Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer familiar with the complexities of work law. We will assist you navigate this complicated procedure.

We represent employers and staff members in conflicts 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 handle on your behalf:

Wrongful termination
– Breach of contract
– 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, faith, equal pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can consult with among 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 endure discrimination of any kind. After we find out more about the case, we will discuss your options. We will likewise:

– Gather evidence that supports your allegations.
– Interview your coworkers, boss, and job other associated celebrations.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate agency.
– Establish what modifications or accommodations might meet your requirements

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

How Long do You Have 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 expect.

Per the EEOC, you generally have up to 180 days to file your case. This timeline could be longer based on your situation. You might have 300 days to file. This makes seeking legal action essential. If you stop working to file your case within the appropriate duration, 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), employment lawsuits might end up being essential.

Employment litigation includes problems including (however not restricted to):

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

A number of the concerns noted above are federal criminal offenses and ought to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to staff members who need to take time from work for specific medical or family factors. The FMLA permits the worker to take leave and return to their job afterward.

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

For the FMLA to use:

– The company should have at least 50 employees.
– The staff member should have worked for the company for at least 12 months.
– The employee must have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can develop when a staff member is denied leave or struck back against 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 a company to fire a staff member or cancel his medical insurance coverage since he took FMLA leave.
– The employer must reinstate the staff member to the position he held when leave began.
– The company likewise can not demote the employee or transfer them to another location.
– An employer must inform a worker in writing of his FMLA leave rights, particularly when the employer understands that the staff member has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee might be entitled to recuperate any economic losses suffered, including:

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

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 job Florida laws restrict 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 particularly restrict discrimination versus individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment 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 unlawful to victimize a private because they are over the age of 40. Age discrimination can typically cause negative psychological impacts.

Our work and labor lawyers comprehend how this can affect a specific, which is why we provide thoughtful and individualized legal care.

How Age Discrimination can Present Itself

We put our customers’ legal requirements before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are facing these circumstances:

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

We can show that age was a figuring out consider your company’s decision to deny you particular things. If you seem like you’ve been denied opportunities or dealt with unjustly, the employment lawyers at our law practice are here to represent you.

Submit an Assessment Request type 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 restricts companies and medical insurance business from discriminating versus individuals if, based upon their genetic information, they are found to have an above-average risk of establishing severe illnesses or conditions.

It is also illegal for companies to use the hereditary information of candidates and employees as the basis for certain choices, consisting of employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against candidates and staff members on the basis of pregnancy and related conditions.

The same law also secures pregnant women against work environment harassment and secures the very same impairment rights for pregnant employees as non-pregnant workers.

Your Veteran Status need 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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

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

– S. citizens.
– Asylees.
– Refugees.
– Recent irreversible residents.
– Temporary homeowners

However, if a long-term citizen does not obtain naturalization within 6 months of ending up being eligible, 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 deal with specials needs. Unfortunately, numerous companies refuse jobs to these people. Some companies even reject their handicapped workers affordable lodgings.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights attorneys have extensive knowledge and experience litigating special needs discrimination cases. We have devoted 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 on disability is prohibited. Under the ADA, an employer can not victimize an applicant based upon any physical or psychological restriction.

It is unlawful to victimize certified individuals with disabilities in almost any aspect of employment, including, but not limited to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and payment.
– Benefits

We represent people who have actually been rejected access to work, education, service, and even federal government facilities. If you feel you have actually been discriminated versus based on a disability, consider dealing with our Central Florida disability rights group. We can figure out 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 prohibits discrimination based upon a person’s skin color. Any actions or harassment by employers based upon race is a violation of the Civil liberty Act and is cause for a legal fit.

Some examples of civil rights infractions consist of:

– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s possibility for job development or opportunity based on race
– Discriminating versus a staff member because of their association with people of a particular race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all companies and employment service.

Unwanted sexual advances laws secure employees from:

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

Employers bear a duty to maintain an office that is free of sexual harassment. Our company can provide comprehensive legal representation concerning your employment or sexual harassment matter.

