Orlando Employment Lawyer

In a time like this, we comprehend that you desire a legal representative acquainted with the complexities of work law. We will assist you browse this complex procedure.

We represent employers and staff members in conflicts and lawsuits before administrative companies, federal courts, and state courts. We also represent our clients in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the concerns we can handle 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 agreements
– Discrimination (e.g., age, sex, race, faith, equivalent pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can speak to among our staff member about your circumstance.

To speak 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 discover more about the case, we will discuss your choices. We will likewise:

– Gather evidence that supports your allegations.
– Interview your colleagues, boss, and other related celebrations.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant agency.
– Establish what modifications or lodgings might fulfill your needs

Your labor and employment legal representative’s main goal is to safeguard your legal rights.

The length of time do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based upon your situation. You might have 300 days to file. This makes seeking legal action important. If you stop working to file your case within the suitable duration, you might be disqualified to proceed.

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

We Can Manage Your Employment Litigation Case

If an employer violates 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 become required.

Employment lawsuits involves concerns 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 against protected statuses, including sex, special needs, and race

Much of the issues listed above are federal criminal activities and need to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who require to take time from work for specific medical or household factors. The FMLA permits the worker to take leave and go back to their job later.

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

For the FMLA to apply:

– The employer needs to have at least 50 workers.
– The worker must have worked for the company for a minimum of 12 months.
– The employee must have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when a worker is rejected leave or retaliated versus for trying to depart. For instance, it is unlawful 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 staff member or cancel his medical insurance since he took FMLA leave.
– The company should reinstate the worker to the position he held when leave began.
– The employer also can not demote the employee or transfer them to another area.
– An employer must alert a staff member in writing of his FMLA leave rights, especially when the company knows that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a staff member may be entitled to recover any financial losses suffered, including:

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

That quantity 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 prohibit discrimination based on:

– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (usually 40 and referall.us over).
– Citizenship status.
– Veteran status.
– Genetic info

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

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the workplace just since 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 illegal to victimize an individual due to the fact that they are over the age of 40. Age discrimination can typically cause unfavorable psychological effects.

Our work and labor attorneys understand how this can impact an individual, which is why we provide thoughtful and tailored legal care.

How Age Discrimination can Present Itself

We place our customers’ legal requirements before our own, no matter what. You should have a skilled age discrimination lawyer to protect your rights if you are dealing with these scenarios:

– Restricted job development based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination versus privileges

We can prove that age was an identifying consider your company’s decision to deny you specific things. If you feel like you have actually been rejected benefits or treated unfairly, the work attorneys 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 details is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and medical insurance companies from discriminating versus people if, based on their hereditary info, they are found to have an above-average risk of developing serious health problems or conditions.

It is likewise unlawful for companies to utilize the hereditary details of candidates and staff members as the basis for specific choices, including employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The exact same law also protects pregnant females against workplace harassment and secures the very same special needs rights for pregnant workers as non-pregnant employees.

Your Veteran Status must 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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will investigate your circumstance to show 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 upon their citizenship status. This includes:

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

However, if a long-term homeowner does not request naturalization within six months of becoming eligible, 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 deal with disabilities. Unfortunately, numerous employers refuse jobs to these individuals. Some employers even reject their handicapped employees sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando impairment rights attorneys have substantial understanding and experience litigating special needs discrimination cases. We have devoted 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 impairment is restricted. Under the ADA, a company can not victimize a candidate based upon any physical or psychological limitation.

It is unlawful to discriminate against certified individuals with specials needs in practically any element of work, including, but not restricted to:

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

We represent individuals who have been rejected access to work, education, organization, and even federal government facilities. If you feel you have actually been discriminated against based on a special needs, consider dealing with our Central Florida impairment rights group. We can figure out 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 workplace, let the lawyers 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 liberty Act and is cause for a legal suit.

Some examples of civil rights infractions consist of:

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

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a kind of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to virtually all companies and employment service.

