Orlando Employment Lawyer

In a time like this, we understand that you want a legal representative knowledgeable about the intricacies of employment law. We will assist you navigate this complex procedure.

We represent companies and staff members in conflicts and lawsuits before administrative firms, 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 problems we can handle on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, faith, equivalent pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can speak to one of our employee about your scenario.

To consult with a skilled employment law legal representative 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 proof that supports your allegations.
– Interview your colleagues, boss, and other associated parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant firm.
– Establish what modifications or lodgings could fulfill your requirements

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

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

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

Per the EEOC, you typically have up to 180 days to file your case. This timeline could be longer based upon your scenario. You might have 300 days to file. This makes looking for legal action essential. If you stop working to submit your case within the appropriate duration, you might be disqualified to proceed.

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 lawsuits may end up being required.

Employment lawsuits involves problems including (but 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 protected statuses, consisting of sex, impairment, and race

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

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take time from work for certain medical or household reasons. The FMLA enables the employee to depart and go back to their job afterward.

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

For the FMLA to apply:

– The company should have at least 50 employees.
– The employee must have worked for the company for at least 12 months.
– The employee 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 struck back versus for trying to depart. For instance, it is unlawful for an employer to deny or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance since he took FMLA leave.
– The company must renew the worker to the position he held when leave started.
– The employer likewise can not demote the staff member or transfer them to another area.
– An employer must alert a staff member in writing of his FMLA leave rights, specifically when the company knows that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, an employee may be entitled to recover any financial losses suffered, consisting of:

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

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 on:

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

Florida laws specifically restrict discrimination versus people based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the office 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 versus an individual due to the fact that they are over the age of 40. Age discrimination can often cause negative emotional impacts.

Our work and labor attorneys understand how this can affect a specific, which is why we provide compassionate and personalized 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 defend your rights if you are facing these situations:

– Restricted task improvement based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus advantages

We can show that age was a figuring out consider your employer’s choice to reject you specific things. If you feel like you’ve been denied opportunities or dealt with unfairly, the work lawyers at our law firm 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 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 against people if, based upon their genetic info, they are found to have an above-average threat of establishing major diseases or conditions.

It is also prohibited for companies to utilize the hereditary information of candidates and staff members as the basis for certain decisions, including employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids companies from victimizing candidates and workers on the basis of pregnancy and related conditions.

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

Your Veteran Status should 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 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 restrict employers from victimizing employees and applicants based on their citizenship status. This includes:

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

However, if an irreversible citizen does not get naturalization within six months of ending up being qualified, 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 disabilities. Unfortunately, many employers decline jobs to these individuals. Some employers even reject their handicapped employees reasonable lodgings.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights legal representatives have comprehensive knowledge and experience litigating impairment discrimination cases. We have dedicated 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 restriction.

It is unlawful to discriminate against certified individuals with impairments in almost any element of employment, including, however not restricted to:

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

We represent people who have been rejected access to work, education, organization, and even government facilities. If you feel you have been victimized based on an impairment, consider dealing with our Central Florida disability rights team. We can determine 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 aid. The Civil Rights Act of 1964 forbids discrimination based on a person’s skin color. Any actions or harassment by employers based on race is an offense of the Civil liberty Act and is cause for a legal suit.

Some examples of civil liberties offenses consist of:

– Segregating employees based on race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s chance for job development or chance based on race
– Discriminating against a staff member due to the fact that of their association with people of a certain race or ethnic background

We Can Protect You Against Sexual Harassment

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

Unwanted sexual advances 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 keep a workplace that is free of unwanted sexual advances. Our firm can provide detailed legal representation regarding your work or sexual harassment 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 supervisor in the hospitality market broke federal or regional laws. We can take legal action for work environment infractions involving areas such as:

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

While Orlando is among America’s greatest traveler destinations, referall.us staff members who work at style parks, hotels, and restaurants should have 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 employees) unfavorably since they are from a particular nation, have an accent, or appear to be of a specific ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably because they are married to (or connected with) a person of a particular national origin. Discrimination can even take place when the staff member and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it pertains to any element of work, including:

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

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

Although the law doesn’t prohibit basic teasing, offhand comments, or separated occurrences, harassment is unlawful when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to implement policies that target specific populations and are not essential to the operation of the business. For circumstances, a company can not require you to talk without an accent if doing so would not hinder your occupational duties.

