Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney familiar with the complexities of employment law. We will assist you browse this complicated procedure.

We represent companies and employees in conflicts and employment lawsuits before administrative firms, federal courts, and state courts. We also represent our customers 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 contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equal pay, disability, and more).
– Failure to accommodate impairments.
– Harassment

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

To consult with an experienced employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather evidence that supports your claims.
– Interview your colleagues, manager, and other related celebrations.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
– Establish what changes or employment lodgings could satisfy your requirements

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

How Long do You Need 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 might anticipate.

Per the EEOC, you normally have up to 180 days to submit your case. This timeline might be longer based on your scenario. You could have 300 days to submit. This makes seeking legal action essential. If you stop working to submit your case within the appropriate duration, you might be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If a company violates 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 lawsuits might become needed.

Employment lawsuits involves problems including (however not restricted to):

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

A number of the problems listed 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 applies to employees who require to take some time from work for certain medical or household 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 associated to that service member’s military commitments.

For the FMLA to apply:

– The employer must have at least 50 staff members.
– The worker must have worked for the company for a minimum of 12 months.
– The worker should 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 staff member is rejected leave or retaliated versus for attempting to take leave. For instance, it is unlawful for a company to reject or discourage a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a staff member or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer 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 area.
– A company needs to inform an employee in writing of his FMLA leave rights, especially when the employer knows that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, a staff member may be entitled to recuperate any financial losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers 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 restrict discrimination based on:

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

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

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment merely 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 victimize a private due to the fact that they are over the age of 40. Age discrimination can frequently lead to negative emotional impacts.

Our work and labor lawyers comprehend how this can impact an individual, which is why we provide thoughtful and tailored legal care.

How Age Discrimination can Emerge

We position our customers’ legal needs before our own, no matter what. You should have a skilled age discrimination lawyer to protect your rights if you are dealing with these situations:

– Restricted task advancement based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus privileges

We can prove that age was a determining consider your employer’s decision to reject you specific things. If you feel like you have actually been rejected benefits or treated unjustly, the employment lawyers 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 upon genetic details is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and health insurance coverage business from discriminating against individuals if, based upon their hereditary information, they are found to have an above-average risk of developing severe diseases or conditions.

It is likewise illegal for companies to use the genetic details of candidates and workers as the basis for certain decisions, consisting of employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing candidates and employees on the basis of pregnancy and related conditions.

The exact same law likewise safeguards pregnant ladies against office harassment and protects the exact same impairment rights for pregnant workers as non-pregnant workers.

Your Veteran Status must 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 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 prohibit companies from discriminating versus employees and candidates based upon their citizenship status. This consists of:

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

However, if a permanent local does not look for naturalization within six months of becoming qualified, employment 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 disabilities. Unfortunately, numerous companies refuse tasks to these individuals. Some employers even reject their disabled workers reasonable lodgings.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have comprehensive knowledge and experience litigating disability discrimination cases. We have actually devoted ourselves to securing 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 on disability is prohibited. Under the ADA, an employer can not victimize an applicant based on any physical or psychological constraint.

It is prohibited to discriminate versus qualified people with impairments in practically any element of work, including, but not limited to:

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

We represent people who have been denied access to employment, education, organization, employment and even government facilities. If you feel you have been discriminated against based on a disability, consider working with our Central Florida impairment rights team. We can identify if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 prohibits discrimination based on a person’s skin color. Any actions or harassment by companies based on race is an offense of the Civil Rights Act and is cause for a legal match.

Some examples of civil liberties infractions consist of:

– Segregating employees based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s opportunity for job advancement or chance based on race
– Discriminating against a staff member due to the fact that of their association with people of a particular race or ethnicity

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a type of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to virtually all companies and employment service.

Unwanted sexual advances laws protect workers from:

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

Employers bear a responsibility to preserve a work environment that is without sexual harassment. Our firm can supply thorough legal representation regarding your employment or unwanted sexual advances matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if an employee, coworker, company, or manager in the hospitality market broke federal or regional laws. We can take legal action for work environment infractions including areas such as:

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

While Orlando is among America’s greatest tourist locations, staff members who operate at amusement park, hotels, and restaurants are worthy of to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes treating individuals (applicants or staff members) unfavorably because they are from a particular country, have an accent, or appear to be of a specific ethnic background.

