Orlando Employment Lawyer

In a time like this, we comprehend that you desire a lawyer knowledgeable about the intricacies of employment law. We will assist you navigate this complex process.

We represent employers and workers in disputes and lawsuits 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 a few of the issues 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 agreements
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, special needs, and more).
– Failure to accommodate specials needs.
– Harassment

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

To consult with a skilled employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather proof that supports your accusations.
– Interview your colleagues, job manager, and other related parties.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or accommodations could meet your requirements

Your labor and employment lawyer’s primary goal is to safeguard your legal rights.

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

Employment and labor cases generally 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 usually have up to 180 days to submit your case. This timeline might be longer based on your situation. You might have 300 days to submit. This makes looking for legal action essential. If you fail to file your case within the suitable duration, you could be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If an employer 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 may become needed.

Employment lawsuits involves issues consisting of (but not limited to):

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

Many of the issues noted above are federal criminal offenses and should be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who need to require time from work for specific medical or family reasons. The FMLA enables the worker to depart and return to their job later.

In addition, the FMLA offers 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 use:

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

You Have Rights if You Were Denied Leave

Claims can occur when a worker is rejected leave or retaliated against for trying to depart. For example, it is illegal for a company to deny or prevent a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire an employee or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer should restore the staff member to the position he held when leave began.
– The employer also can not demote the worker or transfer them to another area.
– An employer needs to notify an employee in writing of his FMLA leave rights, specifically when the company is mindful that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

– Lost pay.
– Lost benefits.
– 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 (usually 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws specifically forbid discrimination versus people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office merely due to the fact that 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 due to the fact that they are over the age of 40. Age discrimination can typically lead to negative psychological impacts.

Our employment and labor attorneys understand how this can impact an individual, which is why we provide compassionate and tailored legal care.

How Age Discrimination can Present Itself

We position our customers’ legal needs before our own, no matter what. You should have an experienced age discrimination attorney to defend your rights if you are facing these situations:

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

We can prove that age was an identifying element in your company’s decision to reject you particular things. If you feel like you have actually been denied privileges or dealt with unjustly, the employment lawyers at our law firm are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon hereditary info 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 on their genetic information, they are found to have an above-average risk of developing severe diseases or conditions.

It is also unlawful for employers to utilize the hereditary information of applicants and workers as the basis for particular choices, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The very same law also safeguards pregnant females against workplace harassment and protects the same disability rights for pregnant staff members as non-pregnant workers.

Your Veteran Status should 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 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 victimizing staff members and applicants based on their citizenship status. This consists of:

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

However, if a permanent local does not look for naturalization within six 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 deal with impairments. Unfortunately, many employers refuse jobs to these people. Some employers even deny their handicapped employees sensible accommodations.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando special needs rights attorneys have extensive knowledge and experience litigating special needs discrimination cases. We have actually devoted ourselves to securing the rights of people with impairments.

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, an employer can not discriminate versus an applicant based on any physical or job mental restriction.

It is unlawful to victimize qualified individuals with specials needs in almost any element of work, including, however not limited to:

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

We represent people who have been rejected access to employment, education, organization, and even government centers. If you feel you have actually been discriminated against based on an impairment, consider dealing with our Central Florida impairment rights team. 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 office, let the attorneys at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 forbids discrimination based on a person’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 match.

Some examples of civil rights offenses include:

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

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to virtually all employers and work firms.

Sexual harassment laws secure workers from:

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

Employers bear a duty to maintain a work environment that is devoid of unwanted sexual advances. Our company can provide comprehensive legal representation concerning your work or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

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

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

While Orlando is one of America’s most significant traveler locations, staff members who work at amusement park, hotels, and restaurants deserve to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with individuals (applicants or workers) unfavorably since they are from a specific country, have an accent, or appear to be of a specific ethnic background.

