Orlando Employment Lawyer

In a time like this, we understand that you want a legal representative knowledgeable about the complexities of work law. We will assist you navigate this complicated process.

We represent companies 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 manage in your place:

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

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

To seek advice from an experienced employment 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 learn more about the case, we will discuss your choices. We will also:

– Gather evidence that supports your claims.
– Interview your coworkers, manager, and other related parties.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or lodgings might meet your needs

Your labor and employment attorney’s main goal 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 accident law, so the time frame for taking legal action is much shorter than some may expect.

Per the EEOC, you typically have up to 180 days to file your case. This timeline might be longer based upon your situation. You could have 300 days to file. This makes looking for legal action vital. If you fail to submit your case within the appropriate period, you could 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), employment or the Family and Medical Leave Act (FMLA), work litigation might become required.

Employment lawsuits includes concerns including (but 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, consisting of sex, impairment, and race

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

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who require to take some time from work for certain medical or household factors. The FMLA enables the employee to depart and go back to their job later.

In addition, the FMLA supplies 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 apply:

– The employer needs to have at least 50 staff members.
– The employee needs to have worked for the employer for at least 12 months.
– The staff member should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a staff member is rejected leave or retaliated against for trying to depart. For example, it is unlawful for an employer to reject or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The employer should reinstate the worker to the position he held when leave started.
– The employer likewise can not bench the employee or move them to another location.
– An employer must notify a worker in writing of his FMLA leave rights, especially when the employer is conscious that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

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

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

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

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

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the work environment merely 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 versus a private due to the fact that they are over the age of 40. Age discrimination can typically result in adverse emotional impacts.

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

How Age Discrimination can Emerge

We place our customers’ legal requirements before our own, no matter what. You deserve a skilled age discrimination lawyer to safeguard your rights if you are facing these situations:

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

We can prove that age was a figuring out aspect in your employer’s choice to reject you particular things. If you seem like you’ve been denied opportunities or treated unfairly, the work attorneys at our law office are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic details is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance companies from victimizing people if, based upon their hereditary info, they are discovered to have an above-average danger of establishing severe illnesses or conditions.

It is also illegal for companies to use the hereditary information of applicants and staff members as the basis for particular decisions, including work, promotion, and termination.

You Can not be Victimized if You are Pregnant

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

The very same law also protects pregnant females versus office harassment and secures the same disability rights for pregnant employees as non-pregnant staff members.

Your Veteran Status ought 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 benefits

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

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from victimizing employees and candidates based upon their citizenship status. This consists of:

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

However, if a permanent local does not request naturalization within 6 months of becoming qualified, 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), over 60 million Americans cope with impairments. Unfortunately, many companies refuse tasks to these individuals. Some companies even deny their disabled workers sensible lodgings.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando disability rights lawyers have extensive knowledge and experience litigating special needs discrimination cases. We have actually dedicated ourselves to safeguarding 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 special needs is restricted. Under the ADA, an employer can not victimize a candidate based upon any physical or psychological restriction.

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

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

We represent people who have been denied access to work, education, company, and even government centers. If you feel you have actually been victimized based on a disability, consider dealing with our Central Florida disability rights team. We can figure out 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 work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 forbids discrimination based upon an individual’s skin color. Any actions or harassment by companies based on race is an infraction of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties violations include:

– Segregating staff members based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for job improvement or opportunity based on race
– Victimizing a worker since of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws use to essentially all employers and employment firms.

Sexual harassment laws protect employees from:

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

Employers bear a duty to maintain a work environment that is free of unwanted sexual advances. Our company can supply comprehensive 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 a worker, colleague, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for office infractions including locations such as:

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

While Orlando is one of America’s greatest tourist locations, staff members who work at amusement park, hotels, and dining establishments are worthy of 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 includes dealing with individuals (candidates or employees) unfavorably since they are from a specific nation, employment have an accent, or seem of a certain ethnic background.

National origin discrimination also can include treating people unfavorably due to the fact that they are married to (or associated with) an individual of a certain nationwide origin. Discrimination can even happen when the worker and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of work, including:

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

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

Although the law doesn’t forbid 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, or somebody who is not a worker, 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 essential to the operation of the service. For circumstances, an employer can not require you to talk without an accent if doing so would not hamper your job-related duties.

An employer can just require a staff member to speak proficient English if this is needed to carry out the job successfully. So, for example, your employer 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 lawsuits regardless of their best practices. Some claims also subject the business officer to personal liability.

Employment laws are complicated and altering all the time. It is crucial to think about partnering with a labor and employment lawyer in Orlando. We can browse your difficult circumstance.

Our attorneys represent employers in litigation before administrative agencies, federal courts, and state courts. As noted, we also represent them in arbitrations and mediations.

We Can Assist With the Following Issues

If you discover yourself the subject of a labor and work suit, here are some situations we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– 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 compensation claims
– And other matters

We understand employment litigation is charged with emotions and unfavorable publicity. However, we can assist our clients reduce these negative impacts.

We likewise can be proactive in assisting our customers with the preparation and upkeep of worker handbooks and policies for circulation and associated training. Lot of times, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns for more information

We have 13 areas throughout Florida. We enjoy to meet you in the place 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, colleague, employer, or supervisor broke federal or regional 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 staff members and employers).

We will review your responses and provide you a call. During this brief conversation, a lawyer will go over your current circumstance and legal options. You can also contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

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

It is not the company’s responsibility to recognize that the employee has a need first.

Once a demand is made, the employee and the employer need to interact to find if accommodations are really needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose just one unhelpful option and then refuse to offer further choices, and employees can not refuse to explain which duties are being hindered by their special needs or refuse to give medical evidence of their special needs.

If the worker declines to give pertinent medical proof or describe why the lodging is needed, the company can not be held liable for not making the accommodation.

Even if an individual is completing a task application, an employer might be needed to make lodgings to assist the candidate in filling it out.

However, like a staff member, the applicant is accountable for letting the company know that an accommodation is needed.

Then it is up to the company to work with the candidate to finish the application procedure.

– Does a possible employer have to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to provide any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures people from discrimination in elements of work, consisting of (however not restricted to) pay, category, termination, working with, work training, recommendation, promo, and benefits based upon (amongst other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by among my previous employees. What are my rights? Your rights include an ability to strongly safeguard the claim. Or, if you perceive there to be liability, you have every right to engage in settlement discussions.

However, you need to have an employment lawyer assist you with your valuation of the level of liability and possible damages facing the business before you make a decision on whether to battle or settle.

– How can a Lawyer safeguard my companies if I’m being unfairly targeted in a work associated lawsuit? It is constantly best for a company to talk with an employment attorney at the inception of a concern instead of waiting till match is filed. Often times, the attorney can head-off a prospective claim either through settlement or formal resolution.

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

While the concern of evidence is upon the company to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can develop a right to an award of their attorney’s fees payable by the staff member.

Such right is normally not otherwise offered under many work law statutes.

– What must a company do after the company receives notice of a claim? Promptly get in touch with an employment lawyer. There are significant deadlines and other requirements in reacting to a claim that need competence in employment law.

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

You need to likewise establish a plan of action as to whether to attempt an early settlement or battle all the method through trial.

– Do I need to validate the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. need to validate both the identity and the work of each of their staff members.

They must likewise verify whether or not their staff members 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 employees sent paperwork alleging eligibility.

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

– I pay some of my staff members a salary. That means I do not need to pay them overtime, employment correct? No, paying a staff member a true salary is but one action in properly categorizing them as exempt from the overtime requirements under federal law.

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

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