Orlando Employment Lawyer

In a time like this, we understand that you desire an attorney familiar with the intricacies of work law. We will assist you browse this complex process.

We represent employers and staff members in disagreements and litigation 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 issues we can handle 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 agreements
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can consult with one of our team members about your circumstance.

To seek advice from a skilled employment 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 options. We will likewise:

– Gather proof that supports your claims.
– Interview your colleagues, manager, and other associated celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
– Establish what modifications or lodgings might meet your requirements

Your labor and employment legal representative’s primary goal is to safeguard your legal rights.

The length of time do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you typically have up to 180 days to file your case. This timeline could be longer based upon your situation. You might have 300 days to file. This makes looking for legal action important. If you stop working to submit your case within the proper duration, 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 Act (ERISA), or the Family and Medical Leave Act (FMLA), work lawsuits might become necessary.

Employment litigation includes problems including (however not restricted to):

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

A lot of the problems noted above are federal crimes and should be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take some time from work for specific medical or family factors. The FMLA enables the employee to take leave and return to their job later.

In addition, employment the FMLA provides household 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 needs to have at least 50 employees.
– The staff member should have worked for the company for a minimum of 12 months.
– The worker 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 occur when a staff member is denied leave or retaliated against for attempting to depart. For instance, employment it is unlawful for a company to deny or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The company should reinstate the staff member to the position he held when leave started.
– The employer also can not bench the employee or transfer them to another area.
– A company must alert an employee in writing of his FMLA leave rights, especially when the employer understands that the employee has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

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

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

That quantity is doubled if the court or jury finds that the company 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 forbid 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 specifically restrict discrimination against people based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the office simply due to the fact that 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 against an individual since they are over the age of 40. Age discrimination can typically result in unfavorable psychological effects.

Our work and labor lawyers understand how this can impact a specific, which is why we offer thoughtful and personalized legal care.

How Age Discrimination can Emerge

We place our clients’ legal needs before our own, no matter what. You deserve a skilled age discrimination attorney to protect your rights if you are facing these scenarios:

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

We can show that age was an identifying aspect in your employer’s choice to deny you certain things. If you feel like you’ve been rejected benefits or dealt with unjustly, the work lawyers at our law company are here to represent you.

Submit a Consultation Request form today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic information is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance coverage companies from victimizing people if, based upon their genetic info, they are found to have an above-average risk of establishing severe illnesses or conditions.

It is also illegal for employers to use the genetic information of candidates and staff members as the basis for specific decisions, including employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing applicants and workers on the basis of pregnancy and associated conditions.

The exact same law also safeguards pregnant women versus office harassment and protects the very same disability rights for pregnant employees as non-pregnant workers.

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 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 discriminating versus employees and applicants based upon their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent long-term citizens.
– Temporary citizens

However, if an irreversible resident does not make an application for naturalization within six months of becoming 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), employment over 60 million Americans deal with impairments. Unfortunately, many companies decline tasks to these individuals. Some employers even reject their handicapped employees reasonable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights legal representatives have comprehensive knowledge and experience litigating disability discrimination cases. We have committed ourselves to securing the rights of people with disabilities.

What does the Law Protect You Against?

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

It is prohibited to discriminate against certified people with disabilities in practically any aspect of employment, consisting of, but not restricted to:

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

We represent individuals who have actually been rejected access to employment, education, service, and even government facilities. If you feel you have been discriminated against based upon a disability, consider working 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 work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 restricts discrimination based on 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 offenses include:

– Segregating staff members based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for job development or opportunity based upon race
– Discriminating against an employee since of their association with individuals of a specific race or ethnic background

We Can Protect You Against Sexual Harassment

Sexual harassment is a form of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all companies and work companies.

Sexual harassment laws protect 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 without sexual harassment. Our company can supply thorough legal representation regarding your work or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

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

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

While Orlando is one of America’s most significant tourist locations, workers who operate at amusement park, hotels, and dining establishments should have to have equivalent opportunities. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with individuals (candidates or staff members) unfavorably due to the fact that they are from a specific nation, have an accent, or seem of a certain ethnic background.

