Orlando Employment Lawyer

In a time like this, we comprehend that you desire an attorney knowledgeable about the complexities of work law. We will help you browse this complicated process.

We represent companies and workers in conflicts and lawsuits before administrative companies, federal courts, and state courts. We also represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the problems we can manage in your place:

Wrongful termination
— Breach of agreement
— Violation of wage and hour laws, employment including purported class actions
— Violations of non-competition and non-disclosure agreements
— Discrimination (e.g., age, sex, race, religion, equal pay, impairment, employment and more).
— Failure to accommodate disabilities.
— Harassment

Today, you can speak with among our team members about your circumstance.

To seek advice from with a skilled employment law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

— Gather evidence that supports your allegations.
— Interview your colleagues, employer, and other associated parties.
— Determine how state and federal laws apply to your circumstances.
— File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant agency.
— Establish what modifications or accommodations could satisfy your needs

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

How Long do You Need 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 may expect.

Per the EEOC, you usually have up to 180 days to file your case. This timeline might be longer based on your scenario. You might have 300 days to submit. This makes seeking legal action crucial. 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 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 lawsuits might end up being needed.

Employment litigation includes problems including (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, consisting of sex, disability, and race

Much of the issues noted above are federal crimes and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who need to require time from work for particular medical or family factors. The FMLA allows the staff member to take leave and return to their job later.

In addition, the FMLA supplies household leave for military service members and their families— if the leave is related to that service member’s military responsibilities.

For the FMLA to apply:

— The employer should have at least 50 employees.
— The staff member should have worked for the company for a minimum of 12 months.
— The staff member must have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when an employee is rejected leave or retaliated versus for trying 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 an employee or cancel his medical insurance since he took FMLA leave.
— The employer should renew the staff member to the position he held when leave started.
— The employer likewise can not demote the worker or move them to another area.
— A company must alert a worker in writing of his FMLA leave rights, employment especially when the company is mindful that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

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

— Lost pay.
— Lost benefits.
— 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 call our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws restrict 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 people based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office merely 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 illegal to discriminate versus a private since they are over the age of 40. Age discrimination can often result in adverse psychological effects.

Our work and labor attorneys understand how this can impact an individual, which is why we supply thoughtful and individualized legal care.

How Age Discrimination can Present Itself

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

— Restricted task development based upon age.
— Adverse workplace through discrimination.
— Reduced settlement.
— Segregation based upon age.
— Discrimination against privileges

We can show that age was a figuring out element in your company’s choice to reject you particular things. If you seem like you’ve been denied privileges or treated unfairly, the employment attorneys 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 upon hereditary information is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance companies from victimizing individuals if, based on their genetic details, they are discovered to have an above-average threat of establishing major diseases or .

It is likewise prohibited for employment companies to utilize the hereditary information of candidates and staff members as the basis for specific choices, consisting of work, promotion, and termination.

You Can not be Victimized if You are Pregnant

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

The same law likewise safeguards pregnant women against office harassment and protects the very same special needs rights for pregnant staff members as non-pregnant staff members.

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from discriminating versus staff members and candidates based on their citizenship status. This consists of:

— S. people.
— Asylees.
— Refugees.
— Recent irreversible homeowners.
— Temporary residents

However, if a permanent citizen does not get naturalization within six months of becoming 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 companies refuse jobs to these people. Some companies even deny their disabled staff members sensible accommodations.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando disability rights lawyers have substantial knowledge and experience litigating special needs discrimination cases. We have dedicated ourselves to securing 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 upon impairment is prohibited. Under the ADA, an employer can not discriminate versus a candidate based on any physical or mental constraint.

It is prohibited to victimize certified individuals with impairments in practically any element of work, consisting of, however not restricted to:

— Hiring.
— Firing.
— Job applications.
— The interview procedure.
— Advancement and promotions.
— Wages and compensation.
— Benefits

We represent individuals who have been denied access to employment, education, service, and even government centers. If you feel you have actually been discriminated against based on an impairment, consider working with our Central Florida impairment rights team. We can figure out 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 work environment, 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 companies based upon race is an infraction of the Civil liberty Act and is cause for a legal fit.

Some examples of civil rights offenses include:

— Segregating workers based upon race
— Creating a hostile work environment through racial harassment
— Restricting an employee’s chance for job development or chance based upon race
— Victimizing a worker due to the fact that of their association with individuals of a specific race or ethnicity

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 essentially all companies and employment firms.

