Orlando Employment Lawyer

In a time like this, we understand that you want a legal representative familiar with the intricacies of employment law. We will help you browse this complicated procedure.

We represent companies and staff members in conflicts and litigation before administrative agencies, federal courts, and employment state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are a few of the problems we can handle on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, faith, equivalent pay, impairment, and employment more).
– Failure to accommodate disabilities.
– Harassment

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

To speak with a skilled 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 find out more about the case, we will discuss your options. We will likewise:

– Gather evidence that supports your allegations.
– Interview your coworkers, boss, and other related celebrations.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Commission (EEOC) or another relevant company.
– Establish what modifications or accommodations might meet your requirements

Your labor and employment lawyer’s main objective is to secure your legal rights.

The length of time do You Need 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 anticipate.

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

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 the Family and Medical Leave Act (FMLA), employment work lawsuits may end up being necessary.

Employment litigation includes issues including (however not restricted to):

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

A lot of the concerns listed above are federal criminal activities and must be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who require to require time from work for certain medical or household reasons. The FMLA allows the worker to take leave and return to their job afterward.

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

For the FMLA to apply:

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

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is denied leave or struck back against for trying to take leave. For instance, it is illegal for an employer to reject or discourage an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a worker or cancel his medical insurance since he took FMLA leave.
– The company must renew the employee to the position he held when leave began.
– The company likewise can not bench the worker or transfer them to another place.
– A company needs to inform a worker in writing of his FMLA leave rights, particularly when the employer knows that the worker has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

That amount is doubled if the court or jury discovers that the company 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 forbid discrimination based upon:

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

Florida laws specifically prohibit discrimination versus people based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment simply because 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 versus an individual since they are over the age of 40. Age discrimination can typically cause negative emotional results.

Our employment and labor lawyers understand how this can affect an individual, which is why we supply caring and tailored legal care.

How Age Discrimination can Emerge

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

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

We can show that age was a figuring out factor in your employer’s choice to reject you certain things. If you seem like you have actually been denied opportunities or dealt with unjustly, the work lawyers at our law office are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law forbids employers and medical insurance business from victimizing individuals if, based upon their hereditary details, they are found to have an above-average threat of establishing serious diseases or conditions.

It is also unlawful for companies to use the genetic information of applicants and workers as the basis for particular decisions, including employment, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against applicants and workers on the basis of pregnancy and associated conditions.

The exact same law likewise safeguards pregnant women against office harassment and protects the same impairment rights for pregnant employees as non-pregnant staff members.

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

We will examine your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

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

– S. people.
– Asylees.
– Refugees.
– Recent permanent residents.
– Temporary homeowners

However, if a permanent citizen does not get naturalization within six 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 live with disabilities. Unfortunately, numerous companies decline tasks to these people. Some companies even reject 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 substantial knowledge and experience litigating impairment discrimination cases. We have actually dedicated ourselves to securing 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 disability is forbidden. Under the ADA, an employer can not victimize a candidate based upon any physical or psychological constraint.

It is illegal to victimize certified people with impairments in practically any aspect of work, including, but not limited to:

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

We represent individuals who have been denied access to employment, education, business, and even federal government centers. If you feel you have actually been victimized based on a special needs, think about 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 actually been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties violations consist of:

– Segregating employees based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task improvement or opportunity based upon race
– Discriminating against a staff member due to the fact that of their association with individuals of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

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

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 responsibility to maintain an office that is totally free of sexual harassment. Our firm can supply thorough legal representation concerning your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to assist you if an employee, colleague, company, or manager in the hospitality industry broke federal or regional laws. We can take legal action for office offenses including areas such as:

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

While Orlando is among America’s most significant tourist locations, employees who operate at amusement park, hotels, and restaurants should have to have equal 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 involves treating people (applicants or staff members) unfavorably due to the fact that they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination also can involve treating people unfavorably because they are married to (or connected with) an individual of a particular national origin. Discrimination can even occur when the staff member and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns 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 pester an individual since of his or her nationwide origin. Harassment can consist of, for example, offensive or bad remarks about a person’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid easy teasing, offhand comments, or isolated events, harassment is illegal when it develops a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target specific populations and are not required to the operation of the service. For example, an employer can not require you to talk without an accent if doing so would not hinder your job-related tasks.

An employer can only need a staff member to speak proficient English if this is necessary to perform the task effectively. So, for example, your company can not prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can discover themselves the target of employment-related lawsuits in spite of their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and changing all the time. It is critical to consider partnering with a labor and work legal representative in Orlando. We can navigate your tight spot.

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

We Can Aid With the Following Issues

If you discover yourself the topic of a labor and employment claim, here are some situations we can help you with:

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

We understand work lawsuits is charged with emotions and unfavorable promotion. However, we can assist our customers minimize these negative impacts.

We also can be proactive in helping our clients with the preparation and maintenance of staff member handbooks and policies for distribution and related training. Lot of times, this proactive method will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to read more

We have 13 areas throughout Florida. We are pleased to meet you in the location that is most practical for you. With our primary workplace 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 assist 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 concerning discrimination, wrongful termination, or harassment submit our online Employment Law Questionnaire (for both staff members and companies).

We will review your responses and give you a call. During this short discussion, an attorney will review your existing scenario and legal alternatives. You can likewise contact us to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my employer accommodates my special needs? It is up to the employee to ensure the company knows of the impairment and to let the company know that a lodging is required.

It is not the employer’s responsibility to acknowledge that the worker has a need first.

Once a request is made, the employee and the company need to interact to discover if lodgings are actually necessary, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose just one unhelpful alternative and then refuse to provide further alternatives, and employees can not refuse to discuss which duties are being hindered by their special needs or refuse to provide medical proof of their impairment.

If the employee declines to offer relevant medical evidence or discuss why the lodging is required, the company can not be held accountable for not making the lodging.

Even if a person is completing a job application, a company might be needed to make accommodations 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 required.

Then it is up to the employer to deal with the applicant to complete the application procedure.

– Does a potential employer have to inform me why I didn’t get the job? No, they do not. Employers may even be instructed by their legal teams not to offer any factor when providing the problem.

– 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, promotion, and advantages based upon (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 among my former staff members. What are my rights? Your rights include an ability to vigorously safeguard the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you should have a work lawyer assist you with your evaluation of the degree of liability and possible damages dealing with the company before you decide on whether to combat or settle.

– How can a Lawyer secure my organizations if I’m being unfairly targeted in a work associated lawsuit? It is constantly best for an employer to speak with a work legal representative at the beginning of an issue rather than waiting up until fit is submitted. Often times, the lawyer can head-off a potential claim either through negotiation or official resolution.

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

While the concern of evidence is upon the company to show 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 attorney’s fees payable by the worker.

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

– What must a company do after the employer receives notice of a claim? Promptly contact an employment lawyer. There are significant due dates and other requirements in reacting to a claim that need competence in employment law.

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

You should also develop a plan of action regarding whether to attempt an early settlement or battle all the way through trial.

– Do I have to confirm the citizenship of my workers 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 confirm whether or not their workers are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and look over the workers sent documents alleging eligibility.

By law, the employer should keep the I-9 forms for all workers up until 3 years after the date of employing, or until 1 year after termination (whichever comes last).

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

They should likewise fit the “tasks test” which requires specific task responsibilities (and absence of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible personal employers are needed to supply leave for chosen military, household, and medical factors.