Orlando Employment Lawyer

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

We represent companies and employees in conflicts and lawsuits before administrative firms, 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 a few of the issues we can handle 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 agreements
– Discrimination (e.g., age, sex, race, faith, equivalent pay, special needs, and more).
– Failure to accommodate specials needs.
– Harassment

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

To speak with an experienced employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not endure discrimination of any kind. After we find out more about the case, we will discuss your options. We will also:

– Gather evidence that supports your accusations.
– Interview your coworkers, manager, and other related parties.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
– Establish what modifications or lodgings could fulfill your needs

Your labor and work legal representative’s main goal is to protect your legal rights.

How Long do You Need To File Your Orlando Employment Case?

Employment and labor cases normally do not fall under personal injury law, so the time frame for taking legal action is much shorter than some might anticipate.

Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based upon your scenario. You could have 300 days to submit. This makes seeking legal action essential. If you fail to submit your case within the appropriate 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), employment lawsuits might end up being required.

Employment litigation involves issues consisting of (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 against safeguarded statuses, consisting of sex, impairment, and race

A lot 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 workers who require to take some time from work for specific medical or family reasons. The FMLA permits the staff member to take leave and return to their task afterward.

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

For the FMLA to use:

– The company needs to have at least 50 employees.
– The staff member must have worked for the employer for a minimum of 12 months.
– The worker 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 occur when a staff member is denied leave or struck back against for trying to take leave. For instance, it is unlawful for a company to deny or dissuade an employee 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 should restore the staff member to the position he held when leave began.
– The company likewise can not demote the worker or transfer them to another area.
– An employer must inform a staff member in writing of his FMLA leave rights, specifically when the company understands that the worker has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, an employee may be entitled to recuperate any economic losses suffered, including:

– Lost pay.
– Lost advantages.
– 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 contact 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 (normally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

Florida laws specifically restrict discrimination against individuals based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the work environment simply 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 illegal to victimize a specific due to the fact that they are over the age of 40. Age discrimination can often result in adverse psychological impacts.

Our work and labor lawyers understand how this can affect an individual, which is why we offer caring and tailored legal care.

How Age Discrimination can Present Itself

We put our clients’ legal needs before our own, no matter what. You are worthy of a skilled age discrimination attorney to protect your rights if you are dealing with these situations:

– Restricted task improvement based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination against advantages

We can prove that age was a determining factor in your company’s choice to deny you certain things. If you seem like you have actually been denied advantages or dealt with unfairly, the employment lawyers at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law prohibits employers and health insurance business from discriminating against people if, based on their hereditary info, they are discovered to have an above-average threat of establishing serious diseases or conditions.

It is also illegal for companies to utilize the genetic information of candidates and employees as the basis for specific decisions, consisting of work, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from discriminating versus candidates and staff members on the basis of pregnancy and associated conditions.

The same law likewise safeguards pregnant women versus work environment harassment and secures the very same special needs rights for pregnant workers 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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus staff members and applicants based on their citizenship status. This consists of:

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

However, if a long-term local does not look for naturalization within 6 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 disabilities. Unfortunately, lots of companies refuse jobs to these people. Some employers even reject their disabled employees affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando disability rights lawyers have extensive knowledge and experience litigating disability discrimination cases. We have dedicated ourselves to safeguarding the rights of individuals with disabilities.

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, a company can not discriminate against a candidate based on any physical or psychological limitation.

It is prohibited to discriminate versus certified people with impairments in practically any element of employment, consisting of, however not restricted to:

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

We represent individuals who have been denied access to work, education, organization, and even federal government facilities. If you feel you have been discriminated versus based upon a special needs, think about dealing 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 workplace, let the lawyers at Bogin, Munns & Munns help. The Civil Rights Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by companies based upon race is a violation of the Civil Rights Act and is cause for a legal match.

Some examples of civil rights infractions consist of:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task advancement or opportunity based on race
– Victimizing a worker due to the fact that of their association with individuals of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to practically all employers and employment agencies.

