Great Worker

Overview

  • Founded Date December 28, 1927

Company Description

Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer acquainted with the intricacies of employment law. We will assist you browse this complex process.

We represent companies and employees in conflicts 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 a few of the problems 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, faith, equivalent pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

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

To talk to a skilled employment 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 alternatives. We will also:

– Gather proof that supports your claims.
– Interview your coworkers, manager, and other associated parties.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
– Establish what modifications or lodgings could meet your requirements

Your labor and work legal representative’s main objective is to secure your legal rights.

The length of time do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline could be longer based on your situation. You might have 300 days to file. This makes looking for legal action vital. If you fail to submit your case within the appropriate period, you could be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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 may end up being required.

Employment lawsuits involves issues consisting of (however not limited to):

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

Many of the concerns listed above are federal crimes and need to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who need to require time from work for certain medical or family factors. The FMLA allows the staff member to depart and go back to their task afterward.

In addition, the FMLA provides household leave for military service members and their households– if the leave is related to that service member’s military responsibilities.

For the FMLA to use:

– The company needs to have at least 50 employees.
– The worker must have worked for the company for at least 12 months.
– The employee needs to have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when a worker is rejected leave or retaliated against for attempting to take leave. For instance, it is illegal for a company to deny or discourage a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a worker or cancel his medical insurance because he took FMLA leave.
– The company should reinstate the staff member to the position he held when leave began.
– The employer also can not demote the worker or move them to another location.
– An employer must alert an employee 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 employer violates the FMLA, an employee might be entitled to recover any economic losses suffered, including:

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

That quantity is doubled if the court or jury discovers that the employer 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 restrict discrimination based upon:

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

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

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the workplace just since 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 discriminate versus an individual because they are over the age of 40. Age discrimination can often lead to negative psychological effects.

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

How Age Discrimination can Present Itself

We put our customers’ legal needs before our own, no matter what. You are worthy of a skilled age discrimination attorney to defend your rights if you are dealing with these scenarios:

– Restricted task advancement based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against opportunities

We can prove that age was a determining consider your employer’s decision to reject you particular things. If you seem like you have actually been denied opportunities or dealt with unjustly, the work lawyers at our law firm are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts employers and health insurance companies from discriminating versus people if, based upon their hereditary details, they are found to have an above-average danger of developing severe illnesses or conditions.

It is likewise unlawful for companies to utilize the hereditary details of candidates and workers as the basis for specific choices, including work, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating versus applicants and workers on the basis of pregnancy and associated conditions.

The same law likewise secures pregnant females against office harassment and protects the exact same disability rights for pregnant workers as non-pregnant staff members.

Your Veteran Status ought to not Matter in the Workplace

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

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

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 employees and applicants based on their citizenship status. This includes:

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

However, if an irreversible homeowner does not look for naturalization within six months of becoming eligible, they will not be protected 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 impairments. Unfortunately, numerous employers refuse tasks to these individuals. Some companies even deny their handicapped staff members reasonable accommodations.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have substantial knowledge and experience litigating disability discrimination cases. We have actually devoted 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 upon impairment is restricted. Under the ADA, an employer can not victimize an applicant based upon any physical or mental limitation.

It is prohibited to victimize qualified people with disabilities in almost any element of work, including, but not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promos.
– Wages and payment.
– Benefits

We represent individuals who have actually been rejected access to work, education, company, and employment even federal government centers. If you feel you have been victimized based on an impairment, consider dealing with our Central Florida impairment rights group. We can determine 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 office, let the lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 prohibits discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties offenses consist of:

– Segregating employees based on race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for job advancement or opportunity based on race
– Victimizing an employee since of their association with people of a certain race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all companies and employment agencies.

Sexual harassment laws safeguard staff members from:

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

Employers bear a responsibility to keep an office that is free of sexual harassment. Our firm can provide thorough legal representation concerning your work or unwanted sexual advances matter.

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

Our team is here to help you if a staff member, coworker, company, or manager in the hospitality market broke federal or regional laws. We can take legal action for office violations including areas such as:

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

While Orlando is one of America’s greatest tourist locations, staff members who operate at amusement park, hotels, and dining establishments deserve to have equal opportunities. We can take legal action if your rights were violated in these settings.

You Can not Be Discriminated Against 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 employment seem of a specific ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably due to the fact that they are married to (or associated with) a person of a certain nationwide origin. Discrimination can even happen when the staff member 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 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 pester an individual because of his or her nationwide origin. Harassment can consist of, for example, offending or negative remarks about a person’s nationwide origin, accent, or ethnicity.

Although the law doesn’t restrict easy teasing, offhand comments, or separated events, harassment is prohibited when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to carry out policies that target specific populations and are not needed to the operation of business. For instance, an employer can not force you to talk without an accent if doing so would not restrain your occupational duties.

An employer can just require a worker to speak proficient English if this is necessary to carry out the task efficiently. So, for example, 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, companies can discover themselves the target of employment-related claims despite their best practices. Some claims also subject the company officer to individual liability.

Employment laws are complicated and altering all the time. It is important to consider partnering with a labor and work attorney in Orlando. We can navigate your hard situation.

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

We Can Help with the Following Issues

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

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

We understand work lawsuits is charged with emotions and unfavorable publicity. However, we can help our clients minimize these unfavorable results.

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

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We are pleased to satisfy you in the area that is most convenient for you. With our primary 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 work lawyers are here to help you if an employee, coworker, employer, or manager 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 employers).

We will review your answers and give you a call. During this brief discussion, an attorney will discuss your current scenario and legal options. 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 ensure my company accommodates my disability? It depends on the worker to ensure the employer knows of the special needs and to let the employer know that an accommodation is needed.

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

Once a request is made, the worker and the employer need to collaborate to find if lodgings are really essential, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose only one unhelpful choice and then decline to provide further options, employment and workers can not decline to discuss which responsibilities are being impeded by their impairment or refuse to give medical proof of their impairment.

If the staff member declines to provide relevant medical evidence or describe why the lodging is needed, the employer can not be held accountable for not making the lodging.

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

However, like an employee, the candidate is accountable for letting the company know that an accommodation is required.

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

– Does a possible company have to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal groups not to give any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title individuals from discrimination in aspects of work, consisting of (however not restricted to) pay, category, termination, working with, work 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 entrepreneur I am being taken legal action against by among my former staff members. What are my rights? Your rights include a capability to strongly protect the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you should have an employment lawyer help you with your assessment of the extent of liability and potential damages dealing with the business before you decide on whether to eliminate or settle.

– How can a Lawyer protect my companies if I’m being unfairly targeted in a work related suit? It is constantly best for an employer to speak to an employment lawyer at the creation of an issue instead of waiting up until fit is submitted. Sometimes, the lawyer can head-off a potential claim either through settlement or formal resolution.

Employers also have rights not to be demanded frivolous claims.

While the concern of evidence is upon the employer to show to the court that the claim is unimportant, if effective, and the employer wins the case, it can produce a right to an award of their lawyer’s costs payable by the employee.

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

– What must a company do after the employer receives notification of a claim? Promptly contact a work legal representative. There are significant deadlines and other requirements in reacting to a claim that require expertise in work law.

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

You ought to likewise develop a strategy as to whether to attempt an early settlement or battle all the method through trial.

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

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

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the workers submitted documents alleging eligibility.

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

– I pay a few of my staff members a salary. That means I do not have to pay them overtime, fix? No, paying a staff member a real salary is however one action in effectively categorizing them as exempt from the overtime requirements under federal law.

They must likewise fit the “tasks test” which needs particular 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 employers are required to provide leave for selected military, family, and medical factors.