Orlando Employment Lawyer

In a time like this, we understand that you desire a legal representative acquainted with the intricacies of employment law. We will assist you navigate this complicated process.

We represent companies and workers in disagreements and litigation 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 handle in your place:

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

Today, you can speak with among our team members about your circumstance.

To seek advice from with a knowledgeable work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

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

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

For how long 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 submit your case. This timeline could be longer based on your situation. You might have 300 days to submit. This makes seeking legal action important. If you fail to submit your case within the suitable duration, you could be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If an employer breaks federal laws, employment 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 become needed.

Employment litigation includes problems consisting of (however not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus secured statuses, including sex, impairment, and race

Many of the concerns noted above are federal criminal activities and should be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who require to take time from work for specific medical or household reasons. The FMLA allows the staff member to take leave and go back to their job later.

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

For the FMLA to use:

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

You Have Rights if You Were Denied Leave

Claims can occur when a worker is rejected leave or retaliated against for attempting to depart. For instance, employment it is illegal for an employer to deny or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance because he took FMLA leave.
– The employer should renew the staff member to the position he held when leave began.
– The company also can not demote the worker or transfer them to another location.
– An employer should inform a staff member in writing of his FMLA leave rights, especially when the company understands that the staff member has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, a staff member might be entitled to recuperate any economic losses suffered, consisting of:

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

That quantity is doubled if the court or jury discovers 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 upon:

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

Florida laws particularly forbid discrimination against individuals based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the work environment merely 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 unlawful to victimize a private since they are over the age of 40. Age discrimination can frequently cause adverse emotional results.

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

How Age Discrimination can Present Itself

We put our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are dealing with these situations:

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against opportunities

We can show that age was a determining element in your employer’s decision to reject you specific things. If you seem like you have actually been denied advantages or dealt with unjustly, the employment lawyers at our law company are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic information is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts companies and health insurance coverage companies from discriminating against individuals if, based upon their genetic info, they are discovered to have an above-average danger of establishing serious illnesses or conditions.

It is also illegal for employers to use the hereditary info of applicants and employees as the basis for certain choices, including work, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against candidates and workers on the basis of pregnancy and associated conditions.

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

Your Veteran Status should 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your situation to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating against employees and candidates based upon their citizenship status. This consists of:

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

However, if a permanent resident does not use for naturalization within six 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 live with specials needs. Unfortunately, lots of companies decline jobs to these individuals. Some companies even deny their handicapped workers sensible lodgings.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando special needs rights lawyers have substantial knowledge and employment experience litigating disability discrimination cases. We have actually committed 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 on impairment is forbidden. Under the ADA, an employer can not victimize an applicant based on any physical or psychological constraint.

It is prohibited to victimize qualified individuals with impairments in practically any aspect of employment, consisting of, however not limited to:

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

We represent people who have been rejected access to work, education, business, and even federal government facilities. If you feel you have been discriminated against based on a special needs, consider working with our Central Florida disability rights group. We can identify if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 prohibits discrimination based upon a person’s skin color. Any actions or harassment by companies based on race is a violation of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties violations include:

– Segregating employees based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for task development or chance based upon race
– Victimizing a staff member due to the fact that of their association with individuals of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a kind of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to essentially all companies and work agencies.

Unwanted sexual advances laws safeguard staff members 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 provide thorough legal representation concerning your work or unwanted sexual advances matter.

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

Our group is here to help you if a staff member, coworker, company, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment infractions involving locations such as:

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

While Orlando is among America’s biggest traveler destinations, staff members who work at amusement park, hotels, and dining establishments should have to have equal opportunities. 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 involves treating people (candidates or staff members) unfavorably because they are from a particular nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination also can include treating individuals unfavorably since they are married to (or related to) a person of a certain national origin. Discrimination can even occur 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, consisting of:

– Hiring
– Firing
– Pay
– Job tasks
– Promotions
– Layoffs
– Training
– Fringe benefits
– Any other term or condition of employment

It is unlawful to bug an individual because of his/her national origin. Harassment can consist of, for example, offending or negative remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law does not prohibit basic teasing, offhand comments, or separated events, harassment is illegal when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to implement policies that target certain populations and are not necessary to the operation of the organization. For circumstances, an employer can not force you to talk without an accent if doing so would not hinder your job-related tasks.

A company can just need a staff member to speak fluent English if this is required to perform the job efficiently. So, for instance, your company can not prevent you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related suits regardless of their best practices. Some claims also subject the business officer to individual liability.

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

Our lawyers represent companies in litigation before administrative companies, 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 subject of a labor and employment lawsuit, here are some situations 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 purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment settlement claims
– And other matters

We comprehend employment litigation is charged with feelings and unfavorable publicity. However, we can assist our customers minimize these negative effects.

We also can be proactive in helping our customers with the preparation and maintenance of employee handbooks and policies for circulation and related training. Lot of times, this proactive technique will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to read more

We have 13 places throughout Florida. We enjoy to satisfy you in the location that is most practical for you. With our primary 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 attorneys are here to assist you if a worker, employment colleague, company, or supervisor broke federal or regional 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 responses and give you a call. During this quick discussion, employment an attorney will discuss your current situation and legal options. You can likewise call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my special needs? It depends on the worker to ensure the company understands of the disability and to let the employer know that a lodging is needed.

It is not the employer’s duty to acknowledge that the staff member has a need first.

Once a demand is made, the employee and the company need to interact to find if accommodations are actually essential, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

A company can not propose just one unhelpful option and then decline to provide additional choices, and workers can not refuse to describe which duties are being hampered by their special needs or refuse to provide medical evidence of their impairment.

If the worker refuses to offer appropriate medical proof or describe why the accommodation is required, the employer can not be held accountable for not making the lodging.

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

However, like an employee, the applicant is accountable for letting the employer know that a lodging is needed.

Then it is up to the employer to work with the applicant to finish the application procedure.

– Does a prospective company have to inform me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to offer any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects individuals from discrimination in elements of employment, including (but not limited to) pay, classification, termination, employing, work training, recommendation, promotion, and benefits based on (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

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

However, you ought to have a work legal representative assist you with your assessment of the degree of liability and potential damages facing the business before you decide on whether to eliminate or settle.

– How can a Lawyer protect my services if I’m being unjustly targeted in an employment related suit? It is always best for an employer to speak to an employment lawyer at the creation of a concern instead of waiting up until fit is submitted. Sometimes, the legal representative can head-off a prospective claim either through settlement or formal resolution.

Employers also have rights not to be taken legal action against for unimportant claims.

While the burden of proof 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 attorney’s fees payable by the employee.

Such right is typically not otherwise offered under most employment law statutes.

– What must an employer do after the employer gets notice of a claim? Promptly call an employment lawyer. There are substantial due dates and other requirements in responding to a claim that need expertise in work law.

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

You ought to likewise establish a strategy regarding whether to try 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 small company owner? Yes. Employers in the U.S. must confirm both the identity and the work eligibility of each of their workers.

They should likewise verify whether or not their staff members are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the workers sent documentation declaring eligibility.

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

– I pay some of my workers a wage. That indicates I do not have to pay them overtime, remedy? No, paying an employee a true salary is but one step in appropriately classifying them as exempt from the overtime requirements under federal law.

They must also fit the “tasks test” which requires particular task duties (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 private employers are needed to supply leave for picked military, household, and medical factors.