Orlando Employment Lawyer

In a time like this, we comprehend that you desire a legal representative acquainted with the intricacies of employment law. We will help you browse this complex procedure.

We represent employers and workers in conflicts 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 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, equivalent pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

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

To talk to an experienced employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will likewise:

– Gather evidence that supports your accusations.
– Interview your colleagues, boss, and 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 relevant company.
– Establish what modifications or accommodations might satisfy your requirements

Your labor and work lawyer’s primary goal is to protect your legal rights.

For how long do You Need 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 might be longer based upon your circumstance. You could have 300 days to submit. This makes looking for legal action important. If you fail to submit your case within the appropriate duration, you might be disqualified to proceed.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If a company breaches 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 may become necessary.

Employment lawsuits includes issues including (but not restricted to):

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

Much of the problems listed above are federal criminal activities and ought to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take time from work for particular medical or family reasons. The FMLA permits the worker to depart and return to their task afterward.

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 commitments.

For the FMLA to use:

– The company needs to have at least 50 workers.
– The employee should have worked for the employer for a minimum of 12 months.
– The worker should have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when an employee is rejected leave or struck back against for trying to depart. For instance, it is illegal for an employer to reject or discourage a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
– The employer should reinstate the worker to the position he held when leave started.
– The company likewise can not bench the employee or transfer them to another area.
– An employer must alert a staff member in writing of his FMLA leave rights, especially when the employer knows that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

That quantity 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 forbid discrimination based on:

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

Florida laws specifically forbid discrimination versus individuals based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the workplace 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 an individual since they are over the age of 40. Age discrimination can typically cause unfavorable emotional effects.

Our work and labor lawyers comprehend how this can impact a private, which is why we offer caring and customized legal care.

How Age Discrimination can Present Itself

We place our customers’ legal requirements before our own, no matter what. You are worthy of an experienced age discrimination attorney to protect your rights if you are dealing with these circumstances:

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against opportunities

We can show that age was an identifying element in your employer’s decision to reject you particular things. If you feel like you have actually been denied benefits or dealt with unfairly, the employment lawyers at our law practice are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic info is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

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

It is also illegal for employers to utilize the hereditary details of candidates and staff members as the basis for certain decisions, consisting of employment, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from victimizing applicants and staff members on the basis of pregnancy and related conditions.

The exact same law likewise safeguards pregnant ladies against work environment harassment and protects the exact same special needs rights for pregnant employees as non-pregnant workers.

Your Veteran Status must 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 scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from discriminating against workers and applicants based on their citizenship status. This includes:

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

However, if an irreversible citizen does not look for naturalization within 6 months of becoming 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 cope with specials needs. Unfortunately, many companies refuse tasks to these individuals. Some companies even reject their handicapped employees affordable lodgings.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights attorneys have extensive knowledge and experience litigating impairment discrimination cases. We have committed ourselves to safeguarding the rights of people with disabilities.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on disability is forbidden. Under the ADA, an employer can not discriminate against an applicant based on any physical or psychological constraint.

It is unlawful to discriminate versus qualified people with disabilities in almost any element of employment, consisting of, but not restricted to:

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

We represent individuals who have been rejected access to work, education, organization, and even federal government centers. If you feel you have been victimized based upon a special needs, think about working with our Central Florida disability 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 workplace, let the lawyers at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 restricts discrimination based on an individual’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 suit.

Some examples of civil rights violations include:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for job development or chance based on race
– Victimizing a staff member due to the fact that of their association with individuals of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

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

Unwanted sexual advances laws safeguard workers from:

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

Employers bear an obligation to maintain a workplace that is totally free of unwanted sexual advances. Our company can offer detailed legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a worker, colleague, employer, or manager in the hospitality industry broke federal or regional laws. We can take legal action for office infractions including areas such as:

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

While Orlando is one of America’s most significant traveler destinations, staff members who operate at theme parks, hotels, and dining establishments deserve to have equivalent chances. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with people (candidates or workers) unfavorably since they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably because they are married to (or connected with) an individual of a certain national origin. Discrimination can even take place when the employee and employer 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 work, including:

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

It is illegal to bug an individual due to the fact that of his/her nationwide origin. Harassment can consist of, for instance, offending or bad remarks about a person’s nationwide origin, accent, or ethnicity.

