Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer knowledgeable about the intricacies of employment law. We will help you navigate this complicated process.

We represent companies and staff members in disputes and litigation before administrative agencies, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the concerns we can handle in your place:

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

Today, you can consult with one of our staff member about your situation.

To talk to a skilled work law lawyer 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 alternatives. We will likewise:

– Gather proof that supports your claims.
– Interview your coworkers, boss, and other related parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
– Establish what changes or lodgings could satisfy your needs

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

For how long do You Have 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 typically have up to 180 days to file your case. This timeline could be longer based on your situation. You could have 300 days to submit. This makes looking for legal action essential. If you fail to submit your case within the proper period, 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 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 litigation might become essential.

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

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

Many of the issues noted 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 need to take time from work for particular medical or family reasons. The FMLA enables the worker to take leave and return to their task later.

In addition, the FMLA offers household leave for military service members and their families– if the leave is related to that service member’s military responsibilities.

For employment the FMLA to use:

– The employer should have at least 50 employees.
– 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 a worker is rejected leave or struck back against for attempting to take leave. For example, it is unlawful for a company to deny or dissuade a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance since he took FMLA leave.
– The company must restore the staff member to the position he held when leave began.
– The employer likewise can not demote the employee or transfer them to another place.
– A company should inform a staff member in writing of his FMLA leave rights, particularly when the employer 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 may be entitled to recuperate any economic losses suffered, including:

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

That amount is doubled if the court or jury discovers that the company 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 upon:

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

Florida laws particularly restrict discrimination against individuals based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the workplace simply due to the fact that 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 illegal to victimize a private since they are over the age of 40. Age discrimination can frequently cause adverse psychological impacts.

Our work and labor lawyers understand how this can impact an individual, which is why we offer caring and personalized legal care.

How Age Discrimination can Emerge

We put our clients’ legal needs before our own, no matter what. You are worthy of a skilled age discrimination attorney to safeguard your rights if you are facing these circumstances:

– Restricted task improvement based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against opportunities

We can show that age was an identifying consider your employer’s choice to deny you particular things. If you feel like you have actually been rejected advantages or dealt with unjustly, the work attorneys at our law practice are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law prohibits companies and health insurance companies from victimizing people if, based upon their hereditary information, they are found to have an above-average danger of developing major illnesses or conditions.

It is likewise illegal for employers to use the genetic info of candidates and staff members as the basis for certain choices, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids companies from discriminating against applicants and employees on the basis of pregnancy and related conditions.

The very same law likewise secures pregnant ladies against workplace harassment and protects the very same special needs rights for pregnant staff members as non-pregnant employees.

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 benefits

We will examine your scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

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

– S. people.
– Asylees.
– Refugees.
– Recent irreversible residents.
– Temporary locals

However, if a permanent resident does not get naturalization within 6 months of ending up being 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), over 60 million Americans live with disabilities. Unfortunately, employment many employers decline tasks to these individuals. Some companies even reject their disabled workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando special needs rights lawyers have extensive understanding and experience litigating special needs discrimination cases. We have committed ourselves to protecting 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 on impairment is restricted. Under the ADA, a company can not victimize an applicant based upon any physical or psychological restriction.

It is unlawful to victimize certified people with disabilities in almost any aspect of employment, consisting of, but not restricted to:

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

We represent individuals who have actually been denied access to employment, education, business, and even federal government facilities. If you feel you have been victimized based upon an impairment, think about dealing with our Central Florida disability rights group. 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 workplace, let the lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 restricts discrimination based on an individual’s skin color. Any actions or harassment by companies based on race is a violation of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties violations consist of:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s opportunity for task improvement or chance based on race
– Discriminating against a staff member because of their association with people of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a form of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to essentially all employers and employment employment service.

Unwanted sexual advances laws protect staff members from:

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

Employers bear a duty to keep a work environment that is free of sexual harassment. Our firm can provide extensive legal representation concerning your work or unwanted sexual advances matter.

