Orlando Employment Lawyer

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

We represent employers and staff members in disagreements and lawsuits before administrative firms, 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 some of the concerns we can manage in your place:

Wrongful termination
– Breach of contract
– 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, religion, equivalent pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment

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

To seek advice from 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 find out more about the case, we will discuss your alternatives. We will also:

– Gather evidence that supports your claims.
– Interview your coworkers, manager, and other associated parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant agency.
– Establish what changes or accommodations could meet your requirements

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

The length of time do You Have to File Your Orlando Employment Case?

Employment and labor cases typically do not fall under personal 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 on your circumstance. You might have 300 days to file. This makes seeking legal action vital. If you stop working to file your case within the suitable 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 litigation may become needed.

Employment lawsuits involves concerns consisting of (however not restricted to):

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

Much of the concerns listed 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 applies to employees who need to take some time from work for particular medical or household reasons. The FMLA allows the staff member to take leave and return to their task later.

In addition, the FMLA offers household leave for military service members and their households– if the leave is associated to that service member’s military commitments.

For the FMLA to apply:

– The employer needs to have at least 50 staff members.
– The worker must have worked for the employer for at least 12 months.
– The employee must have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is denied leave or retaliated versus for attempting to take leave. For instance, it is illegal for a company to reject or discourage a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The employer must restore 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 should notify a worker in writing of his FMLA leave rights, specifically when the company knows that the employee has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

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

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

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

Florida laws specifically prohibit discrimination against people 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 merely 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 victimize a specific since they are over the age of 40. Age discrimination can typically result in unfavorable emotional effects.

Our employment and labor attorneys comprehend how this can affect a specific, which is why we provide thoughtful and customized legal care.

How Age Discrimination can Present Itself

We place our customers’ legal requirements before our own, no matter what. You should have a knowledgeable age discrimination attorney to safeguard your rights if you are dealing with these circumstances:

– Restricted job improvement based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination versus advantages

We can show that age was a determining consider your employer’s choice to deny you certain things. If you seem like you’ve been rejected opportunities or treated unfairly, the work lawyers 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 genetic info is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and health insurance business from discriminating against people if, based upon their hereditary details, they are found to have an above-average danger of developing severe diseases or conditions.

It is likewise prohibited for companies to utilize the hereditary info of applicants and employees as the basis for specific decisions, consisting of employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also protects pregnant ladies versus office harassment and protects the very same disability rights for pregnant employees as non-pregnant staff members.

Your Veteran Status ought to 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 advantages

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

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from victimizing workers and applicants based on their citizenship status. This consists of:

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

However, if a permanent resident does not use for naturalization within 6 months of becoming qualified, 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 disabilities. Unfortunately, many employers refuse jobs to these individuals. Some companies even reject their handicapped staff members reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando disability rights legal representatives have comprehensive knowledge and experience litigating special needs discrimination cases. We have actually dedicated ourselves to securing the rights of individuals 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 a candidate based upon any physical or psychological constraint.

It is unlawful to discriminate against certified individuals with impairments in almost any aspect of work, including, however not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promos.
– Wages and compensation.
– Benefits

We represent people who have been denied access to employment, education, organization, and even government facilities. If you feel you have been victimized based on a disability, think about dealing with our Central Florida special needs rights group. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns help. The Civil Rights Act of 1964 prohibits discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil rights violations include:

– Segregating workers based upon race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s chance for task development or opportunity based on race
– Discriminating versus an employee due to the fact that of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a form of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all employers and employment firms.

Sexual harassment laws protect 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 workplace that is complimentary of unwanted sexual advances. Our company can supply comprehensive legal representation regarding your employment or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

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

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

While Orlando is among America’s most significant traveler locations, workers who work at amusement park, hotels, and restaurants are worthy of to have equal opportunities. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based on Your National Origin

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

National origin discrimination likewise can include treating individuals unfavorably because they are married to (or related to) an individual of a specific nationwide origin. Discrimination can even happen when the staff member and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of work, consisting of:

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

It is illegal to harass a person because of his or her nationwide origin. Harassment can consist of, for example, offensive or derogatory remarks about a person’s nationwide origin, accent, or referall.us ethnic culture.

Although the law doesn’t prohibit easy teasing, offhand comments, or isolated incidents, harassment is prohibited when it creates a hostile workplace.

The harasser can be the victim’s manager, a coworker, or someone who is not a staff member, such as a client or consumer.

” English-Only” Rules Are Illegal

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

An employer can only require a staff member to speak proficient English if this is required to perform the job successfully. 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, companies can find themselves the target of employment-related lawsuits in spite of their finest practices. Some claims also subject the business officer to individual liability.

Employment laws are complicated and altering all the time. It is critical to think about partnering with a labor and employment lawyer in Orlando. We can browse your tough scenario.

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

We Can Assist With the Following Issues

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

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

We comprehend employment litigation is charged with emotions and negative promotion. However, we can help our customers reduce these unfavorable effects.

We likewise can be proactive in helping our customers with the preparation and maintenance of staff member handbooks and policies for circulation and related training. Many times, this proactive approach will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 locations throughout Florida. We more than happy to fulfill you in the location that is most practical for you. With our main 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 employment attorneys are here to assist you if a worker, coworker, employer, or supervisor broke federal or local laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both staff members and companies).

We will examine your answers and offer you a call. During this short conversation, an attorney will review your present situation and . You can also contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

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

It is not the company’s obligation to acknowledge that the employee has a requirement first.

Once a request is made, the staff member and the company need to interact to discover if accommodations are actually required, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose only one unhelpful alternative and after that refuse to offer further options, and workers can not decline to explain which tasks are being impeded by their impairment or refuse to provide medical proof of their special needs.

If the worker declines to offer relevant medical evidence or describe why the accommodation is needed, the employer can not be held liable for not making the lodging.

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

However, like an employee, the applicant is accountable for letting the company understand that an accommodation is needed.

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

– Does a potential employer have to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to give 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 people from discrimination in aspects of employment, including (however not restricted to) pay, classification, termination, hiring, employment training, referral, promo, and benefits based on (amongst other things) the people color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by among my previous employees. What are my rights? Your rights consist of a capability to strongly defend the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you should have a work attorney help you with your appraisal of the extent of liability and prospective damages dealing with the company before you make a choice on whether to combat or settle.

– How can a Lawyer safeguard my businesses if I’m being unjustly targeted in a work related suit? It is constantly best for an employer to speak to a work lawyer at the inception of a concern instead of waiting up until suit 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 problem of proof 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 lawyer’s fees payable by the staff member.

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

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

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

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

– Do I need to validate the citizenship of my workers if I am a little service owner? Yes. Employers in the U.S. need to confirm both the identity and the work eligibility of each of their staff members.

They should likewise confirm 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 staff members sent documentation alleging eligibility.

By law, the employer should keep the I-9 types for all workers 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 employees a salary. That implies I do not need to pay them overtime, remedy? No, paying an employee a true salary is however one action in properly classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the “duties test” which needs certain job responsibilities (and absence 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 private employers are needed to offer leave for chosen military, household, and medical reasons.