Orlando Employment Lawyer

In a time like this, we comprehend that you want a legal representative knowledgeable about the complexities of employment law. We will help you navigate this complex procedure.

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 a few of the problems we can manage on your behalf:

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

Today, you can speak to among our employee about your scenario.

To speak with an experienced work law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate 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 circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant agency.
– Establish what changes or lodgings might satisfy your requirements

Your labor and work attorney’s primary goal is to safeguard your legal rights.

How Long do You Have 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 normally have up to 180 days to submit your case. This timeline could be longer based upon your scenario. You could have 300 days to file. This makes seeking legal action vital. If you stop working to file your case within the suitable 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 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 litigation may become required.

Employment litigation includes concerns including (however not limited to):

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

Many of the problems listed above are federal crimes and must be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to take time from work for certain medical or household factors. The FMLA allows the employee to take leave and go back to their task afterward.

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 obligations.

For the FMLA to apply:

– The employer should have at least 50 workers.
– The worker must have worked for the company for at least 12 months.
– The worker should 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 attempting to take leave. For example, it is illegal for a company to deny or discourage a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The employer needs to renew the worker to the position he held when leave began.
– The company likewise can not bench the staff member or transfer them to another place.
– An employer needs to inform a staff member in writing of his FMLA leave rights, specifically when the employer knows that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, an employee may be entitled to recuperate any economic losses suffered, including:

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

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 prohibit discrimination based on:

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

Florida laws specifically forbid discrimination against individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the workplace just 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 against an individual since they are over the age of 40. Age discrimination can frequently cause negative psychological results.

Our work and labor attorneys understand how this can affect a specific, which is why we offer compassionate and personalized legal care.

How Age Discrimination can Emerge

We position our customers’ legal requirements before our own, no matter what. You are worthy of an experienced age discrimination lawyer to safeguard your rights if you are facing these scenarios:

– Restricted task development based on age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was a determining consider your company’s choice to reject you particular things. If you seem like you have actually been rejected privileges or dealt with unfairly, the work attorneys at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and medical insurance companies from victimizing individuals if, based on their hereditary information, they are found to have an above-average risk of establishing severe health problems or conditions.

It is also unlawful for employers to use the hereditary info of candidates and workers as the basis for particular choices, including employment, promo, and termination.

You Can not be Discriminated Against 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 same law also secures pregnant ladies against workplace harassment and secures the exact same disability rights for pregnant staff members as non-pregnant workers.

Your Veteran Status should not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) secures veterans from discrimination and job retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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 employers from victimizing staff members and applicants based on their citizenship status. This includes:

– S. residents.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary citizens

However, if an irreversible local does not request naturalization within 6 months of becoming eligible, 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 live with disabilities. Unfortunately, many employers decline tasks to these individuals. Some companies even reject their disabled staff members sensible lodgings.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando impairment rights attorneys have extensive understanding and experience litigating impairment discrimination cases. We have actually committed ourselves to safeguarding the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on disability is restricted. Under the ADA, an employer can not discriminate against an applicant based on any physical or mental constraint.

It is prohibited to discriminate against qualified people with impairments in nearly any element of employment, consisting of, but not restricted to:

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

We represent individuals who have actually been denied access to work, education, service, and even federal government facilities. If you feel you have been victimized based upon a special needs, think about working with our Central Florida special needs 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 office, let the lawyers at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by companies based upon race is a violation of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties infractions include:

– Segregating staff members based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for job development or opportunity based upon race
– Discriminating against an employee since of their association with people of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a form of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to practically all employers and employment service.

Unwanted sexual advances laws secure staff members from:

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

Employers bear a duty to maintain a workplace that is without sexual harassment. Our firm can offer extensive legal representation regarding your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a staff member, colleague, company, or manager in the hospitality industry broke federal or regional laws. We can take legal action for office violations involving locations such as:

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

While Orlando is one of America’s greatest tourist locations, employees who work at style parks, hotels, and dining establishments should have 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 involves dealing with people (applicants or workers) unfavorably since they are from a specific nation, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can include treating people unfavorably because they are married to (or related to) an individual of a certain nationwide origin. Discrimination can even take place when the staff member and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any aspect 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 pester an individual because of his/her nationwide origin. Harassment can consist of, for instance, offending or bad remarks about an individual’s national origin, accent, or ethnic background.