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 duty to preserve a work environment that is without unwanted sexual advances. Our firm can provide 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 help you if a worker, colleague, employer, or manager in the hospitality industry broke federal or regional laws. We can take legal action for work environment offenses including areas such as:

— Wrongful termination
— Discrimination versus safeguarded groups
— Disability rights
— FMLA rights

While Orlando is among America’s most significant tourist destinations, workers who work at theme parks, hotels, and dining establishments should have to have equal chances. 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 (candidates or workers) unfavorably because they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination also can include treating individuals unfavorably since they are wed to (or associated with) a person of a particular nationwide 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 comes to any element of work, consisting of:

— Hiring
— Firing
— Pay
— Job projects
— Promotions
— Layoffs
— Training
— Fringe advantages
— Any other term or condition of employment

It is illegal to pester an individual since of his/her nationwide origin. Harassment can consist of, for example, offensive or negative remarks about an individual’s nationwide origin, accent, or ethnic culture.

Although the law doesn’t prohibit basic teasing, offhand comments, or isolated occurrences, harassment is illegal 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 carry out policies that target certain 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 hamper your occupational tasks.

An employer can just require a staff member to speak proficient English if this is necessary to carry out the task effectively. So, for circumstances, 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, companies can find themselves the target of employment-related suits despite their best practices. Some claims likewise subject the company officer to personal liability.

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

Our attorneys represent companies in lawsuits before administrative firms, 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 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 supposed class actions
— Violations of non-competition and non-disclosure agreements
— Unemployment compensation claims
— And other matters

We comprehend work lawsuits is charged with feelings and unfavorable publicity. However, we can assist our clients reduce these unfavorable impacts.

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. Sometimes, this proactive technique will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to get more information

We have 13 locations throughout Florida. We enjoy to fulfill you in the area that is most hassle-free for you. With our primary 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 lawyers are here to help you if an employee, colleague, company, or manager broke federal or regional 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 employees and employers).

We will examine your answers and offer you a call. During this quick conversation, an attorney will discuss your present scenario and legal choices. You can likewise contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

— How can I ensure my company accommodates my disability? It is up to the worker to make sure the employer understands of the impairment and to let the company know that a lodging is needed.

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

Once a demand is made, the employee and the company requirement to interact to find if lodgings are actually necessary, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose only one unhelpful alternative and then decline to use further choices, and employees can not refuse to discuss which responsibilities are being restrained by their impairment or refuse to offer medical proof of their disability.

If the staff member declines to offer appropriate medical evidence or explain why the lodging is needed, the employer can not be held accountable for not making the lodging.

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

However, like a worker, the candidate is accountable for letting the company know that a lodging is required.

Then it depends on the company to work with the candidate to complete the application procedure.

— Does a potential employer have to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal groups not to give 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 elements of work, consisting of (but not limited to) pay, classification, termination, hiring, employment training, referral, promotion, and advantages based on (to name a few things) the people color, country of origin, race, gender, or status as a veteran.

— As a company owner I am being taken legal action against by one of my former workers. What are my rights? Your rights consist of an ability to vigorously defend the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you ought to have a work lawyer assist you with your evaluation of the degree of liability and prospective damages dealing with the business before you decide on whether to combat or settle.

— How can a Lawyer secure my organizations if I’m being unjustly targeted in a work related lawsuit? It is always best for a company to talk to a work lawyer at the creation of an issue instead of waiting up until fit is submitted. Many times, the attorney can head-off a prospective claim either through negotiation or formal resolution.

Employers likewise have rights not to be demanded unimportant claims.

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

Such right is normally not otherwise available under the majority of employment law statutes.

— What must a company do after the company receives notification of a claim? Promptly call a work attorney. There are significant due dates and other requirements in reacting to a claim that need competence in employment law.

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

You need to also develop a strategy regarding whether to try an early settlement or combat all the way 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. need to confirm both the identity and the work eligibility of each of their employees.

They should likewise verify whether or not their employees are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and examine the employees sent documentation declaring eligibility.

By law, the company must keep the I-9 types for all staff members till 3 years after the date of hiring, or up until 1 year after termination (whichever comes last).

— I pay some of my workers a wage. That means I do not need to pay them overtime, fix? No, paying an employee a true wage is however one step in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to likewise fit the «responsibilities test» which needs specific job duties (and absence 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), qualified private companies are required to supply leave for selected military, household, and medical factors.