You Have the Right to Be Treated Equally in the Sector

Our team is here to assist you if a staff member, colleague, employer, or manager in the hospitality industry broke federal or regional laws. We can take legal action for workplace violations involving locations such as:

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

While Orlando is among America’s most significant tourist destinations, employees who work at amusement park, hotels, and restaurants deserve 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 includes treating individuals (applicants or workers) unfavorably since they are from a particular nation, have an accent, or appear to be of a specific ethnic background.

National origin discrimination likewise can involve dealing with individuals unfavorably because they are wed to (or related to) a person of a specific national origin. Discrimination can even happen when the worker and employer are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any aspect of work, including:

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

It is unlawful to pester an individual because of his or her nationwide origin. Harassment can include, for example, offensive or bad remarks about an individual’s nationwide origin, accent, or ethnic background.

Although the law doesn’t restrict basic teasing, offhand comments, or separated occurrences, harassment is unlawful when it develops a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to carry out policies that target specific populations and are not required to the operation of business. For instance, an employer can not force you to talk without an accent if doing so would not restrain your job-related responsibilities.

A company can only need a staff member to speak fluent English if this is necessary to perform the task successfully. So, for circumstances, your employer can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can discover themselves the target of employment-related lawsuits despite their finest practices. Some claims likewise subject the company officer to individual liability.

Employment laws are complex and changing all the time. It is important to consider partnering with a labor and employment lawyer in Orlando. We can browse your tough situation.

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

We Can Assist With the Following Issues

If you discover yourself the subject of a labor and work claim, here are some situations we can assist you with:

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

We understand work lawsuits is charged with feelings and negative publicity. However, we can help our customers minimize these unfavorable results.

We likewise can be proactive in helping our customers with the preparation and upkeep of employee handbooks and policies for circulation and related training. Sometimes, this proactive approach will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We more than happy to meet you in the location that is most practical 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 help you if an employee, coworker, company, or supervisor job broke federal or regional 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 employees and companies).

We will review your responses and give you a call. During this quick discussion, an attorney will review your present situation and legal choices. 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 certain my company accommodates my disability? It depends on the employee to make certain the company understands of the impairment and to let the employer know that a lodging is required.

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

Once a demand is made, the staff member and the company need to work together to discover if lodgings are really needed, and job if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose just one unhelpful alternative and after that decline to provide further options, and staff members can not decline to explain which tasks are being hampered by their disability or refuse to provide medical evidence of their impairment.

If the worker refuses to give appropriate medical proof or explain why the lodging is needed, the company can not be held responsible for not making the accommodation.

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

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

Then it is up to the company to work 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 provide any reason when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures individuals from discrimination in aspects of work, including (but not restricted to) pay, classification, termination, hiring, work training, recommendation, promo, and advantages based upon (amongst 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 previous 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 discussions.

However, you ought to have an employment legal representative assist you with your valuation of the extent of liability and prospective damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney safeguard my organizations if I’m being unjustly targeted in an employment related suit? It is always best for a company to talk to an employment legal representative at the inception of a problem rather than waiting up until match is filed. Often times, the lawyer can head-off a potential claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded frivolous claims.

While the concern of evidence is upon the company to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can create a right to an award of their lawyer’s costs payable by the worker.

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

– What must an employer do after the employer receives notification of a claim? Promptly get in touch with an employment lawyer. There are considerable deadlines and other requirements in responding to a claim that need knowledge in work law.

When conference with the lawyer, have him describe his viewpoint of the liability risks and degree of damages.

You should also develop a plan of action regarding whether to try an early settlement or battle all the method through trial.

– Do I need to verify the citizenship of my workers if I am a little business owner? Yes. Employers in the U.S. must verify both the identity and the employment eligibility of each of their employees.

They must likewise validate whether or not their employees 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 workers sent paperwork declaring eligibility.

By law, the employer needs to keep the I-9 forms 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 a wage. That indicates I do not have to pay them overtime, remedy? No, paying a staff member a real wage is however one action in appropriately categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “responsibilities test” which needs specific task duties (and absence of others) before they can be thought about exempt under the law.

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