Orlando Employment Lawyer

In a time like this, we comprehend that you desire a legal representative acquainted with the complexities of employment law. We will assist you navigate this complex process.

We represent companies and staff members in conflicts and lawsuits before administrative agencies, 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 a few of the concerns we can handle in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including 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 specials needs.
– Harassment

Today, you can talk to among our staff member about your situation.

To seek advice from with an experienced 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 also:

– Gather proof that supports your claims.
– Interview your coworkers, manager, and other related celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or lodgings might meet your needs

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

For how long do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you normally have up to 180 days to submit your case. This timeline might be longer based upon your circumstance. You could have 300 days to submit. This makes looking for legal action vital. If you stop working to file your case within the suitable duration, you could be ineligible to proceed.

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 may become required.

Employment lawsuits involves problems including (however not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus protected statuses, including sex, disability, 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 applies to workers who need to take time from work for certain medical or household factors. The FMLA enables the employee to take leave and go back to their job afterward.

In addition, the FMLA supplies 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 company needs to have at least 50 staff members.
– The employee must have worked for the employer for at least 12 months.
– The worker must have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a staff member is denied leave or struck back versus for attempting to depart. For instance, it is illegal for an employer to deny or dissuade a worker from taking FMLA-qualifying leave.

In addition:

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

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a staff member might be entitled to recover any economic losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers 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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic details

Florida laws particularly restrict discrimination versus people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific 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 against a private since they are over the age of 40. Age discrimination can typically cause negative emotional results.

Our work and labor lawyers comprehend how this can affect an individual, which is why we provide compassionate and personalized legal care.

How Age Discrimination can Present Itself

We position our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are dealing with these circumstances:

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

We can show that age was an identifying consider your company’s choice to reject you specific things. If you seem like you have actually been rejected opportunities or dealt with unfairly, the work attorneys 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 on genetic information is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts employers and medical insurance companies from discriminating versus individuals if, based on their genetic information, they are discovered to have an above-average danger of establishing serious illnesses or conditions.

It is also unlawful for companies to use the hereditary information of candidates and employees as the basis for certain choices, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also safeguards pregnant ladies against work environment harassment and protects the exact same disability rights for pregnant employees as non-pregnant staff members.

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 advantages

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from victimizing staff members and candidates based on their citizenship status. This consists of:

– S. people.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary residents

However, if a permanent local does not get naturalization within 6 months of becoming eligible, they will not be protected from citizenship status discrimination.

We Protect those Affected by Discrimination

According to the Centers for Disease Control and Prevention (CDC), over 60 million Americans cope with specials needs. Unfortunately, lots of employers refuse jobs to these individuals. Some companies even reject their handicapped workers sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando special needs rights attorneys have substantial understanding and experience litigating special needs discrimination cases. We have actually dedicated ourselves to protecting 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 on special needs is forbidden. Under the ADA, a company can not victimize a candidate based upon any physical or mental restriction.

It is illegal to discriminate against certified individuals with specials needs in practically any aspect of work, consisting of, however not restricted to:

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

We represent people who have been rejected access to work, education, service, and even government facilities. If you feel you have been victimized based on a special needs, think about dealing with our Central Florida disability rights team. We can identify if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the office, let the attorneys at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 forbids discrimination based on a person’s skin color. Any actions or harassment by companies based upon race is an infraction of the Civil Rights Act and is cause for a legal suit.

Some examples of civil rights violations include:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s possibility for task development or chance based on race
– Victimizing a worker since of their association with individuals of a certain race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to virtually all employers 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 a responsibility to maintain a work environment that is devoid of unwanted sexual advances. Our company can offer thorough legal representation regarding your work or sexual harassment matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

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

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

While Orlando is among America’s greatest traveler destinations, employees who operate at amusement park, hotels, and dining establishments are worthy of to have equivalent chances. 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 treating 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 likewise can include treating individuals unfavorably since they are wed to (or associated with) a person of a specific nationwide origin. Discrimination can even take place when the employee and employer are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any aspect of employment, including:

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

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

Although the law does not forbid simple teasing, offhand comments, or isolated incidents, harassment is illegal when it develops a hostile workplace.

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

” English-Only” Rules Are Illegal

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

A company can only need a staff member to speak proficient English if this is essential to carry out the task effectively. So, for example, your employer can not avoid 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 suits regardless of their best practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and altering all the time. It is crucial to think about partnering with a labor and work attorney in Orlando. We can navigate your challenging scenario.

Our lawyers represent companies in litigation before administrative agencies, federal courts, and state courts. As noted, we also represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you find yourself the subject of a labor and work suit, here are some circumstances we can assist you with:

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

We comprehend employment litigation is charged with feelings and unfavorable promotion. However, we can assist our customers reduce these negative impacts.

We also can be proactive in helping our clients with the preparation and upkeep of staff member handbooks and policies for circulation and related training. Sometimes, this proactive method will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We are pleased to satisfy you in the area that is most practical for you. With our primary 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 work attorneys are here to assist you if an employee, coworker, company, or manager broke federal or local 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 employees and companies).

We will review your responses and give you a call. During this quick discussion, an attorney will review your existing situation and referall.us 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 make certain my employer accommodates my impairment? It is up to the worker to make sure the employer knows of the special needs and to let the employer know that a lodging is needed.

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

Once a demand is made, the employee and the company need to collaborate to discover if accommodations are really needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose just one unhelpful choice and then decline to provide more alternatives, and staff members can not refuse to explain which responsibilities are being impeded by their impairment or refuse to provide medical evidence of their impairment.

If the staff member declines to offer relevant medical evidence or discuss why the accommodation is required, the company can not be held responsible for not making the lodging.

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 staff member, the candidate is responsible for letting the company understand that a lodging is required.

Then it depends on the employer to deal with the applicant to finish the application procedure.

– Does a possible company need to inform me why I didn’t get the task? No, they do not. Employers might even be advised by their legal teams not to give any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects people from discrimination in elements of work, consisting of (but not limited to) pay, classification, termination, working with, employment training, referral, promo, and advantages based on (among other 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 one of my previous workers. What are my rights? Your rights include a capability to intensely defend the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you must have an employment lawyer help you with your appraisal of the level of liability and potential damages dealing with the business before you make a decision on whether to eliminate or settle.

– How can a Lawyer protect my organizations if I’m being unfairly targeted in an employment associated claim? It is always best for an employer to speak to an employment attorney at the beginning of an issue rather than waiting until suit is filed. Sometimes, the lawyer can head-off a potential claim either through negotiation or formal resolution.

Employers also have rights not to be demanded pointless claims.

While the concern of evidence is upon the company to show to the court that the claim is frivolous, if effective, and the company wins the case, it can create a right to an award of their lawyer’s fees payable by the staff member.

Such right is usually not otherwise readily available under the majority of employment law statutes.

– What must an employer do after the employer gets notice of a claim? Promptly call a work attorney. There are considerable due dates and other requirements in reacting to a claim that require knowledge in work law.

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

You must also develop a strategy of action as to whether to attempt an early settlement or combat all the method through trial.

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

They must also confirm whether or not their workers are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and examine the workers sent documentation alleging eligibility.

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

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

They should likewise fit the “tasks test” which requires specific job duties (and lack of others) before they can be considered 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 needed to supply leave for picked military, family, and medical factors.