Orlando Employment Lawyer

In a time like this, we understand that you desire an attorney knowledgeable about the intricacies of employment law. We will help you browse this complicated process.

We represent employers and staff members in disputes and litigation before administrative agencies, 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 concerns we can manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can talk with among our staff member about your circumstance.

To talk to a knowledgeable 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 discover more about the case, we will discuss your options. We will also:

– Gather proof that supports your allegations.
– Interview your coworkers, employer, and other associated parties.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent agency.
– Establish what changes or accommodations might meet your needs

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

The length of time 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 may anticipate.

Per the EEOC, you usually have up to 180 days to submit 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 file your case within the appropriate period, you might be disqualified 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 lawsuits might become necessary.

Employment lawsuits includes issues including (however not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and referall.us non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against safeguarded statuses, including sex, disability, and race

Many of the concerns listed above are federal criminal activities and need to be taken extremely seriously.

We Can Defend Your FMLA Rights

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

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

For the FMLA to apply:

– The employer must have at least 50 workers.
– The worker should have worked for the company for at least 12 months.
– The staff member must have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a staff member is rejected leave or struck back against for trying to depart. For example, it is unlawful for an employer to deny or prevent a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a staff member or cancel his medical insurance because he took FMLA leave.
– The employer must reinstate the staff member to the position he held when leave began.
– The company also can not bench the staff member or move them to another location.
– A company should inform a staff member in writing of his FMLA leave rights, especially when the company understands that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member might be entitled to recuperate any economic losses suffered, including:

– 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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

Florida laws particularly prohibit discrimination versus people based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment simply 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 unlawful to victimize an individual due to the fact that they are over the age of 40. Age discrimination can typically result in negative psychological impacts.

Our work and labor attorneys comprehend how this can affect an individual, which is why we provide caring and customized legal care.

How Age Discrimination can Emerge

We put our clients’ legal needs before our own, no matter what. You should have an experienced age discrimination attorney to defend your rights if you are dealing with these situations:

– Restricted task advancement based upon age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against benefits

We can show that age was an identifying aspect in your company’s decision to reject you specific things. If you seem like you have actually been denied opportunities or dealt with unjustly, the employment lawyers at our law office are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic info is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits companies and health insurance coverage companies from victimizing individuals if, based on their hereditary information, they are discovered to have an above-average danger of establishing major diseases or conditions.

It is also unlawful for employers to utilize the genetic information of applicants and staff members as the basis for particular choices, consisting of employment, promo, and termination.

You Can not be Victimized if You are Pregnant

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

The very same law also protects pregnant ladies against work environment harassment and secures the same special needs 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 advantages

We will investigate your situation to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from victimizing employees and applicants based upon their citizenship status. This includes:

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

However, if an irreversible resident does not use for naturalization within 6 months of ending up being 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 live with specials needs. Unfortunately, many companies decline jobs to these people. Some employers even reject their handicapped staff members affordable lodgings.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando disability rights lawyers have substantial knowledge and experience litigating special needs discrimination cases. We have devoted ourselves to protecting the rights of individuals with specials needs.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon impairment is forbidden. Under the ADA, an employer can not discriminate against a candidate based upon any physical or mental limitation.

It is prohibited to discriminate versus certified people with specials needs in practically any element of employment, including, but not limited 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, company, and even government facilities. If you feel you have been victimized based on a special needs, think about working with our Central Florida impairment rights team. We can figure out 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 assistance. 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 offense of the Civil Rights Act and is cause for a legal match.