National origin discrimination also can include treating individuals unfavorably since they are wed to (or connected with) an individual of a specific nationwide origin. Discrimination can even happen when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of work, consisting of:

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

It is illegal to harass an individual due to the fact that of his/her national origin. Harassment can consist of, for instance, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic culture.

Although the law doesn’t restrict simple teasing, offhand comments, or isolated occurrences, harassment is unlawful when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to execute policies that target certain populations and are not essential to the operation of business. For circumstances, an employer can not require you to talk without an accent if doing so would not restrain your job-related responsibilities.

A company can just need a staff member to speak proficient English if this is needed to perform the job successfully. 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 discover themselves the target of employment-related lawsuits despite their finest practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complex and changing all the time. It is crucial to think about partnering with a labor and work lawyer in Orlando. We can navigate your hard scenario.

Our attorneys represent employers in litigation before administrative companies, 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 find yourself the topic of a labor and employment suit, here are some scenarios 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, including supposed class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters

We comprehend work litigation is charged with feelings and unfavorable promotion. However, we can help our clients decrease these unfavorable results.

We likewise can be proactive in helping our customers with the preparation and upkeep of staff member handbooks and policies for distribution and related training. Many times, this proactive method will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We enjoy to satisfy you in the location that is most hassle-free for you. With our primary office 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 work attorneys are here to help you if a worker, colleague, company, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment submit our online Employment Law Questionnaire (for both staff members and companies).

We will examine your answers and offer you a call. During this quick discussion, an attorney will review your present scenario and legal options. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I ensure my employer accommodates my impairment? It is up to the worker to make certain the company understands of the disability and employment to let the employer know that an accommodation is required.

It is not the company’s obligation to recognize that the worker has a need initially.

Once a request is made, the employee and the employer requirement to work together to discover if accommodations are actually required, 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 refuse to use further options, and workers can not refuse to describe which tasks are being restrained by their impairment or refuse to give medical proof of their disability.

If the staff member refuses to offer pertinent medical evidence or describe why the lodging is needed, the company can not be held accountable for not making the lodging.

Even if an individual is filling out a task application, an employer may be needed to make accommodations to assist the applicant in filling it out.

However, like a staff member, the candidate is accountable for letting the company understand that an accommodation is required.

Then it depends on the company to work with the applicant to finish the application procedure.

– Does a possible employer need to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to offer any reason when delivering the problem.

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

– As a company owner I am being taken legal action against by among my former staff members. What are my rights? Your rights consist of a capability to vigorously protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement discussions.

However, you must have an employment attorney help you with your appraisal of the degree of liability and prospective damages facing the company before you make a choice on whether to eliminate or settle.

– How can a Lawyer protect my businesses if I’m being unfairly targeted in a work associated lawsuit? It is always best for a company to speak with an employment attorney at the beginning of an issue instead of waiting until match is submitted. Sometimes, the legal representative can head-off a potential claim either through settlement or official resolution.

Employers also have rights not to be demanded pointless claims.

While the burden of proof is upon the company to prove to the court that the claim is pointless, if effective, and the company wins the case, it can create a right to an award of their attorney’s charges payable by the staff member.

Such right is normally not otherwise readily available under the majority of work law statutes.

– What must a company do after the employer receives notice of a claim? Promptly get in touch with a work legal representative. There are substantial due dates and other requirements in reacting to a claim that require knowledge in employment law.

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

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

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

They must also verify whether their employees are U.S. citizens. These regulations were enacted by the Immigration Reform and Control Act.

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

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

– I pay some of my employees a wage. That means I do not need to pay them overtime, remedy? No, paying a staff member a real salary is but one action in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to also fit the “responsibilities test” which needs particular task 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 employers? Under the Family and Medical Leave Act (FMLA), qualified personal employers are needed to provide leave for selected military, family, and medical reasons.