Unwanted sexual advances laws safeguard staff members from:

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

Employers bear an obligation to maintain a work environment that is without sexual harassment. Our firm can offer thorough legal representation concerning your work or sexual harassment matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, colleague, company, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for work environment infractions including locations such as:

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

While Orlando is one of America’s biggest traveler locations, workers who operate at amusement park, hotels, and restaurants deserve to have equivalent opportunities. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination includes dealing with individuals (candidates or staff members) unfavorably due to the fact that they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination also can involve dealing with individuals unfavorably because they are married to (or connected with) an individual of a particular 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 comes to any element of work, including:

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

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

Although the law does not prohibit easy teasing, offhand remarks, or isolated occurrences, harassment is illegal when it develops a hostile work environment.

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

” English-Only” Rules Are Illegal

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

An employer can just require an employee to speak fluent English if this is necessary to carry out the task successfully. So, for instance, 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, employers can discover themselves the target of employment-related claims despite their best practices. Some claims likewise subject the business officer to individual liability.

Employment laws are complex and changing all the time. It is vital to think about partnering with a labor and employment legal representative in Orlando. We can browse your tight spot.

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 subject of a labor and employment suit, here are some circumstances we can assist you with:

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

We comprehend work lawsuits is charged with emotions and negative publicity. However, we can help our customers minimize these negative impacts.

We also can be proactive in assisting our clients with the preparation and upkeep of worker handbooks and policies for distribution and related training. Sometimes, this proactive approach will work as an added defense to potential claims.

Contact Bogin, Munns & Munns for more information

We have 13 areas throughout Florida. We are happy to satisfy you in the place 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 lawyers are here to help you if a worker, coworker, company, or manager broke federal or local laws.

Start Your Case Review Today

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

We will examine your answers and provide you a call. During this quick conversation, a lawyer will review your present circumstance and legal choices. You can likewise call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my disability? It depends on the staff member to make certain the employer knows of the special needs and to let the employer understand that an accommodation is needed.

It is not the employer’s obligation to acknowledge that the worker has a requirement initially.

Once a demand is made, the employee and the company need to work together to discover if accommodations are in fact needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose only one unhelpful choice and then refuse to provide additional options, and referall.us employees can not refuse to describe which responsibilities are being hindered by their impairment or refuse to provide medical proof of their special needs.

If the employee refuses to provide relevant medical proof or explain why the lodging is needed, 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 needed to make lodgings to help the applicant in filling it out.

However, like a staff member, the candidate is accountable for letting the employer know that an accommodation is needed.

Then it is up to the company to work with the applicant to finish the application procedure.

– Does a potential employer need to inform me why I didn’t get the task? No, they do not. Employers may even be advised by their legal groups not to provide any reason when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects individuals from discrimination in aspects of employment, including (but not restricted to) pay, classification, termination, hiring, employment training, recommendation, promotion, and advantages based upon (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by one of my previous staff members. What are my rights? Your rights consist of an ability to strongly protect the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you must have a work attorney help you with your valuation of the level of liability and prospective damages facing the business before you decide on whether to battle or settle.

– How can an Attorney secure my companies if I’m being unfairly targeted in a work associated claim? It is always best for a company to talk to a work legal representative at the inception of a problem instead of waiting till fit is filed. Many times, the lawyer can head-off a possible claim either through negotiation or formal resolution.

Employers likewise have rights not to be taken legal action against for unimportant claims.

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

Such right is generally not otherwise available under a lot of employment law statutes.

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

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

You should likewise develop a strategy of action as to whether to attempt an early settlement or battle all the method through trial.

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

They should also validate whether or not their staff members are U.S. residents. 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 workers sent documentation declaring eligibility.

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

– I pay some of my workers an income. That means I do not have to pay them overtime, correct? No, paying a worker a real wage is but one step in properly classifying them as exempt from the overtime requirements under federal law.

They need to likewise fit the “tasks test” which needs certain job duties (and lack of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), eligible private employers are needed to supply leave for selected military, family, and medical factors.