Orlando Employment Lawyer

In a time like this, we that you desire a legal representative knowledgeable about the intricacies of employment law. We will assist you browse this complicated procedure.

We represent employers and staff members in disputes 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 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 arrangements
– Discrimination (e.g., age, sex, race, faith, equal pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment

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

To talk to an experienced employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your options. We will also:

– Gather proof that supports your allegations.
– Interview your coworkers, 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 employment accommodations could fulfill your needs

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

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

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

Per the EEOC, you typically have up to 180 days to submit your case. This timeline could be longer based on your situation. You could have 300 days to file. This makes seeking legal action crucial. If you fail to submit your case within the appropriate duration, you could be ineligible to continue.

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), employment litigation might end up being essential.

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

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

Many of the concerns noted above are federal criminal offenses and need to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to staff members who need to take some time from work for specific medical or household factors. The FMLA allows the staff member to depart and employment go back to their job later.

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

For the FMLA to use:

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

You Have Rights if You Were Denied Leave

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

In addition:

– It is illegal for a company to fire a staff member or cancel his medical insurance because he took FMLA leave.
– The company needs to reinstate the worker to the position he held when leave started.
– The company also can not bench the worker or transfer them to another place.
– A company needs to notify a staff member in writing of his FMLA leave rights, especially when the company understands that the employee has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee might be entitled to recuperate any financial losses suffered, consisting of:

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

That quantity is doubled if the court or employment jury finds 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 (normally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws particularly forbid discrimination versus people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the work environment just since 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 discriminate against a specific since they are over the age of 40. Age discrimination can frequently lead to adverse psychological results.

Our employment and labor lawyers comprehend how this can affect a private, which is why we provide compassionate and individualized legal care.

How Age Discrimination can Emerge

We place our customers’ legal needs before our own, no matter what. You deserve a skilled age discrimination attorney to protect your rights if you are facing these scenarios:

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

We can show that age was an identifying factor in your employer’s choice to reject you specific things. If you seem like you’ve been denied opportunities or dealt with unjustly, the work attorneys at our law practice are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law prohibits employers and medical insurance business from discriminating against individuals if, based on their genetic details, they are found to have an above-average risk of developing major diseases or conditions.

It is likewise unlawful for companies to utilize the genetic info of applicants and workers as the basis for certain choices, consisting of employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids employers from victimizing applicants and staff members on the basis of pregnancy and related conditions.

The same law also secures pregnant women versus work environment harassment and secures the same impairment rights for pregnant workers as non-pregnant workers.

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 circumstance to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating against employees and candidates based upon their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent irreversible citizens.
– Temporary locals

However, if a permanent resident does not get naturalization within six 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 live with specials needs. Unfortunately, lots of employers refuse jobs to these individuals. Some employers even deny their handicapped workers sensible lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando impairment rights attorneys have comprehensive knowledge and experience litigating impairment discrimination cases. We have committed ourselves to protecting 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 prohibited. Under the ADA, an employer can not discriminate against a candidate based upon any physical or mental limitation.

It is illegal to victimize qualified people with specials needs in practically any element of employment, consisting of, but not restricted to:

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

We represent individuals who have been rejected access to employment, education, business, and even federal government centers. If you feel you have actually been discriminated against based upon a disability, think about working with our Central Florida disability rights team. We can determine if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns assistance. 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 an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties violations include:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s possibility for task improvement or chance based upon race
– Victimizing an employee due to the fact that of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to practically all employers and work companies.

Unwanted sexual advances laws protect workers from:

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

Employers bear a duty to maintain a work environment that is devoid of unwanted sexual advances. Our firm can supply extensive legal representation regarding your employment or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, colleague, employer, or manager in the hospitality industry broke federal or local laws. We can take legal action for work environment violations involving areas such as:

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

While Orlando is among America’s biggest tourist destinations, employees who work at amusement park, hotels, and restaurants deserve to have equivalent opportunities. 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 treating individuals (applicants or workers) unfavorably due to the fact that they are from a particular nation, have an accent, or seem of a particular ethnic background.

