Orlando Employment Lawyer

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

We represent employers and staff members in disagreements and litigation before administrative companies, federal courts, and state courts. We likewise represent our customers 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 contract
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

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

To speak with a knowledgeable work law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we discover more about the case, we will discuss your choices. We will likewise:

– Gather proof that supports your allegations.
– Interview your colleagues, manager, and other associated parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or lodgings might satisfy your requirements

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

The length of time do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you typically have up to 180 days to file your case. This timeline might be longer based on your scenario. You might have 300 days to submit. This makes looking for legal action essential. If you fail to submit your case within the suitable period, you might be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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 end up being needed.

Employment lawsuits includes issues including (but not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against safeguarded statuses, including sex, special needs, and race

Many of the concerns noted above are federal crimes and should be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who require to require time from work for certain medical or household reasons. The FMLA permits the staff member to take leave and return to their task afterward.

In addition, the FMLA offers family leave for military service members and their families– if the leave is related to that service member’s military obligations.

For the FMLA to use:

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

You Have Rights if You Were Denied Leave

Claims can emerge when a staff member is denied leave or struck back against for trying to take leave. For example, it is unlawful for an employer to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire an employee or cancel his medical insurance coverage since he took FMLA leave.
– The employer needs to restore the staff member to the position he held when leave started.
– The company likewise can not demote the staff member or transfer them to another location.
– A company must inform a staff member in writing of his FMLA leave rights, job particularly when the employer is mindful that the employee has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, an employee might be entitled to recover any economic losses suffered, including:

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

That quantity is doubled if the court or jury finds 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 on:

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

Florida laws specifically restrict discrimination versus individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the workplace just 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 illegal to victimize a private since they are over the age of 40. Age discrimination can frequently result in adverse psychological effects.

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

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You should have an experienced age discrimination lawyer to defend your rights if you are dealing with these scenarios:

– Restricted job advancement based upon age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was a determining aspect in your employer’s choice to reject you specific things. If you seem like you’ve been rejected opportunities or dealt with unfairly, job the employment lawyers at our law practice are here to represent you.

Submit a Consultation Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and health insurance companies from victimizing people if, based on their genetic info, they are found to have an above-average threat of developing serious diseases or conditions.

It is likewise unlawful for employers to use the hereditary details of applicants and staff members as the basis for specific choices, consisting of employment, promo, and termination.

You Can not be Victimized if You are Pregnant

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

The very same law likewise protects pregnant females against work environment harassment and job secures the very same special needs rights for pregnant workers as non-pregnant employees.

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 benefits

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

You are Protected Against Citizenship Discrimination

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

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

However, if a permanent local does not make an application for naturalization within six 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 impairments. Unfortunately, numerous employers refuse tasks to these individuals. Some employers even deny their handicapped employees reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have substantial knowledge and experience litigating impairment discrimination cases. We have dedicated ourselves to securing the rights of individuals with disabilities.

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 versus a candidate based upon any physical or psychological restriction.

It is prohibited to victimize qualified individuals with disabilities in nearly any element of work, consisting of, but not restricted to:

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

We represent people who have been rejected access to work, education, business, and even government facilities. If you feel you have actually been victimized based on an impairment, 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 workplace, let the lawyers at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 restricts discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is a violation of the Civil Rights Act and is cause for a legal suit.

Some examples of civil rights infractions consist of:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s opportunity for job advancement or chance based upon race
– Discriminating versus an employee due to the fact that of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a kind of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply 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
– Requests for sexual favors
– Sexual jokes

Employers bear a duty to keep a work environment that is devoid of unwanted sexual advances. Our company can supply detailed legal representation regarding your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to help you if a worker, coworker, company, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment offenses including locations such as:

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

While Orlando is among America’s biggest tourist destinations, workers who work at theme parks, hotels, and dining establishments deserve to have equivalent chances. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination involves treating people (applicants or workers) unfavorably due to the fact that they are from a specific nation, have an accent, or seem of a specific ethnic background.

