Orlando Employment Lawyer

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

We represent employers and employees in disputes and lawsuits before administrative companies, 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 agreement
– Violation of wage and hour laws, including supposed 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 impairments.
– Harassment

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

To talk to 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 find out more about the case, we will discuss your alternatives. We will also:

– Gather proof that supports your accusations.
– Interview your colleagues, boss, and other associated celebrations.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant company.
– Establish what changes or lodgings might meet your requirements

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

For how long do You Need To File Your Orlando Employment Case?

Employment and labor cases usually do not fall under injury law, employment 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 might be longer based upon your scenario. You could have 300 days to submit. This makes looking for legal action important. If you stop working to submit your case within the appropriate duration, 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 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 become essential.

Employment litigation involves issues consisting of (however not limited to):

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

A number of the concerns listed above are federal crimes and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to require time from work for particular medical or household factors. The FMLA allows 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 related to that service member’s military obligations.

For the FMLA to use:

– The company must have at least 50 workers.
– The employee needs to 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 arise when an employee is rejected leave or retaliated against for attempting to depart. For example, it is unlawful for an employer to deny or discourage a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance coverage since he took FMLA leave.
– The company must restore the worker to the position he held when leave began.
– The employer likewise can not bench the staff member or transfer them to another location.
– A company needs to inform a staff member in writing of his FMLA leave rights, particularly when the company understands that the employee has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, an employee may be entitled to recuperate any financial losses suffered, including:

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

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 upon:

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

Florida laws specifically restrict discrimination versus individuals based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment simply 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 unlawful to victimize a specific due to the fact that they are over the age of 40. Age discrimination can typically lead to adverse psychological results.

Our employment and labor lawyers comprehend how this can impact a private, which is why we supply thoughtful and individualized legal care.

How Age Discrimination can Emerge

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

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

We can show that age was an identifying element in your employer’s decision to deny you particular things. If you feel like you’ve been rejected benefits or treated unfairly, the work lawyers at our law company are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts employers and medical insurance companies from victimizing individuals if, based on their genetic info, they are discovered to have an above-average threat of establishing major diseases or conditions.

It is also prohibited for employers to use the hereditary info of applicants and workers as the basis for certain decisions, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids employers from victimizing applicants and employees on the basis of pregnancy and related conditions.

The exact same law likewise protects pregnant females against work environment harassment and secures the exact same impairment rights for pregnant workers as non-pregnant employees.

Your Veteran Status should 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will examine 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 employees and candidates based upon their citizenship status. This consists of:

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

However, if an irreversible resident does not get naturalization within 6 months of ending up being eligible, 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, lots of companies refuse jobs to these individuals. Some employers even reject their handicapped employees reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights legal representatives have comprehensive understanding and experience litigating disability discrimination cases. We have actually devoted ourselves to securing the rights of people 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 prohibited. Under the ADA, an employer can not victimize a candidate based on any physical or psychological constraint.

It is prohibited to victimize qualified people with disabilities in almost any aspect of employment, employment including, but not limited to:

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

We represent people who have actually been denied access to work, education, organization, and even federal government centers. If you feel you have been victimized based on a disability, think about working with our Central Florida impairment rights team. We can determine if your claim has legal benefit.

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 assistance. The Civil Rights Act of 1964 restricts discrimination based upon 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 consist of:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s opportunity for task advancement or chance based on race
– Discriminating versus a staff member since of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to practically all companies and work firms.