Sexual harassment laws secure workers from:

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

Employers bear an obligation to preserve an office that is devoid of sexual harassment. Our firm can supply detailed legal representation concerning your employment or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to help you if an employee, colleague, employer, or manager in the hospitality industry broke federal or regional laws. We can take legal action for work environment violations including locations such as:

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

While Orlando is among America’s most significant tourist destinations, workers who work at amusement park, hotels, and dining establishments 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 Upon Your National Origin

National origin discrimination includes dealing with individuals (candidates or employees) unfavorably since they are from a specific nation, have an accent, or seem of a specific ethnic background.

National origin discrimination also can include dealing with individuals unfavorably because they are wed to (or associated with) an individual of a certain national origin. Discrimination can even take place 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 comes to any element of work, consisting of:

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

It is illegal to bug a person because of his or her national origin. Harassment can consist of, for example, offensive or negative remarks about an individual’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid basic teasing, offhand remarks, or isolated incidents, harassment is prohibited when it produces a hostile work environment.

The harasser can be the victim’s supervisor, a colleague, or someone who is not a worker, such as a customer or customer.

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to execute policies that target certain populations and are not required to the operation of the organization. For instance, an employer can not require you to talk without an accent if doing so would not impede your occupational tasks.

A company can only need an employee to speak proficient English if this is necessary to perform the task successfully. So, for instance, your employer 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 lawsuits in spite of their finest practices. Some claims likewise 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 lawyer in Orlando. We can navigate your tight spot.

Our lawyers represent companies in litigation before administrative companies, federal courts, and state courts. As noted, we likewise 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 help you with:

– Unlawful termination
– Breach of agreement
– 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 agreements
– Unemployment compensation claims
– And other matters

We comprehend work lawsuits is charged with feelings and unfavorable publicity. However, we can help our customers decrease these unfavorable impacts.

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

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We more than happy to meet you in the location that is most hassle-free 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, colleague, 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 employees and companies).

We will evaluate your responses and give you a call. During this brief discussion, a lawyer will discuss your existing scenario and legal options. You can likewise call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my disability? It depends on the employee to make sure the employer understands of the special needs and to let the company understand that an accommodation is required.

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

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

Both celebrations have an obligation to be cooperative.

A company can not propose only one unhelpful choice and then decline to offer more choices, and workers can not decline to discuss which duties are being hindered by their impairment or refuse to offer medical proof of their impairment.

If the worker declines to give relevant medical evidence or describe why the accommodation is needed, the employer can not be held liable for not making the lodging.

Even if a person is completing a job application, an employer might be required to make lodgings to help the candidate in filling it out.

However, like an employee, the applicant is responsible for letting the company know that an accommodation is required.

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

– Does a possible company have to inform me why I didn’t get the task? No, they do not. Employers might even be advised by their legal groups not to give 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 safeguards individuals from discrimination in aspects of work, including (but not restricted to) pay, classification, termination, hiring, employment training, referral, promo, and benefits based upon (amongst other things) the people color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued 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 attorney help you with your assessment of the degree of liability and possible damages facing the business before you make a choice on whether to battle or settle.

– How can an Attorney safeguard my organizations if I’m being unjustly targeted in an employment related claim? It is always best for an employer to speak to an employment legal representative at the creation of a concern instead of waiting up until fit is filed. Often times, the attorney can head-off a possible 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 evidence is upon the employer to prove to the court that the claim is frivolous, if successful, and the company wins the case, it can create a right to an award of their attorney’s charges payable by the staff member.

Such right is normally not otherwise available under a lot of work law statutes.

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

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

You need to also develop a strategy as to whether to attempt an early settlement or combat all the method through trial.

– Do I have to confirm the citizenship of my workers if I am a little organization owner? Yes. Employers in the U.S. should validate both the identity and the employment eligibility of each of their staff members.

They must likewise validate whether their employees are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

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

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

– I pay some of my workers an income. That indicates I do not have to pay them overtime, correct? No, paying an employee a real income is but one action in properly categorizing them as exempt from the overtime requirements under federal law.

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

– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), eligible private employers are needed to provide leave for chosen military, family, and medical reasons.