Orlando Employment Lawyer

In a time like this, we understand that you want a lawyer familiar with the complexities of work law. We will help you browse this complex procedure.

We represent companies and workers in disagreements and lawsuits before administrative companies, 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 problems we can manage on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, faith, equal pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

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

To speak with an experienced work law attorney 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 choices. We will also:

– Gather proof that supports your allegations.
– Interview your colleagues, boss, and other associated parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent firm.
– Establish what changes or lodgings might satisfy your requirements

Your labor and employment lawyer’s primary objective is to safeguard your legal rights.

How Long do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based upon your scenario. You might have 300 days to file. This makes looking for legal action essential. If you fail to submit your case within the suitable duration, you might 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 become needed.

Employment litigation involves concerns consisting of (however not restricted to):

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

A lot of the problems listed above are federal criminal activities and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who require to take time from work for particular medical or family factors. The FMLA allows the staff member to depart and return to their job later.

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

For the FMLA to use:

– The employer must have at least 50 staff members.
– The worker must have worked for the employer for at least 12 months.
– The employee needs to have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when an employee is rejected leave or struck back versus for attempting to depart. For example, it is illegal for a company to deny or discourage an employee 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 renew the worker to the position he held when leave began.
– The company also can not bench the worker or transfer them to another place.
– An employer needs to notify an employee in writing of his FMLA leave rights, particularly when the employer understands that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, a worker might be entitled to recuperate any economic losses suffered, consisting of:

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

That quantity 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 prohibit discrimination based on:

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

Florida laws particularly prohibit discrimination against people based upon 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’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 victimize an individual since they are over the age of 40. Age discrimination can frequently lead to negative emotional effects.

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

How Age Discrimination can Present Itself

We position our clients’ legal needs before our own, no matter what. You deserve a knowledgeable age discrimination lawyer to defend your rights if you are dealing with these scenarios:

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

We can prove that age was a figuring out aspect in your company’s choice to deny you particular things. If you feel like you’ve been rejected opportunities or dealt with unjustly, the employment lawyers at our law office 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 information is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance companies from discriminating versus people if, based on their hereditary info, they are found to have an above-average threat of developing severe health problems or conditions.

It is also unlawful for companies to use the hereditary details of applicants and workers as the basis for specific decisions, consisting of employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against candidates and workers on the basis of pregnancy and related conditions.

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

Your Veteran Status ought 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from discriminating versus staff members and candidates based upon their citizenship status. This consists of:

– S. citizens.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary locals

However, if an irreversible citizen does not get 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, lots of companies refuse tasks to these individuals. Some companies even deny their disabled staff members reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have extensive knowledge and experience litigating special needs discrimination cases. We have dedicated ourselves to securing the rights of people with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon disability is restricted. Under the ADA, a company can not discriminate versus a candidate based upon any physical or psychological constraint.

It is illegal to discriminate versus qualified individuals with impairments in nearly any aspect of employment, including, but not restricted to:

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

We represent people who have been denied access to work, education, organization, and even government facilities. If you feel you have actually been victimized based upon an impairment, consider dealing with our Central Florida special needs rights team. We can identify if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have actually been a victim of racial discrimination in the workplace, let the lawyers at Bogin, Munns & Munns help. The Civil Rights Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil rights violations include:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for task development or opportunity based upon race
– Discriminating versus a worker because of their association with people of a particular race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to practically all companies and work agencies.

Sexual harassment laws secure workers from:

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

bear a duty to keep a workplace that is totally free of sexual harassment. Our firm can offer comprehensive legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if an employee, coworker, employer, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for office offenses including locations such as:

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

While Orlando is among America’s greatest traveler locations, workers who operate at amusement park, hotels, and dining establishments deserve to have equal chances. 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 because they are from a particular country, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can involve dealing with individuals unfavorably since they are married to (or connected with) a person of a particular nationwide 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 concerns any element of work, consisting of:

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

It is illegal to bother a person because of his/her nationwide origin. Harassment can consist of, for instance, offending or negative remarks about a person’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid basic teasing, offhand comments, or isolated occurrences, 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 unlawful for an employer to carry out policies that target specific populations and are not necessary to the operation of business. For circumstances, a company can not force you to talk without an accent if doing so would not hinder your job-related responsibilities.

A company can only need a staff member to speak fluent English if this is needed to carry out the task efficiently. So, for circumstances, your company 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 claims regardless of their finest practices. Some claims also subject the company officer to individual liability.

Employment laws are complex and changing all the time. It is crucial to consider partnering with a labor and work legal representative in Orlando. We can navigate your difficult scenario.

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

We Can Assist With the Following Issues

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

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

We understand work lawsuits is charged with emotions and negative publicity. However, we can help our customers decrease these unfavorable effects.

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

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We are delighted to fulfill you in the place that is most hassle-free for you. With our main workplace 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 lawyers are here to assist you if a worker, colleague, company, or manager broke federal or regional 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 staff members and employers).

We will review your responses and give you a call. During this quick discussion, a lawyer will review your current scenario and legal alternatives. You can likewise call to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my disability? It is up to the employee to make certain the employer knows of the special needs and to let the company understand that an accommodation is needed.

It is not the employer’s obligation to acknowledge that the employee has a requirement initially.

Once a demand is made, the worker and the company requirement to interact to find if lodgings are actually needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose only one unhelpful option and after that refuse to provide additional alternatives, employment and employees can not refuse to explain which responsibilities are being hindered by their impairment or employment refuse to offer medical proof of their special needs.

If the worker declines to offer pertinent medical evidence or describe why the accommodation is required, the company can not be held liable for not making the lodging.

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

However, like a worker, the candidate is responsible for letting the employer know that a lodging is needed.

Then it depends on the company to work with the candidate to finish the application process.

– Does a possible employer need to tell me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to offer any reason when delivering 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 elements of employment, consisting of (but not limited to) pay, classification, termination, working with, work training, referral, promotion, and benefits based upon (amongst other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by one of my former staff members. What are my rights? Your rights consist of an ability to vigorously safeguard the claim. Or, if you view there to be liability, you have every right to take part in settlement conversations.

However, you must have a work attorney help you with your appraisal of the extent of liability and potential damages facing the company before you decide on whether to combat or settle.

– How can a Lawyer safeguard my services if I’m being unjustly targeted in an employment associated claim? It is constantly best for an employer to speak with an employment attorney at the creation of an issue instead of waiting up until suit is filed. Sometimes, the legal representative can head-off a possible claim either through settlement or official resolution.

Employers likewise have rights not to be demanded pointless claims.

While the burden of evidence is upon the company to show to the court that the claim is unimportant, if effective, and the company wins the case, it can develop a right to an award of their attorney’s costs payable by the worker.

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

– What must a company do after the company receives notification of a claim? Promptly get in touch with an employment legal representative. There are significant deadlines and other requirements in responding to a claim that require competence in work law.

When meeting with the lawyer, employment have him discuss his viewpoint of the liability threats and extent of damages.

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

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

They should also validate whether 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 employees sent paperwork alleging eligibility.

By law, the employer should keep the I-9 forms for all staff members till 3 years after the date of working with, or up until 1 year after termination (whichever comes last).

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

They need to also fit the „responsibilities test” which needs particular task duties (and lack of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), eligible personal employers are required to supply leave for chosen military, family, and medical factors.