Overview

  • Founded Date February 17, 2017
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Company Description

Orlando Employment Lawyer

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

We represent employers and staff members in disputes 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 concerns we can manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, faith, equivalent pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can speak with one of our staff member about your situation.

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

How Can Our Firm Help You?

Our company does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your alternatives. We will also:

– Gather evidence that supports your claims.
– Interview your coworkers, employer, and other associated parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or lodgings might satisfy your requirements

Your labor and work lawyer’s primary objective is to safeguard your legal rights.

The length of time 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 may anticipate.

Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based upon your circumstance. You might have 300 days to file. This makes looking for legal action vital. If you fail to submit your case within the suitable period, you could be disqualified to proceed.

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 litigation may become essential.

Employment litigation includes problems consisting of (but not limited to):

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

Many of the problems listed above are federal criminal activities and must be taken very 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 certain medical or family reasons. The FMLA allows the employee 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 employer should have at least 50 workers.
– The employee needs to 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 emerge when an employee is denied leave or struck back versus 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 a company to fire an employee or cancel his medical insurance because he took FMLA leave.
– The company should reinstate the employee to the position he held when leave began.
– The company also can not demote the staff member or transfer them to another area.
– A company needs to alert a worker in writing of his FMLA leave rights, especially when the employer knows that the worker has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, a worker may be entitled to recover 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 company 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 upon:

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

Florida laws particularly restrict discrimination against individuals 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 workplace merely since 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 specific due to the fact that they are over the age of 40. Age discrimination can frequently result in unfavorable psychological results.

Our employment and labor attorneys understand how this can affect a specific, which is why we supply thoughtful and personalized legal care.

How Age Discrimination can Present Itself

We place our customers’ legal requirements before our own, no matter what. You deserve a knowledgeable age discrimination attorney to safeguard your rights if you are facing these situations:

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

We can show that age was a determining aspect in your company’s decision to reject you particular things. If you seem like you’ve been denied opportunities or dealt with unjustly, the work attorneys 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 genetic information is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance companies from victimizing individuals if, based upon their genetic info, they are found to have an above-average threat of developing serious illnesses or conditions.

It is likewise illegal for companies to utilize the hereditary information of candidates and employees as the basis for specific choices, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also protects pregnant ladies against work environment harassment and secures the very same disability rights for pregnant staff members as non-pregnant employees.

Your Veteran Status ought to not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects veterans from discrimination and retaliation in regard to:

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will examine your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating against workers and candidates based on their citizenship status. This consists of:

– S. people.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary citizens

However, if an irreversible citizen does not make an application for naturalization within 6 months of becoming 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 impairments. Unfortunately, lots of employers decline jobs to these people. Some companies even deny their handicapped employees reasonable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando special needs rights lawyers have substantial understanding and experience litigating special needs discrimination cases. We have actually committed ourselves to safeguarding 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 disability is prohibited. Under the ADA, a company can not discriminate versus a candidate based upon any physical or psychological limitation.

It is prohibited to victimize qualified individuals with impairments in nearly any element of work, consisting of, however not limited to:

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

We represent individuals who have been denied access to employment, education, business, and even federal government centers. If you feel you have been discriminated against based on a disability, consider dealing with our Central Florida impairment rights team. We can determine if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the attorneys at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by companies based on race is an offense of the Civil liberty Act and is cause for a legal match.

Some examples of civil rights offenses consist of:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s opportunity for job development or chance based on race
– Victimizing a worker due to the fact that of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to practically all companies and employment service.

Sexual harassment laws safeguard employees from:

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

Employers bear a duty to preserve a workplace that is totally free of unwanted sexual advances. Our firm can supply thorough legal representation regarding your work or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if a staff member, coworker, company, or supervisor in the hospitality market broke federal or local laws. We can take legal action for workplace infractions involving areas such as:

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

While Orlando is among America’s most significant tourist destinations, workers who operate at style parks, hotels, and dining establishments should have to have equal opportunities. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based Upon Your National Origin

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

National origin discrimination likewise can involve treating people unfavorably since they are married to (or connected with) a person of a specific nationwide origin. Discrimination can even happen when the staff member and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any aspect of employment, including:

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

It is unlawful to bother a person due to the fact that of his/her national origin. Harassment can consist of, for example, offensive or derogatory remarks about a person’s national origin, accent, or ethnic culture.