National origin discrimination likewise can involve dealing with people unfavorably due to the fact that they are married to (or related to) an individual of a particular national origin. Discrimination can even take place when the staff member 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, including:

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

It is unlawful to bug a person since of his/her nationwide origin. Harassment can consist of, for instance, offending or bad remarks about an individual’s national origin, accent, or ethnic background.

Although the law does not restrict basic teasing, offhand comments, or separated occurrences, harassment is prohibited when it creates a hostile work environment.

The harasser can be the victim’s supervisor, a coworker, or someone who is not an employee, such as a client or client.

 » English-Only » Rules Are Illegal

The law makes it illegal for a company to carry out policies that target specific populations and are not necessary to the operation of the company. For circumstances, a company can not require you to talk without an accent if doing so would not restrain your job-related responsibilities.

An employer can only require an employee to speak fluent English if this is required to perform the job efficiently. 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, employers can find themselves the target of employment-related lawsuits regardless of their finest practices. Some claims also subject the company officer to individual liability.

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

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

We Can Help with the Following Issues

If you find yourself the topic of a labor and employment lawsuit, here are some circumstances we can assist 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, including purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment payment claims
– And other matters

We understand employment litigation is charged with feelings and unfavorable promotion. However, we can assist our customers decrease these negative results.

We likewise can be proactive in helping our customers with the preparation and upkeep of worker handbooks and job policies for distribution and related training. Often times, this proactive approach will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to read more

We have 13 areas throughout Florida. We more than happy to meet you in the location 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 worker, colleague, employer, 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 give you a call. During this short conversation, an attorney will go over your current situation and legal choices. You can likewise contact us 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 impairment? It depends on the worker to ensure the employer understands of the disability and to let the company know that an accommodation is needed.

It is not the employer’s obligation to recognize that the worker has a need initially.

Once a demand is made, the staff member and the company need to interact to if lodgings are in fact needed, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose just one unhelpful alternative and then decline to provide further alternatives, and employees can not refuse to describe which responsibilities are being restrained by their impairment or refuse to offer medical proof of their disability.

If the employee declines to offer appropriate medical proof or discuss why the accommodation is required, the employer can not be held responsible for not making the lodging.

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 a worker, the candidate is accountable for letting the company know that an accommodation is required.

Then it is up to the company to deal with the candidate to finish the application process.

– Does a possible company have to inform me why I didn’t get the task? No, they do not. Employers might even be advised by their legal groups not to provide any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII safeguards people from discrimination in aspects of employment, consisting of (however not restricted to) pay, classification, termination, employing, work training, recommendation, promo, and advantages based upon (to name a few 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 workers. What are my rights? Your rights include an ability to strongly defend the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you ought to have an employment attorney help you with your appraisal of the degree of liability and prospective damages facing the company before you make a choice on whether to fight or settle.

– How can a Lawyer safeguard my services if I’m being unfairly targeted in an employment associated claim? It is constantly best for a company to speak to a work attorney at the inception of an issue instead of waiting till suit is submitted. Lot of times, job the attorney can head-off a possible claim either through negotiation or formal resolution.

Employers likewise have rights not to be sued for unimportant claims.

While the problem of evidence is upon the company to show to the court that the claim is pointless, if successful, and the employer wins the case, it can produce a right to an award of their lawyer’s costs payable by the staff member.

Such right is usually not otherwise offered under a lot of work law statutes.

– What must a company do after the employer receives notice of a claim? Promptly contact a work legal representative. There are significant due dates and other requirements in reacting to a claim that need know-how in employment law.

When meeting with the lawyer, have him explain his viewpoint of the liability threats and extent of damages.

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

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

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

An employer would file an I-9 (Employment Eligibility Verification Form) and look over the employees submitted documents alleging eligibility.

By law, the company needs to keep the I-9 forms 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 employees a wage. That indicates I do not have to pay them overtime, correct? No, paying a staff member a true salary is however one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They must likewise fit the « tasks test » which needs specific job tasks (and lack of others) before they can be considered exempt under the law.

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