Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney acquainted with the complexities of work law. We will help you browse this complicated process.

We represent employers and workers in conflicts and lawsuits before administrative firms, federal courts, and state courts. We also represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are a few of the problems we can handle in your place:

Wrongful termination
– Breach of agreement
– 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, religious beliefs, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

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

To seek advice from with an experienced employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your options. We will also:

– Gather evidence that supports your accusations.
– Interview your colleagues, boss, and other related celebrations.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
– Establish what changes or lodgings could fulfill your needs

Your labor and work lawyer’s main goal is to safeguard your legal rights.

The length of time do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you normally 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 seeking legal action essential. If you stop working to submit your case within the appropriate period, you might be ineligible to continue.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If a company breaks federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), work lawsuits might end up being required.

Employment lawsuits includes problems including (however not limited to):

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

Many of the issues noted above are federal criminal offenses and need to be taken extremely seriously.

We Can Defend Your FMLA Rights

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

In addition, the FMLA supplies household 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 must have at least 50 workers.
– The employee needs to have worked for the employer for at least 12 months.
– The employee 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 versus for attempting to depart. For instance, employment it is illegal for a company to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire an employee or cancel his medical insurance since he took FMLA leave.
– The company needs to restore the worker to the position he held when leave began.
– The company also can not demote the worker or transfer them to another place.
– An employer should notify a staff member in writing of his FMLA leave rights, especially when the employer understands that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

That quantity 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 restrict discrimination based on:

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

Florida laws particularly forbid discrimination against people based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the office just because 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 victimize an individual since they are over the age of 40. Age discrimination can typically result in negative psychological effects.

Our work and labor attorneys comprehend how this can affect an individual, which is why we supply thoughtful and personalized legal care.

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You should have an experienced age discrimination attorney to safeguard your rights if you are facing these circumstances:

– Restricted job development based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against privileges

We can prove that age was a determining consider your company’s decision to reject you specific things. If you feel like you’ve been rejected benefits or dealt with unfairly, the work lawyers at our law practice are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon hereditary info is a federal criminal offense 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 details, they are discovered to have an above-average threat of developing severe illnesses or conditions.

It is also illegal for employers to utilize the hereditary info of candidates and employees 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 companies from victimizing applicants and staff members on the basis of pregnancy and associated conditions.

The exact same law also safeguards pregnant females versus workplace harassment and secures the exact same impairment rights for pregnant employees as non-pregnant employees.

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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will investigate your circumstance 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 employment candidates based upon their citizenship status. This includes:

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

However, if a permanent resident does not make an application for naturalization within 6 months of becoming qualified, they will not be secured 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 deal with impairments. Unfortunately, many employers refuse jobs to these individuals. Some employers even reject their handicapped staff members sensible lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have comprehensive knowledge and experience litigating impairment discrimination cases. We have dedicated ourselves to protecting 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 on disability is restricted. Under the ADA, a company can not discriminate against an applicant based upon any physical or psychological restriction.

It is prohibited to victimize qualified individuals with in practically any aspect of work, including, employment however not limited to:

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

We represent individuals who have actually been rejected access to employment, education, organization, and even government centers. If you feel you have been discriminated against based upon a special needs, consider working 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 aid. The Civil Rights Act of 1964 restricts discrimination based on an individual’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 infractions include:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s chance for job advancement or employment opportunity based upon race
– Victimizing an employee due to the fact that of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

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

Sexual harassment laws secure staff members from:

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

Employers bear an obligation to preserve a work environment that is complimentary of unwanted sexual advances. Our company can supply thorough legal representation concerning your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, colleague, company, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment violations involving locations such as:

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

While Orlando is among America’s biggest tourist destinations, employees who work at style parks, hotels, and restaurants deserve to have level playing fields. We can take legal action if your rights were violated in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves treating people (candidates or workers) unfavorably because they are from a particular nation, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can include dealing with people unfavorably because they are wed to (or associated with) an individual of a particular national origin. Discrimination can even occur when the staff member and employer 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 work, including:

– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Fringe benefits
– Any other term or condition of work

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

Although the law does not forbid simple teasing, offhand comments, or separated events, harassment is illegal when it creates a hostile workplace.

The harasser can be the victim’s supervisor, a colleague, or someone who is not a staff member, such as a customer or consumer.

” English-Only” Rules Are Illegal

The law makes it prohibited for an employer to carry out policies that target specific populations and are not necessary to the operation of the business. For example, an employer can not require you to talk without an accent if doing so would not impede your occupational tasks.

A company can only require a staff member to speak proficient English if this is necessary to perform the task successfully. So, for circumstances, 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 find themselves the target of employment-related claims regardless of their finest practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complicated and changing all the time. It is vital to consider partnering with a labor and employment attorney in Orlando. We can browse your tight spot.

Our lawyers represent companies in lawsuits before administrative companies, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Aid With the Following Issues

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

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

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

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

Contact Bogin, Munns & Munns to read more

We have 13 areas throughout Florida. We enjoy to fulfill you in the area that is most convenient for you. With our main 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 attorneys are here to assist 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 fill out our online Employment Law Questionnaire (for both employees and employers).

We will review your responses and offer you a call. During this brief discussion, a lawyer will go over your existing scenario and legal options. You can also contact us to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make sure my company accommodates my disability? It depends on the staff member to ensure the company understands of the special needs and to let the company know that an accommodation is needed.

It is not the employer’s responsibility to recognize that the worker has a need first.

Once a request is made, the worker and the company requirement to collaborate to find if lodgings are in fact necessary, and if so, what they will be.

Both celebrations have a duty to be cooperative.

An employer can not propose just one unhelpful option and then refuse to use more alternatives, and staff members can not refuse to describe which duties are being hampered by their impairment or employment refuse to offer medical evidence of their disability.

If the employee declines to provide appropriate medical evidence or explain 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, an employer might be required to make accommodations to assist the candidate in filling it out.

However, like a staff member, the candidate is responsible for letting the employer understand that a lodging is required.

Then it depends on the employer to deal with the candidate to complete the application process.

– Does a possible employer have to inform 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 factor when delivering the bad news.

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

– As an entrepreneur I am being taken legal action against by one of my previous workers. What are my rights? Your rights consist of an ability to strongly safeguard the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you must have an employment legal representative assist you with your assessment of the level of liability and prospective damages facing the company before you make a decision on whether to eliminate or settle.

– How can an Attorney secure my businesses if I’m being unfairly targeted in an employment associated claim? It is constantly best for an employer to speak with an employment attorney at the beginning of a problem instead of waiting up until fit is filed. Many times, the attorney can head-off a prospective claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded frivolous claims.

While the concern of proof is upon the company to show to the court that the claim is frivolous, if successful, and the employer wins the case, it can develop a right to an award of their attorney’s costs payable by the worker.

Such right is usually not otherwise available under many work law statutes.

– What must an employer do after the company receives notice of a claim? Promptly call a work attorney. There are substantial due dates and other requirements in reacting to a claim that need knowledge in employment law.

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

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

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

They must likewise verify whether their staff members are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.

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

By law, the company must keep the I-9 types for all employees up until 3 years after the date of working with, or until 1 year after termination (whichever comes last).

– I pay a few of my staff members a wage. That means I do not have to pay them overtime, correct? No, paying a staff member a true wage is however one action in correctly 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 considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), qualified personal companies are needed to offer leave for picked military, family, and medical factors.