Although the law does not restrict easy teasing, offhand comments, or separated occurrences, harassment is unlawful when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to execute policies that target specific populations and are not needed to the operation of the company. For instance, a company can not require you to talk without an accent if doing so would not restrain your job-related duties.

An employer can only need a worker to speak proficient English if this is necessary to perform the task successfully. 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, companies can discover themselves the target of employment-related suits in spite of their finest practices. Some claims also subject the company officer to personal liability.

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

Our lawyers 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 Assist With the Following Issues

If you discover yourself the subject of a labor and work lawsuit, here are some circumstances we can help you with:

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

We understand referall.us work litigation is charged with emotions and negative publicity. However, we can help our clients decrease these unfavorable results.

We also can be proactive in assisting our customers with the preparation and upkeep of employee handbooks and policies for circulation and associated training. Many times, this proactive technique will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns for more information

We have 13 locations throughout Florida. We enjoy to meet you in the area that is most convenient for you. With our main workplace in Orlando, 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 help you if an employee, colleague, employer, or supervisor broke federal or regional 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 workers and employers).

We will review your responses and offer you a call. During this quick conversation, an attorney will discuss your present situation and legal alternatives. You can likewise call 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 special needs? It depends on the worker to ensure the employer understands of the impairment and to let the employer know that a lodging is required.

It is not the employer’s responsibility to recognize that the employee has a need initially.

Once a demand is made, the employee and the employer requirement to collaborate to discover if accommodations are in fact needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose only one unhelpful choice and then decline to provide more options, and employees can not refuse to explain which tasks are being hampered by their disability or refuse to give medical evidence of their special needs.

If the staff member refuses to provide appropriate medical evidence or describe why the lodging is required, the company can not be held liable for not making the accommodation.

Even if an individual is submitting a job application, a company might be required to make lodgings to assist the applicant in filling it out.

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

Then it depends on the employer to work with the applicant to complete the application process.

– Does a potential employer need to inform me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal groups not to offer 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 protects individuals from discrimination in elements of employment, consisting of (but not restricted to) pay, category, termination, working with, employment training, referral, promo, and benefits based on (amongst other things) the people color, nation of origin, race, gender, or status as a veteran.

– As an organization owner I am being taken legal action against by one of my previous workers. What are my rights? Your rights consist of a capability to strongly safeguard the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you must have an employment attorney assist you with your evaluation of the level of liability and potential damages facing the company before you decide on whether to fight or settle.

– How can a Lawyer safeguard my companies if I’m being unfairly targeted in a work related lawsuit? It is always best for a company to talk with an employment legal representative at the creation of a problem instead of waiting until fit is submitted. Lot of times, the attorney can head-off a prospective claim either through negotiation or formal resolution.

Employers also have rights not to be demanded frivolous claims.

While the burden of evidence is upon the employer to show to the court that the claim is pointless, if successful, and the employer wins the case, it can develop a right to an award of their attorney’s charges payable by the worker.

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

– What must a company do after the employer gets notice of a claim? Promptly call a work attorney. There are significant 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 opinion of the liability threats and extent of damages.

You ought to likewise develop a strategy of action regarding whether to try an early settlement or battle 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 confirm both the identity and the work eligibility of each of their staff members.

They should likewise verify whether their staff members are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

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

By law, the company needs to keep the I-9 forms for all employees till 3 years after the date of employing, or until 1 year after termination (whichever comes last).

– I pay a few of my workers a wage. That suggests I do not have to pay them overtime, fix? No, paying a staff member a is however one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They should likewise fit the “tasks test” which needs specific task responsibilities (and lack of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), qualified personal companies are required to offer leave for selected military, household, and medical factors.