Orlando Employment Lawyer

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

We represent employers and staff members in disputes and litigation 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 issues we can handle in your place:

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

Today, you can talk to one of our employee about your situation.

To consult with an experienced work law attorney 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 alternatives. We will likewise:

– Gather proof that supports your claims.
– Interview your colleagues, manager, and other related parties.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
– Establish what changes or lodgings could meet your requirements

Your labor and work attorney’s main goal is to secure your legal rights.

How Long do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you generally 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 seeking legal action vital. If you fail to file your case within the suitable 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 violates 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 may become essential.

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

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

Much of the issues noted above are federal criminal activities 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 take some time from work for certain medical or family reasons. The FMLA enables the worker to take leave and return to their job later.

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

For the FMLA to apply:

– The company must have at least 50 workers.
– The staff member needs to have worked for the company for at least 12 months.
– The staff member needs to have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a worker is denied leave or struck back against for trying to depart. For instance, it is unlawful for a company to reject or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The employer should reinstate the employee to the position he held when leave started.
– The employer likewise can not bench the employee or move them to another area.
– An employer should inform a staff member in writing of his FMLA leave rights, especially when the company is aware that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member might be entitled to recuperate any financial losses suffered, including:

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

That quantity is doubled if the court or jury discovers that the employer 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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

Florida laws particularly forbid discrimination versus people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the office merely since 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 unlawful to victimize a private because they are over the age of 40. Age discrimination can often lead to negative emotional results.

Our employment and labor lawyers understand how this can affect a private, which is why we provide caring and individualized legal care.

How Age Discrimination can Present Itself

We position our clients’ legal requirements before our own, no matter what. You are worthy of a skilled age discrimination lawyer to safeguard your rights if you are dealing with these circumstances:

– Restricted job improvement based upon age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination versus benefits

We can show that age was a figuring out consider your employer’s choice to reject you particular things. If you seem like you’ve been denied privileges or dealt with unfairly, the employment lawyers at our law office 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 information is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits companies and health insurance coverage business from victimizing individuals if, based on their genetic info, they are found to have an above-average risk of developing serious health problems or conditions.

It is likewise illegal for employers to use the genetic information of applicants and staff members as the basis for certain choices, consisting of employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from victimizing candidates and staff members on the basis of pregnancy and associated conditions.

The very same law likewise safeguards pregnant ladies versus work environment harassment and protects the same impairment 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) protects veterans from discrimination and retaliation in regard to:

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus employees and applicants based on their citizenship status. This includes:

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

However, if a permanent homeowner does not make an application for naturalization within 6 months of ending up being eligible, employment 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 deal with disabilities. Unfortunately, lots of employers decline jobs to these individuals. Some employers even deny their disabled staff members affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights lawyers have extensive understanding and employment experience litigating impairment discrimination cases. We have dedicated ourselves to safeguarding the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is restricted. Under the ADA, an employer can not victimize an applicant based upon any physical or mental restriction.

It is illegal to victimize certified individuals with specials needs in almost any element of employment, employment including, however not restricted to:

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

We represent people who have actually been denied access to work, education, company, and even federal government facilities. If you feel you have actually been victimized based upon a disability, consider dealing with our Central Florida special needs rights team. We can figure out if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

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

Some examples of civil liberties violations include:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s possibility for task advancement or chance based on race
– Discriminating against a staff member since of their association with people of a particular race or ethnicity

We Can Protect You Against Sexual Harassment

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

Sexual harassment laws protect workers 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 unwanted sexual advances. Our company can supply detailed legal representation regarding your employment or unwanted sexual advances matter.

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

Our team is here to assist you if an employee, colleague, company, or supervisor in the hospitality market broke federal or local laws. We can take legal action for workplace offenses involving locations such as:

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

While Orlando is among America’s most significant tourist locations, workers who work at amusement park, hotels, and dining establishments deserve to have equal chances. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination includes treating individuals (applicants or workers) unfavorably due to the fact that they are from a specific country, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably due to the fact that they are married to (or associated with) an individual of a particular national origin. Discrimination can even take place when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any aspect of employment, consisting of:

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

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

Although the law does not restrict basic teasing, offhand remarks, or isolated occurrences, harassment is illegal when it creates a hostile work environment.

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 unlawful for a company to execute policies that target particular populations and are not required to the operation of the company. For example, a company can not force you to talk without an accent if doing so would not hinder your job-related responsibilities.

An employer can just require an employee to speak fluent English if this is needed to perform the job efficiently. So, for employment example, your employer 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 finest practices. Some claims likewise subject the company officer to individual liability.

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

Our lawyers represent employers in litigation 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 work lawsuit, here are some circumstances we can help you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment settlement claims
– And other matters

We comprehend work litigation is charged with feelings and negative publicity. However, we can assist our clients decrease these negative impacts.

We also can be proactive in assisting our clients with the preparation and maintenance of employee handbooks and policies for circulation and related training. Many times, this proactive technique will work as an included defense to possible claims.

Contact Bogin, Munns & Munns to find out more

We have 13 areas throughout Florida. We are delighted to satisfy you in the place that is most convenient 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 lawyers are here to assist you if a staff member, colleague, 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 staff members and employers).

We will evaluate your responses and provide you a call. During this quick discussion, a lawyer will review your present situation and legal options. 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 depends on the employee to make certain the employer understands of the disability and to let the employer know that a lodging is needed.

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

Once a demand is made, the employee and the company need to collaborate to discover if accommodations are in fact 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 decline to offer additional choices, and staff members can not decline to describe which responsibilities are being restrained by their impairment or refuse to provide medical evidence of their impairment.

If the staff member refuses to give appropriate medical proof or describe why the lodging is required, the company can not be held responsible for not making the accommodation.

Even if a person is filling out a job application, an employer might be needed to make accommodations to assist the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the company know that a lodging is .

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

– Does a prospective company have to inform me why I didn’t get the job? No, they do not. Employers might even be advised by their legal groups 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 protects people from discrimination in aspects of work, including (however not limited to) pay, category, termination, employing, work training, recommendation, promotion, and benefits based on (to name a few 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 among my former staff members. What are my rights? Your rights consist of a capability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you ought to have an employment attorney help you with your appraisal of the level of liability and potential damages facing the business before you make a choice on whether to battle or settle.

– How can a Lawyer safeguard my organizations if I’m being unfairly targeted in a work associated lawsuit? It is always best for an employer to speak to an employment lawyer at the creation of a concern rather than waiting up until suit is filed. Lot of times, the legal representative can head-off a prospective claim either through settlement or official resolution.

Employers also have rights not to be taken legal action against for unimportant claims.

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

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

– What must a company do after the employer gets notice of a claim? Promptly get in touch with an employment legal representative. There are considerable due dates and other requirements in reacting to a claim that need proficiency in employment law.

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

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

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

They must also confirm whether their staff members are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the workers submitted paperwork declaring eligibility.

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

– I pay a few of my staff members an income. That indicates I do not have to pay them overtime, fix? No, paying a worker a true salary is but one step in properly classifying them as exempt from the overtime requirements under federal law.

They need to likewise fit the «tasks test» which needs particular job duties (and absence 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), eligible private employers are required to provide leave for picked military, family, and medical factors.