National origin discrimination also can include treating individuals unfavorably since they are married to (or connected with) an individual of a specific national origin. Discrimination can even take place when the employee and employer 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 employment, consisting of:

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

It is unlawful to pester a person because of his or her national origin. Harassment can consist of, for instance, offensive or bad remarks about an individual’s nationwide origin, accent, or ethnicity.

Although the law doesn’t prohibit easy teasing, offhand remarks, or separated 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 worker, such as a customer or consumer.

” English-Only” Rules Are Illegal

The law makes it illegal for a company to implement policies that target particular populations and are not needed to the operation of business. For circumstances, an employer can not force you to talk without an accent if doing so would not hamper your job-related duties.

A company can just require a worker to speak fluent English if this is needed to carry out the job successfully. So, for instance, your employer can not prevent 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 lawsuits regardless of their best practices. Some claims also subject the company officer to personal liability.

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

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

We Can Aid With the Following Issues

If you discover yourself the topic of a labor and employment lawsuit, here are some situations we can assist you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment settlement claims
– And other matters

We comprehend work lawsuits is charged with feelings and negative promotion. However, we can assist our customers minimize these negative effects.

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

Contact Bogin, Munns & Munns to get more information

We have 13 locations throughout Florida. We enjoy to satisfy 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 employment and work lawyers are here to assist you if a staff member, coworker, employer, or manager 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 employees and employers).

We will examine your answers and offer you a call. During this brief discussion, an attorney will review your existing situation and legal options. You can likewise call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my employer accommodates my disability? It depends on 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 employer’s duty to recognize that the worker has a requirement first.

Once a request is made, the employee and the employer need to interact to discover if accommodations are in fact required, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose only one unhelpful choice and after that refuse to use additional alternatives, and employees can not refuse to explain which tasks are being hindered by their impairment or refuse to offer medical evidence of their impairment.

If the staff member refuses to offer appropriate medical proof or discuss why the lodging is needed, the employer can not be held liable for not making the accommodation.

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

However, like a worker, the candidate is responsible for letting the company understand that an accommodation is needed.

Then it is up to the employer to deal with the candidate to complete 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 instructed by their legal teams not to give any factor when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards people from discrimination in elements of employment, consisting of (but not restricted to) pay, category, termination, hiring, work training, recommendation, promotion, and benefits based on (among other things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by among my previous workers. What are my rights? Your rights include a capability to intensely defend the claim. Or, employment if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you must have a work attorney assist you with your evaluation of the degree of liability and potential damages facing the business before you decide on whether to combat or settle.

– How can a Lawyer protect my organizations if I’m being unfairly targeted in an employment related claim? It is always best for an employer to talk to an employment attorney at the beginning of a problem rather than waiting until fit is filed. Lot of times, the legal representative can head-off a potential claim either through settlement or official resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the burden of evidence is upon the employer to show to the court that the claim is pointless, if effective, and employment the employer wins the case, it can develop a right to an award of their attorney’s charges payable by the staff member.

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

– What must a company do after the employer receives notification of a claim? Promptly contact a work legal representative. There are considerable due dates and other requirements in reacting to a claim that need competence in employment law.

When conference with the lawyer, have him describe his opinion of the liability risks and extent of damages.

You need to likewise develop a plan of action as to whether to try an early settlement or combat all the method through trial.

– Do I need to verify the citizenship of my employees if I am a little company owner? Yes. Employers in the U.S. must confirm both the identity and the employment eligibility of each of their staff members.

They must also confirm whether their staff members are U.S. residents. These policies were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted documents alleging eligibility.

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

– I pay a few of my staff members an income. That suggests I do not need to pay them overtime, correct? No, paying a worker a true income is however one step in effectively classifying them as exempt from the overtime requirements under federal law.

They need to also fit the “tasks test” which requires certain task 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 personal companies are needed to offer leave for picked military, family, employment and medical factors.