Although the law does not forbid basic teasing, offhand remarks, or separated occurrences, harassment is prohibited when it produces a hostile workplace.

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

 » English-Only » Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target certain populations and are not needed to the operation of the company. For example, an employer can not require you to talk without an accent if doing so would not impede your occupational tasks.

An employer can only require a worker to speak proficient English if this is necessary to perform the task successfully. So, for circumstances, 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, employment employers can find themselves the target of employment-related claims despite their finest practices. Some claims likewise subject the company officer to individual liability.

Employment laws are intricate and changing all the time. It is critical to think about partnering with a labor and employment lawyer in Orlando. We can navigate your tight spot.

Our attorneys represent employers in litigation before administrative companies, 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 claim, here are some scenarios we can help you with:

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

We comprehend employment litigation is charged with feelings and unfavorable publicity. However, we can assist our clients decrease these unfavorable results.

We also can be proactive in assisting our customers with the preparation and maintenance of employee handbooks and policies for distribution and associated training. Lot of times, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to find out more

We have 13 areas throughout Florida. We are happy to meet you in the location that is most hassle-free for you. With our primary workplace in Orlando, employment 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, coworker, company, or manager broke federal or employment 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 companies).

We will evaluate your answers and give you a call. During this short discussion, an attorney will review your existing situation and legal choices. You can also call to speak directly 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 make certain the employer knows of the impairment and to let the employer understand that a lodging is needed.

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

Once a demand is made, the worker and the employer requirement to work together to find if accommodations are really necessary, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose only one unhelpful choice and then refuse to provide additional choices, and staff members can not refuse to discuss which duties are being restrained by their disability or refuse to provide medical proof of their impairment.

If the staff member declines to provide pertinent medical evidence or explain why the lodging is required, the company can not be held responsible for not making the accommodation.

Even if an individual is filling out a task application, a company might be required to make accommodations to assist the candidate in filling it out.

However, like a staff member, the applicant is accountable for letting the employer understand that a lodging is required.

Then it is up to the company to work with the candidate to complete the application process.

– Does a possible employer have to tell me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to provide any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures people from discrimination in aspects of employment, consisting of (however not limited to) pay, category, termination, working with, employment training, referral, promo, and benefits based on (among other things) the individuals color, country of origin, race, gender, or status as a veteran.

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

However, you need to have an employment legal representative help you with your valuation of the degree of liability and employment potential damages dealing with the business before you decide on whether to combat or settle.

– How can a Lawyer protect my organizations if I’m being unjustly targeted in an employment associated lawsuit? It is constantly best for an employer to talk with an employment lawyer at the beginning of an issue rather than waiting up until fit is submitted. Often times, the lawyer can head-off a potential claim either through negotiation or formal resolution.

Employers likewise have rights not to be demanded frivolous claims.

While the concern of evidence is upon the employer to prove to the court that the claim is frivolous, if effective, and the company wins the case, it can produce a right to an award of their attorney’s charges payable by the employee.

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

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

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

You ought to likewise develop a plan of action as to whether to attempt an early settlement or fight all the way through trial.

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

They must also verify whether or not their employees are U.S. citizens. These policies 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 documents alleging eligibility.

By law, the employer should keep the I-9 kinds for all employees up until 3 years after the date of hiring, or up until 1 year after termination ( 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 an employee a true wage is however one action in correctly classifying them as exempt from the overtime requirements under federal law.

They must also fit the « duties test » which needs certain job tasks (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 personal employers are needed to supply leave for chosen military, household, and medical reasons.