National origin discrimination also can include treating people unfavorably since they are married to (or related to) an individual of a particular national origin. can even occur when the staff member and job employer 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 work, including:

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

It is illegal to bug an individual due to the fact that of his/her nationwide origin. Harassment can include, for instance, offensive or bad remarks about an individual’s nationwide origin, accent, or ethnic culture.

Although the law doesn’t restrict basic teasing, offhand comments, or separated incidents, harassment is prohibited when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to execute policies that target particular populations and are not essential to the operation of business. For instance, a company can not force you to talk without an accent if doing so would not hamper your job-related tasks.

A company can just require a worker to speak proficient English if this is needed to perform the task efficiently. So, for example, your company 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 discover themselves the target of employment-related suits despite their finest practices. Some claims likewise subject the company officer to individual liability.

Employment laws are intricate and changing all the time. It is critical to think about partnering with a labor and employment legal representative in Orlando. We can browse your difficult situation.

Our attorneys represent companies in lawsuits before administrative firms, 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 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 supervision
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment payment claims
– And other matters

We understand work litigation is charged with feelings and unfavorable publicity. However, we can assist our customers lessen these unfavorable impacts.

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

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We more than happy to meet you in the place that is most hassle-free for you. With our primary workplace 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 an employee, coworker, employer, or supervisor 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 staff members and companies).

We will evaluate your responses and offer you a call. During this brief conversation, a lawyer will review your existing scenario and legal alternatives. 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 make sure the company knows of the disability and to let the employer understand that an accommodation is needed.

It is not the company’s duty to recognize that the staff member has a need initially.

Once a request is made, the worker and the employer requirement to work together to find if lodgings are actually essential, and if so, what they will be.

Both parties have an obligation to be cooperative.

An employer can not propose only one unhelpful alternative and after that decline to use further options, and employees can not decline to explain which duties are being restrained by their special needs or refuse to give medical proof of their disability.

If the employee refuses to give appropriate medical proof or describe why the accommodation is needed, the company can not be held accountable for not making the accommodation.

Even if an individual is submitting a job application, a company might be needed to make lodgings to assist the candidate in filling it out.

However, like an employee, the candidate is accountable for letting the employer understand that an accommodation is needed.

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

– Does a possible employer need to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal teams not to give any factor when providing the bad news.

– 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 work, consisting of (however not restricted to) pay, classification, termination, working with, work training, referral, promotion, and advantages based upon (amongst other things) the people color, nation of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by among my former employees. What are my rights? Your rights consist of a capability to vigorously protect the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you ought to have a work attorney assist you with your appraisal of the level of liability and possible damages facing the company before you decide on whether to eliminate or settle.

– How can an Attorney protect my businesses if I’m being unjustly targeted in an employment related lawsuit? It is always best for a company to talk to an employment attorney at the beginning of a problem instead of waiting till match is submitted. Sometimes, the attorney can head-off a possible claim either through negotiation or formal resolution.

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

While the concern of proof is upon the employer to show to the court that the claim is frivolous, if effective, and the employer wins the case, it can create a right to an award of their attorney’s fees payable by the employee.

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

– What must an employer do after the employer receives notification of a claim? Promptly contact an employment lawyer. There are considerable deadlines and other requirements in reacting to a claim that require expertise in employment law.

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

You ought to also develop a strategy 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 employees if I am a small company owner? Yes. Employers in the U.S. should confirm both the identity and the work eligibility of each of their staff members.

They need to likewise verify 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 examine the staff members sent paperwork alleging eligibility.

By law, the company must keep the I-9 kinds for all workers up until 3 years after the date of working with, or up until 1 year after termination (whichever comes last).

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

They need to also fit the “responsibilities test” which needs specific task tasks (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), qualified personal employers are required to provide leave for chosen military, family, and medical factors.