Although the law doesn’t forbid simple teasing, offhand comments, or separated occurrences, harassment is unlawful when it develops a hostile work environment.

The harasser can be the victim’s supervisor, a coworker, or someone who is not an employee, such as a client or customer.

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to execute policies that target particular populations and are not required to the operation of business. For example, an employer can not require you to talk without an accent if doing so would not impede your job-related duties.

A company can only require a worker to speak proficient English if this is required to carry out 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, employers can discover themselves the target of employment-related suits regardless of their finest practices. Some claims likewise subject the company officer to individual liability.

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

Our lawyers represent employers in litigation before administrative companies, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Assist With the Following Issues

If you find yourself the topic of a labor and work claim, here are some scenarios 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 supposed class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters

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

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

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We are happy to fulfill you in the area that is most practical 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 help you if a worker, colleague, employer, or manager broke federal or regional 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 employees and employers).

We will review your responses and offer you a call. During this short discussion, a lawyer will review your current situation and legal choices. You can also call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

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

It is not the employer’s obligation to acknowledge that the employee has a requirement first.

Once a demand is made, the staff member and the employer requirement to collaborate to find if lodgings are in fact required, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose just one unhelpful alternative and after that refuse to provide additional alternatives, and employees can not decline to describe which tasks are being impeded by their special needs or refuse to offer medical proof of their disability.

If the staff member refuses to provide appropriate medical proof or describe why the accommodation is required, the employer can not be held responsible for not making the lodging.

Even if a person is filling out a task application, a company might be required to make accommodations to help the candidate in filling it out.

However, like a staff member, the candidate is responsible for letting the employer understand that a lodging is needed.

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

– Does a prospective company need to tell me why I didn’t get the task? No, they do not. Employers may even be advised by their legal teams not to offer any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures individuals from discrimination in aspects of work, including (but not limited to) pay, category, termination, working with, employment training, referral, promotion, and advantages based on (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.

– As an organization owner I am being taken legal action against by one of my former staff members. What are my rights? Your rights include a capability to intensely protect the claim. Or, if you view there to be liability, job you have every right to take part in settlement discussions.

However, you need to have an employment attorney assist you with your assessment of the degree of liability and possible damages dealing with the business before you decide on whether to battle or settle.

– How can an Attorney secure my services if I’m being unjustly targeted in a work associated claim? It is always best for a company to talk to a work attorney at the creation of an issue rather than waiting until match is filed. Many times, the attorney can head-off a potential claim either through negotiation or official resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the concern of evidence is upon the company to show to the court that the claim is unimportant, if successful, and the employer wins the case, it can create a right to an award of their attorney’s costs payable by the worker.

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

– What must an employer do after the employer receives notice of a claim? Promptly call an employment legal representative. There are significant deadlines and other requirements in reacting to a claim that need proficiency in employment law.

When meeting with the lawyer, have him explain his viewpoint of the liability risks and job degree of damages.

You must also develop a strategy regarding whether to try an early settlement or fight all the method through trial.

– Do I need to validate the citizenship of my workers if I am a small service owner? Yes. Employers in the U.S. must confirm both the identity and the employment eligibility of each of their workers.

They must likewise validate whether their workers are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and examine the workers sent paperwork declaring eligibility.

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

– I pay a few of my employees a wage. That implies I do not need to pay them overtime, correct? No, paying a staff member a true salary is however one step in correctly classifying them as exempt from the overtime requirements under federal law.

They should also fit the “duties test” which needs certain task tasks (and lack 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), job eligible personal companies are needed to supply leave for picked military, family, and medical factors.