Orlando Employment Lawyer

In a time like this, we understand that you want an attorney acquainted with the complexities of employment law. We will help you browse this complex process.

We represent employers and workers in disputes and litigation 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 some of the issues we can manage on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, employment race, religious beliefs, equivalent pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

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

To seek advice from with an experienced employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather evidence that supports your claims.
– Interview your coworkers, 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 relevant firm.
– Establish what modifications or lodgings could satisfy your requirements

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

For how long do You Need To File Your Orlando Employment Case?

Employment and labor cases typically do not fall under individual 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 file your case. This timeline could be longer based upon your situation. You might have 300 days to submit. This makes looking for legal action crucial. If you fail to file your case within the suitable 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), work litigation might become essential.

Employment lawsuits includes issues consisting of (but not restricted to):

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

A number of the issues noted above are federal criminal activities and should be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who require to take some time from work for certain medical or household reasons. The FMLA permits the employee to depart and return to their task afterward.

In addition, the FMLA provides family leave for military service members and their families– if the leave is associated to that service member’s military commitments.

For the FMLA to use:

– The employer must have at least 50 employees.
– The worker needs to 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 emerge when a worker is rejected leave or struck back against for attempting to take leave. For instance, it is unlawful for a company to deny or discourage a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire an employee or cancel his medical insurance because he took FMLA leave.
– The employer should reinstate the employee to the position he held when leave began.
– The employer likewise can not demote the staff member or move them to another area.
– A company should inform an employee in writing of his FMLA leave rights, specifically when the employer is conscious that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, a worker may be entitled to recover any economic losses suffered, consisting of:

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

That amount 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 prohibit discrimination based on:

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

Florida laws particularly restrict discrimination against individuals based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the work environment 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 unlawful to discriminate against a specific due to the fact that they are over the age of 40. Age discrimination can typically lead to adverse psychological results.

Our employment and labor attorneys comprehend how this can affect an individual, which is why we supply thoughtful and personalized legal care.

How Age Discrimination can Present Itself

We put our clients’ legal needs before our own, no matter what. You should have a knowledgeable age discrimination attorney to defend your rights if you are facing these circumstances:

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

We can show that age was an identifying consider your employer’s decision to deny you certain things. If you seem like you’ve been rejected opportunities or treated unjustly, the work attorneys 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 on hereditary details is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts employers and health insurance coverage companies from discriminating against individuals if, based on their hereditary details, they are found to have an above-average risk of establishing serious illnesses or conditions.

It is likewise illegal for companies to utilize the hereditary information of candidates and employees as the basis for particular decisions, including employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also protects pregnant females versus work environment harassment and secures the same special needs rights for pregnant workers as non-pregnant employees.

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 examine your scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from discriminating versus workers and applicants based on their citizenship status. This consists of:

– S. people.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary homeowners

However, if a permanent local does not get naturalization within six months of becoming qualified, 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 impairments. Unfortunately, numerous employers refuse tasks to these individuals. Some employers even reject their handicapped workers sensible lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have substantial understanding and experience litigating special needs discrimination cases. We have actually devoted ourselves to securing the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is restricted. Under the ADA, an employer can not discriminate against a candidate based on any physical or psychological restriction.

It is prohibited to discriminate versus qualified people with impairments in almost any aspect of work, consisting of, however not restricted to:

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

We represent individuals who have been rejected access to work, education, organization, employment and even federal government centers. If you feel you have been victimized based upon a special needs, consider working with our Central Florida special needs rights team. We can figure out if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have 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 on a person’s skin color. Any actions or harassment by companies based upon race is an infraction of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties violations include:

– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s chance for job development or opportunity based on race
– Discriminating versus an employee since of their association with people of a certain race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a form of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to virtually all employers and employment service.

Sexual harassment laws safeguard workers from:

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

Employers bear an obligation to maintain an office that is free of unwanted sexual advances. Our firm can supply comprehensive legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

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

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

While Orlando is among America’s most significant tourist destinations, employees who work at theme parks, hotels, and restaurants should have to have equivalent chances. 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 dealing with people (applicants or workers) unfavorably due to the fact that they are from a specific country, have an accent, or appear to be of a specific ethnic background.