An employer can just require an employee to speak fluent English if this is essential to perform the task successfully. So, for circumstances, your company can not avoid 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 suits regardless of their finest practices. Some claims also subject the business officer to individual liability.

Employment laws are complex and changing all the time. It is crucial to think about partnering with a labor and work legal representative in Orlando. We can navigate your challenging situation.

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

We Can Assist With the Following Issues

If you discover yourself the topic of a labor and employment claim, here are some scenarios 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 agreements
– Unemployment compensation claims
– And other matters

We comprehend employment lawsuits is charged with feelings and negative publicity. However, we can assist our customers decrease these negative results.

We also can be proactive in assisting our clients with the preparation and upkeep of employee handbooks and policies for distribution and associated training. Lot of times, this proactive technique will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We are pleased to fulfill you in the location 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 employment lawyers are here to help you if a worker, colleague, company, or manager broke federal or regional 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 employees and companies).

We will examine your responses and offer you a call. During this short conversation, an attorney will discuss your current scenario and . You can likewise contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my special needs? It is up to the worker to make certain the company understands of the impairment and to let the company understand that an accommodation is needed.

It is not the employer’s duty to acknowledge that the worker has a need initially.

Once a request is made, the staff member and the company requirement to interact to discover if accommodations are really required, and if so, what they will be.

Both parties have a responsibility to be cooperative.

A company can not propose just one unhelpful alternative and after that refuse to use additional options, and staff members can not decline to explain which responsibilities are being hampered by their impairment or refuse to provide medical evidence of their special needs.

If the employee refuses to offer relevant medical evidence or discuss why the accommodation is needed, the employer can not be held accountable for not making the accommodation.

Even if a person is submitting a task application, an employer might be needed to make accommodations to help the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the company know that a lodging is required.

Then it depends on the employer to work with the applicant to complete the application procedure.

– Does a prospective company need to inform me why I didn’t get the job? No, they do not. Employers might 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 Rights Act of 1964, Title VII safeguards people from discrimination in elements of employment, consisting of (but not limited to) pay, classification, termination, employing, work training, referral, promo, and benefits based on (among other things) the individuals color, nation of origin, race, gender, or status as a veteran.

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

However, you ought to have an employment legal representative assist you with your valuation of the extent of liability and possible damages dealing with the business before you decide on whether to battle or settle.

– How can an Attorney protect my companies if I’m being unfairly targeted in an employment related claim? It is always best for an employer to talk with a work lawyer at the beginning of a problem rather than waiting until match is submitted. Often times, the lawyer can head-off a potential claim either through settlement or formal resolution.

Employers also have rights not to be taken legal action against for frivolous claims.

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

Such right is usually not otherwise offered under the majority of work law statutes.

– What must a company do after the company receives notice of a claim? Promptly contact an employment legal representative. There are significant due dates and other requirements in reacting to a claim that require know-how in employment law.

When meeting with the lawyer, have him explain his opinion of the liability dangers and extent of damages.

You must likewise develop a strategy of action regarding whether to try an early settlement or battle all the way through trial.

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

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

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

By law, the company should keep the I-9 forms for all workers until 3 years after the date of employing, or up until 1 year after termination (whichever comes last).

– I pay a few of my workers an income. That indicates I do not need to pay them overtime, fix? No, paying a staff member a real income is however one step in effectively classifying them as exempt from the overtime requirements under federal law.

They should likewise fit the “duties test” which needs certain 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) impact companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are required to supply leave for selected military, household, and medical reasons.