Some examples of civil rights infractions include:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for job improvement or opportunity based on race
– Discriminating versus a worker because of their association with people of a specific race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. laws apply to virtually all companies 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 a duty to keep a workplace that is devoid of sexual harassment. Our company can offer extensive legal representation regarding your work or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a worker, colleague, company, or manager in the hospitality industry broke federal or regional laws. We can take legal action for work environment violations involving locations such as:

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

While Orlando is among America’s greatest tourist destinations, workers who work at amusement park, hotels, and dining establishments deserve to have equivalent chances. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based on Your National Origin

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

National origin discrimination also can involve treating individuals unfavorably because they are married to (or related to) an individual of a specific national origin. Discrimination can even take place when the staff member and company are of the 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 benefits
– Any other term or condition of work

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

Although the law doesn’t forbid basic teasing, offhand remarks, or isolated events, harassment is illegal when it creates a hostile work environment.

The harasser can be the victim’s supervisor, a colleague, or somebody who is not an employee, such as a client or consumer.

” English-Only” Rules Are Illegal

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

An employer can only require a staff member to speak fluent English if this is necessary to carry out the task effectively. So, for example, your employer can not prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can discover themselves the target of employment-related claims regardless of their best 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 attorney in Orlando. We can navigate your hard circumstance.

Our attorneys represent companies in litigation before administrative firms, federal courts, and state courts. As noted, 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 circumstances we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate specials needs
– 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 comprehend work litigation is charged with emotions and unfavorable publicity. However, we can help our clients decrease these unfavorable effects.

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

Contact Bogin, Munns & Munns for more information

We have 13 areas throughout Florida. We enjoy to satisfy you in the location that is most hassle-free for you. With our main workplace 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 attorneys are here to assist you if a worker, colleague, company, 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 workers and companies).

We will examine your responses and offer you a call. During this short discussion, an attorney will go over your present scenario and legal alternatives. You can likewise contact us 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 special needs? It is up to the employee to make certain the employer knows of the special needs and to let the company understand that a lodging is needed.

It is not the company’s duty to recognize that the worker has a need first.

Once a demand is made, the employee and the company need to work together to discover if lodgings are actually required, and if so, what they will be.

Both parties have an obligation to be cooperative.

An employer can not propose just one unhelpful alternative and then refuse to use more options, and employees can not refuse to describe which responsibilities are being hindered by their impairment or refuse to give medical proof of their disability.

If the staff member declines to give appropriate medical proof or explain why the lodging is needed, the employer can not be held responsible for not making the accommodation.

Even if a person is submitting a job application, an employer may be needed to make lodgings to help the applicant in filling it out.

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

Then it is up to the employer to deal with the candidate to complete the application procedure.

– Does a potential company have 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 provide any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures individuals from discrimination in aspects of employment, including (but not restricted to) pay, category, termination, working with, employment training, referral, promo, and advantages based upon (among other things) the individuals color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by one of my previous staff members. What are my rights? Your rights consist of a capability to vigorously defend the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you must have a work lawyer help you with your assessment of the degree of liability and possible damages dealing with the business before you make a choice on whether to combat or settle.

– How can a Lawyer secure my companies if I’m being unjustly targeted in an employment associated suit? It is constantly best for an employer to speak with a work legal representative at the creation of a problem instead of waiting until fit is submitted. Many times, the legal representative can head-off a prospective claim either through negotiation or official resolution.

Employers also have rights not to be demanded frivolous claims.

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

Such right is generally not otherwise offered under many work law statutes.

– What must a company do after the employer gets notification of a claim? Promptly get in touch with an employment legal representative. There are considerable due dates and other requirements in reacting to a claim that need competence in employment law.

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

You should likewise develop a plan of action as to whether to try an early settlement or battle all the way through trial.

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

They should also verify whether or not their employees are U.S. residents. These policies were enacted by the Immigration Reform and Control Act.

A company would submit an I-9 (Employment Eligibility Verification Form) and look over the staff members submitted documents declaring eligibility.

By law, the company needs to keep the I-9 forms for all staff members up until 3 years after the date of working with, or till 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, correct? No, paying a worker a true income is but one action in correctly categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “duties test” which requires specific task responsibilities (and absence of others) before they can be thought about exempt under the law.

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