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

Our group 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 work environment offenses involving areas such as:

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

While Orlando is among America’s greatest traveler locations, workers who operate at amusement park, hotels, and restaurants deserve to have equivalent opportunities. 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 involves dealing with people (candidates or employees) unfavorably because they are from a particular country, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can include treating people unfavorably due to the fact that they are wed to (or connected with) a person of a particular national origin. Discrimination can even occur 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 comes to any aspect of work, including:

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

It is illegal to harass a person due to the fact that of his/her national origin. Harassment can include, for example, offending or negative remarks about a person’s national origin, accent, or ethnic background.

Although the law doesn’t forbid easy teasing, offhand remarks, or isolated incidents, harassment is unlawful when it creates a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to execute policies that target specific populations and are not essential to the operation of business. For circumstances, a company can not force you to talk without an accent if doing so would not hamper your occupational responsibilities.

An employer can only need a staff member to speak fluent English if this is to carry out the task effectively. So, for instance, 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, companies can discover themselves the target of employment-related suits in spite of their best practices. Some claims also subject the company officer to personal liability.

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

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

We Can Help with the Following Issues

If you find yourself the topic of a labor and employment suit, here are some situations we can help 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, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment compensation claims
– And other matters

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

We likewise can be proactive in assisting our clients 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 get more information

We have 13 locations throughout Florida. We enjoy to meet 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 work attorneys are here to assist you if a staff member, coworker, company, or supervisor 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 answers and offer you a call. During this short discussion, an attorney will go over your current situation and legal alternatives. You can also call 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 depends on the worker to ensure the company knows of the special needs and to let the employer understand that a lodging is required.

It is not the employer’s obligation to acknowledge that the staff member has a requirement initially.

Once a request is made, the worker and the employer need to work together to discover if lodgings are really required, and if so, what they will be.

Both parties have an obligation to be cooperative.

An employer can not propose only one unhelpful option and then refuse to use more alternatives, and staff members can not decline to discuss which tasks are being impeded by their impairment or refuse to offer medical evidence of their special needs.

If the worker refuses to provide pertinent medical proof or describe why the accommodation is required, the company can not be held accountable for not making the accommodation.

Even if a person is filling out a job application, a company may be needed to make accommodations to help the candidate in filling it out.

However, like a worker, the candidate is accountable for letting the employer know that a lodging is needed.

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

– Does a possible company need to tell me why I didn’t get the job? No, they do not. Employers may even be advised by their legal teams not to give any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, employment Title VII protects individuals from discrimination in elements of employment, consisting of (but not restricted to) pay, category, termination, employing, employment training, recommendation, promo, and advantages based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by among my previous employees. What are my rights? Your rights include a capability to vigorously protect the claim. Or, if you view there to be liability, you have every right to engage in settlement conversations.

However, you must have a work attorney assist you with your assessment of the degree of liability and potential damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney protect my businesses if I’m being unfairly targeted in an employment related claim? It is constantly best for an employer to speak to an employment legal representative at the beginning of an issue rather than waiting till match is submitted. Often times, the lawyer can head-off a prospective claim either through negotiation or official resolution.

Employers likewise have rights not to be demanded pointless claims.

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

Such right is typically not otherwise available under a lot of employment law statutes.

– What must a company do after the employer receives notice of a claim? Promptly contact an employment legal representative. There are considerable deadlines and other requirements in reacting to a claim that need expertise in work law.

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

You must likewise establish a strategy as to whether to attempt an early settlement or fight all the method through trial.

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

They need to also verify whether or not their employees are U.S. citizens. These regulations were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the workers sent documentation declaring eligibility.

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

– I pay a few of my workers an income. That means I do not need to pay them overtime, remedy? No, paying a worker a true wage is however one step in properly classifying them as exempt from the overtime requirements under federal law.

They should likewise 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) impact employers? Under the Family and Medical Leave Act (FMLA), eligible personal companies are required to supply leave for chosen military, household, and medical reasons.