantages based upon (among other things) the people color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by among my former workers. What are my rights? Your rights consist of an ability to intensely defend the claim. Or, if you perceive there to be liability, you have every right to engage in settlement discussions.

However, you must have a work legal representative assist you with your assessment of the degree of liability and possible 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 associated claim? It is constantly best for a company to talk with a work legal representative at the creation of a concern instead of waiting up until match is submitted. Many times, the lawyer can head-off a potential claim either through settlement or official resolution.

Employers likewise have rights not to be demanded pointless claims.

While the burden of proof is upon the employer to prove to the court that the claim is pointless, if effective, and the employer wins the case, it can produce a right to an award of their attorney’s fees payable by the employee.

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

– What must a company do after the employer receives notification of a claim? Promptly contact a work lawyer. There are considerable due dates and other requirements in reacting to a claim that need expertise in employment law.

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

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

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

They need to also validate whether or not their workers are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and look over the staff members submitted documentation alleging eligibility.

By law, the employer needs to keep the I-9 forms for all staff members till 3 years after the date of employing, or till 1 year after termination (whichever comes last).

– I pay a few of my employees an income. That implies I do not need to pay them overtime, fix? No, paying a staff member a true income is but one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “responsibilities test” which requires specific job responsibilities (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 supply leave for chosen military, family, and medical factors.