National origin discrimination also can involve dealing with people unfavorably since they are wed to (or related to) a person of a particular national origin. Discrimination can even occur when the worker and employer are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of work, including:

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

It is unlawful to harass an individual since of his/her national origin. Harassment can include, employment for example, offending or derogatory remarks about a person’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid basic teasing, offhand comments, or separated incidents, harassment is illegal when it develops a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to carry out policies that target particular populations and are not required to the operation of business. For example, a company can not force you to talk without an accent if doing so would not hinder your occupational responsibilities.

An employer can just require a worker to speak fluent English if this is necessary to perform 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, employers can find themselves the target of employment-related lawsuits regardless of their best practices. Some claims also subject the business officer to individual liability.

Employment laws are complicated and altering all the time. It is vital to consider partnering with a labor and work legal representative in Orlando. We can browse your tough scenario.

Our lawyers represent companies in lawsuits before administrative agencies, federal courts, and state courts. As kept in mind, 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 work claim, here are some circumstances we can help 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, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters

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

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

Contact Bogin, Munns & Munns to Learn More

We have 13 locations throughout Florida. We enjoy to satisfy you in the place 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 and work lawyers are here to help you if a worker, 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 submit our online Employment Law Questionnaire (for both staff members and companies).

We will evaluate your answers and provide you a call. During this short discussion, a lawyer will discuss your present situation and legal options. You can likewise call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my special needs? It is up to the staff member to make sure the employer knows of the special needs and to let the employer understand that a lodging is required.

It is not the employer’s responsibility to recognize that the worker has a need initially.

Once a request is made, the staff member and the employer requirement to work together to discover if lodgings are actually needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose only one unhelpful choice and after that refuse to offer additional alternatives, and employees can not decline to describe which duties are being hindered by their special needs or refuse to offer medical proof of their special needs.

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

Even if an individual is submitting a job application, a company may be required to make lodgings to assist the applicant in filling it out.

However, like a worker, the applicant is accountable for letting the company know that a lodging is needed.

Then it is up to the employer to deal with the candidate to finish the application process.

– Does a potential company need to tell me why I didn’t get the job? No, they do not. Employers may even be instructed by their legal groups not to give any reason when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, employment Title VII protects individuals from discrimination in aspects of employment, consisting of (but not restricted to) pay, category, termination, hiring, work training, referral, promotion, and advantages based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by among my previous employees. What are my rights? Your rights consist of an ability to strongly safeguard the claim. Or, if you perceive there to be liability, you have every right to participate in settlement discussions.

However, you need to have a work lawyer assist you with your evaluation of the degree of liability and potential damages dealing with the company before you make a decision on whether to combat or settle.

– How can a Lawyer secure my companies if I’m being unjustly targeted in an employment related suit? It is constantly best for an employer to talk with an employment legal representative at the of a concern instead of waiting up until suit is filed. Many times, the legal representative can head-off a possible claim either through negotiation or official resolution.

Employers also have rights not to be sued for unimportant claims.

While the concern of proof is upon the employer to prove to the court that the claim is frivolous, if successful, and the company wins the case, it can create a right to an award of their lawyer’s costs payable by the worker.

Such right is normally not otherwise offered under many employment law statutes.

– What must a company do after the employer receives notice of a claim? Promptly get in touch with an employment attorney. There are considerable due dates and other requirements in reacting to a claim that require expertise in employment law.

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

You must also establish a strategy of action regarding whether to try an early settlement or fight all the method through trial.

– Do I need to verify 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 employment eligibility of each of their workers.

They should likewise validate whether or not their workers are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.

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

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

– I pay a few of my employees a salary. That indicates I do not need to pay them overtime, remedy? No, paying a staff member a true salary is but one step in properly categorizing them as exempt from the overtime requirements under federal law.

They should likewise fit the “duties test” which needs certain 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 companies? Under the Family and Medical Leave Act (FMLA), eligible personal employers are needed to supply leave for picked military, family, and medical factors.