Sexual harassment laws secure staff members from:

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

Employers bear a responsibility to preserve a work environment that is devoid of sexual harassment. Our firm can supply comprehensive legal representation concerning your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if an employee, coworker, employer, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for office offenses including areas such as:

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

While Orlando is among America’s most significant traveler destinations, employees who operate at theme parks, hotels, and dining establishments are worthy of to have level playing fields. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination includes treating people (applicants or staff members) unfavorably since they are from a specific nation, have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can include treating people unfavorably due to the fact that they are married to (or associated with) an individual of a specific nationwide 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 forbid discrimination when it pertains to any aspect of employment, including:

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

It is unlawful to pester a person due to the fact that of his or her nationwide origin. Harassment can include, for example, offending or derogatory remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law does not forbid easy teasing, offhand remarks, or isolated occurrences, harassment is unlawful when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

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

An employer can only require an employee to speak fluent English if this is necessary to carry out the job effectively. So, for example, your can not prevent you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related suits regardless of their finest practices. Some claims also subject the business officer to personal liability.

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

Our attorneys represent companies in lawsuits before administrative firms, federal courts, and state courts. As noted, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you discover yourself the subject of a labor and employment suit, here are some circumstances we can help you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment compensation claims
– And other matters

We comprehend work lawsuits is charged with feelings and negative promotion. However, we can help our clients minimize these unfavorable effects.

We likewise can be proactive in assisting our customers with the preparation and upkeep of worker handbooks and policies for distribution and associated training. Many times, this proactive technique will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We are delighted to satisfy you in the place that is most hassle-free 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 employment attorneys are here to assist you if an employee, colleague, employer, or supervisor broke federal or local 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 staff members and employers).

We will review your answers and give you a call. During this quick discussion, an attorney will review your current circumstance and legal options. You can also contact us to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my impairment? It depends on the worker to ensure the employer understands of the special needs and to let the company understand that a lodging is needed.

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

Once a request is made, the staff member and the employer need to work together to discover if accommodations are in fact necessary, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

A company can not propose only one unhelpful choice and then decline to provide more alternatives, and employees can not refuse to explain which duties are being hampered by their special needs or refuse to give medical evidence of their impairment.

If the staff member refuses to provide relevant medical proof or discuss why the lodging is needed, the employer can not be held liable for not making the lodging.

Even if an individual is submitting a task application, employment a company may be needed to make accommodations to assist the candidate in filling it out.

However, like an employee, the candidate is accountable for letting the employer understand that a lodging is required.

Then it is up to the employer to deal with the candidate to finish the application process.

– Does a possible employer have 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 provide 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 secures people from discrimination in aspects of employment, consisting of (however not restricted to) pay, classification, termination, hiring, work training, referral, promotion, and advantages based on (among other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by among my former workers. What are my rights? Your rights include a capability to strongly defend the claim. Or, if you view there to be liability, you have every right to participate in settlement discussions.

However, you must have an employment attorney assist you with your appraisal of the extent of liability and prospective damages dealing with the company before you decide on whether to eliminate or settle.

– How can a Lawyer safeguard my services if I’m being unfairly targeted in an employment associated suit? It is constantly best for an employer to talk with an employment legal representative at the creation of a problem rather than waiting until match is filed. Sometimes, the lawyer can head-off a prospective claim either through negotiation or formal resolution.

Employers likewise have rights not to be demanded pointless claims.

While the concern of proof is upon the employer to prove to the court that the claim is pointless, if successful, and the company wins the case, it can produce a right to an award of their lawyer’s fees payable by the staff member.

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

– What must an employer do after the company receives notice of a claim? Promptly get in touch with an employment attorney. There are significant due dates and other requirements in responding to a claim that need competence in employment law.

When meeting with the attorney, have him describe his opinion of the liability risks and level of damages.

You must likewise establish a plan of action as to whether to try an early settlement or combat all the way through trial.

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

They must likewise validate whether or not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

A company would file an I-9 (Employment Eligibility Verification Form) and examine the employees submitted documents alleging eligibility.

By law, the company must keep the I-9 kinds for all staff members until 3 years after the date of hiring, or up until 1 year after termination (whichever comes last).

– I pay some of my workers a wage. That suggests I do not need to pay them overtime, fix? No, paying an employee a real income is however one step in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to also fit the “duties test” which requires particular job tasks (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), eligible private employers are required to offer leave for picked military, family, and medical factors.