National origin discrimination also can include treating individuals unfavorably because they are married to (or related to) a person of a certain nationwide origin. Discrimination can even happen when the worker and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any aspect of employment, including:

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

It is unlawful to bug a person since of his or her national origin. Harassment can include, for example, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law doesn’t prohibit easy teasing, offhand remarks, or isolated events, harassment is unlawful when it develops a hostile workplace.

The harasser can be the victim’s supervisor, a colleague, or someone who is not a worker, such as a customer or consumer.

” English-Only” Rules Are Illegal

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

An employer can only need a worker to speak proficient English if this is necessary to perform the task successfully. So, for example, employment 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, employers can find themselves the target of employment-related lawsuits despite their finest practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complex and changing all the time. It is vital to think about partnering with a labor and work lawyer in Orlando. We can browse your tight spot.

Our attorneys represent companies in litigation before administrative firms, federal courts, and state courts. As kept in mind, we likewise represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you find yourself the topic of a labor and employment claim, here are some scenarios 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 payment claims
– And other matters

We comprehend work lawsuits is charged with emotions and unfavorable publicity. However, we can help our clients reduce these unfavorable effects.

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

Contact Bogin, Munns & Munns to get more information

We have 13 places throughout Florida. We are happy to satisfy you in the location that is most convenient for you. With our primary office in Orlando, we have 12 other offices in:

– Clermont
– Cocoa
– Daytona
– Gainesville

– Leesburg
– Melbourne
– Ocala
– Orange City
– Cloud
– Titusville
– The Villages

Our labor and employment lawyers are here to help you if a worker, colleague, company, or manager broke federal or local laws.

Start Your Case Review Today

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

We will review your answers and give you a call. During this quick conversation, an attorney will discuss your existing scenario and legal options. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my disability? It is up to the employee to ensure the company understands of the impairment and to let the company know that an accommodation is required.

It is not the employer’s obligation to acknowledge that the staff member has a need first.

Once a demand is made, the worker and the employer requirement to collaborate to find if accommodations are really essential, and if so, what they will be.

Both parties have a duty to be cooperative.

An employer can not propose only one unhelpful choice and then decline to provide more choices, and staff members can not refuse to describe which duties are being hindered by their disability or refuse to provide medical proof of their special needs.

If the employee declines to offer appropriate medical evidence or explain why the lodging is needed, the employer can not be held responsible for not making the accommodation.

Even if an individual is filling out a task application, a company might be needed to make accommodations to help the applicant in filling it out.

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

Then it depends on the company to work with the applicant to complete the application process.

– Does a prospective company need to inform me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal teams not to offer any reason when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects people from discrimination in aspects of employment, consisting of (but not limited to) pay, classification, termination, employing, employment employment training, referral, promo, and benefits 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 staff members. What are my rights? Your rights consist of an ability to strongly defend the claim. Or, if you perceive there to be liability, you have every right to take part in settlement conversations.

However, you should have a work attorney assist you with your appraisal of the extent of liability and potential damages dealing with the business before you make a decision on whether to eliminate or settle.

– How can a Lawyer safeguard my companies if I’m being unjustly targeted in an employment associated claim? It is constantly best for an employer to talk with a work lawyer at the inception of a concern rather than waiting up until suit is submitted. Often times, the legal representative can head-off a possible claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

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

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

– What must an employer do after the company gets notice of a claim? Promptly contact a work legal representative. There are considerable deadlines and other requirements in reacting to a claim that need know-how in employment law.

When meeting with the lawyer, have him describe his viewpoint of the liability dangers and degree of damages.

You ought to also establish a strategy regarding whether to attempt an early settlement or fight all the way through trial.

– Do I need to confirm the citizenship of my employees if I am a little business owner? Yes. Employers in the U.S. must confirm both the identity and the work eligibility of each of their workers.

They need to likewise confirm whether or not their employees are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and examine the workers sent paperwork declaring eligibility.

By law, the employer should keep the I-9 kinds for all employees till 3 years after the date of employing, or until 1 year after termination (whichever comes last).

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

They should also fit the “tasks test” which needs certain job duties (and absence of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are needed to supply leave for selected military, household, and medical factors.