Orlando Employment Lawyer

In a time like this, we understand that you want an attorney knowledgeable about the intricacies of work law. We will help you browse this complex process.

We represent employers and workers in disagreements and lawsuits before administrative agencies, federal courts, and state courts. We likewise represent our clients in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the issues we can handle in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and employment non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can talk to among our team members 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 endure discrimination of any kind. After we find out more about the case, we will discuss your choices. We will also:

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

Your labor and work lawyer’s main goal is to secure your legal rights.

How Long do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you usually have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You could have 300 days to submit. This makes looking for legal action essential. If you stop working to submit your case within the proper 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 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), work litigation may become essential.

Employment litigation includes concerns consisting of (but not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus safeguarded statuses, consisting of sex, impairment, and race

A number of the problems listed above are federal criminal activities and ought to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who need to take some time from work for particular medical or family factors. The FMLA enables the employee to take leave and return to their job afterward.

In addition, the FMLA offers family 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 must have at least 50 workers.
– The worker must have worked for the employer for at least 12 months.
– The staff member must have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a worker is denied leave or employment struck back against for trying to depart. For example, it is unlawful for an employer to deny or prevent a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The company must restore the staff member to the position he held when leave started.
– The employer also can not demote the staff member or transfer them to another location.
– An employer should notify a worker in writing of his FMLA leave rights, particularly when the company understands that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, a worker might be entitled to recover any economic losses suffered, including:

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

That amount is doubled if the court or jury finds that the company 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 upon:

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

Florida laws particularly restrict discrimination versus individuals based on AIDS/HIV and sickle cell trait.

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 have actually 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 because they are over the age of 40. Age discrimination can typically lead to negative psychological impacts.

Our work and labor attorneys comprehend how this can impact a specific, which is why we provide thoughtful and tailored legal care.

How Age Discrimination can Emerge

We put our customers’ legal needs before our own, no matter what. You are worthy of a knowledgeable age discrimination lawyer to safeguard your rights if you are facing these situations:

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was a figuring out factor in your company’s choice to reject you specific things. If you feel like you’ve been rejected advantages or dealt with unjustly, the employment 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 upon hereditary information is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance coverage companies from victimizing individuals if, based on their genetic info, they are found to have an above-average danger of developing serious diseases or conditions.

It is also unlawful for companies to utilize the hereditary information of applicants and employees as the basis for particular choices, including employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

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

The exact same law also safeguards pregnant females against office harassment and secures the same special needs rights for pregnant staff members 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) secures veterans from discrimination and retaliation in regard to:

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

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

– S. people.
– Asylees.
– Refugees.
– Recent long-term locals.
– Temporary residents

However, if an irreversible resident does not request naturalization within 6 months of becoming eligible, 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 cope with specials needs. Unfortunately, many companies decline tasks to these people. Some companies even deny their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando special needs rights legal representatives have extensive knowledge and experience litigating disability discrimination cases. We have actually committed ourselves to protecting the rights of people with disabilities.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on special needs is restricted. Under the ADA, a company can not victimize a candidate based on any physical or mental restriction.

It is illegal to victimize certified individuals with disabilities in practically any element of work, including, but not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and payment.
– Benefits

We represent individuals who have actually been rejected access to employment, education, service, and even government centers. If you feel you have been discriminated against based on a disability, think about dealing with our Central Florida special needs rights team. 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 lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 restricts discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is a violation of the Civil Rights Act and is cause for a legal match.

Some examples of civil rights offenses consist of:

– Segregating employees based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s opportunity for task development or opportunity based on race
– Discriminating against a worker since of their association with individuals of a specific race or ethnic culture

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. Sexual harassment laws use to essentially all companies and employment work companies.

Sexual harassment laws safeguard employees 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 complimentary of unwanted sexual advances. Our firm can offer detailed legal representation regarding your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if a worker, colleague, company, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for office violations including locations such as:

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

While Orlando is among America’s biggest traveler destinations, employees who operate at amusement park, hotels, and restaurants deserve 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 (applicants or staff members) unfavorably due to the fact that they are from a specific nation, have an accent, employment or appear to be of a certain ethnic background.

National origin discrimination likewise can include treating individuals unfavorably since they are married to (or related to) a person of a specific national origin. Discrimination can even happen when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any element of employment, consisting of:

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

It is illegal to bug a person due to the fact that of his or her national origin. Harassment can include, for instance, offensive or derogatory remarks about an individual’s national origin, accent, or ethnic background.

Although the law doesn’t restrict simple teasing, offhand remarks, or isolated occurrences, harassment is prohibited when it develops a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to implement policies that target specific populations and are not necessary to the operation of business. For instance, an employer can not force you to talk without an accent if doing so would not impede your occupational tasks.

A company can only require a worker to speak proficient English if this is essential to carry out the task successfully. So, for example, 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, can find themselves the target of employment-related claims despite their finest practices. Some claims likewise subject the company officer to individual liability.

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

Our lawyers represent companies in litigation before administrative companies, federal courts, and state courts. As kept in mind, 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 claim, 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 contracts
– Unemployment payment claims
– And other matters

We understand employment lawsuits is charged with emotions and unfavorable publicity. However, we can assist our clients lessen these unfavorable results.

We likewise can be proactive in assisting our customers with the preparation and maintenance of employee handbooks and policies for circulation and associated training. Sometimes, this proactive approach will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to get more information

We have 13 places throughout Florida. We more than happy to fulfill you in the area that is most hassle-free 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, company, or supervisor broke federal or local laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both workers and companies).

We will review your answers and give you a call. During this brief discussion, a lawyer will review your present situation and legal options. You can also call to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my disability? It depends on the staff member to make certain the company understands of the impairment and to let the employer know that an accommodation is required.

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

Once a demand is made, the employee and the employer need to collaborate to discover if accommodations are really essential, and if so, what they will be.

Both parties have a responsibility to be cooperative.

A company can not propose only one unhelpful option and then refuse to offer more options, and staff members can not refuse to describe which duties are being impeded by their special needs or refuse to provide medical evidence of their disability.

If the staff member refuses to give appropriate medical proof or discuss why the lodging is required, the company can not be held liable for not making the lodging.

Even if a person is completing a job application, an employer may be needed to make accommodations to assist the applicant in filling it out.

However, like a staff member, the applicant is responsible for letting the company know that a lodging is needed.

Then it depends on the employer to work with the applicant to finish the application process.

– Does a potential company have to inform me why I didn’t get the task? No, they do not. Employers may even be instructed 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 Rights Act of 1964, Title VII protects people from discrimination in aspects of work, consisting of (but not restricted to) pay, classification, termination, hiring, employment training, recommendation, promo, and advantages based upon (amongst other things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a service owner I am being taken legal action against by among my former employees. What are my rights? Your rights include a capability to strongly safeguard the claim. Or, if you perceive there to be liability, employment you have every right to take part in settlement conversations.

However, you should have a work legal representative assist you with your valuation of the extent of liability and potential damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney safeguard my businesses if I’m being unjustly targeted in an employment related lawsuit? It is constantly best for a company to speak with an employment attorney at the creation of an issue rather than waiting up until fit is submitted. Often times, the legal representative can head-off a prospective claim either through negotiation or formal resolution.

Employers also have rights not to be demanded pointless claims.

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

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

– What must an employer do after the company receives notice of a claim? Promptly call an employment attorney. There are significant deadlines and other requirements in reacting to a claim that need know-how in employment law.

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

You must likewise develop a strategy of action as to whether to attempt an early settlement or combat all the way through trial.

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

They must likewise validate whether their staff members are U.S. citizens. 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 employees sent documentation declaring eligibility.

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

– I pay some of my workers a salary. That suggests I do not need to pay them overtime, fix? No, paying a worker a real income is however one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “tasks test” which needs particular job tasks (and lack 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 companies are needed to provide leave for picked military, family, and medical factors.