Orlando Employment Lawyer

In a time like this, we understand that you want an attorney knowledgeable about the intricacies of employment law. We will assist you browse this complicated procedure.

We represent employers and employees in conflicts 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 arrangements
– Discrimination (e.g., age, sex, race, religion, equivalent pay, special needs, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can consult with one of our staff member about your circumstance.

To talk to a knowledgeable 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 find out more about the case, we will discuss your options. We will likewise:

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

Your labor and employment lawyer’s primary objective is to protect your legal rights.

How Long do You Have 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 might anticipate.

Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based on your circumstance. You might have 300 days to submit. This makes looking for legal action essential. If you stop working to file your case within the appropriate duration, you could be ineligible 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 lawsuits may become needed.

Employment litigation includes issues consisting of (but not restricted to):

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

A number 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 applies to employees who require to take time from work for specific medical or household factors. The FMLA enables the worker to take leave and go back to their task later.

In addition, the FMLA offers family leave for military service members and their families– if the leave is related to that service member’s military responsibilities.

For the FMLA to use:

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

You Have Rights if You Were Denied Leave

Claims can develop when a staff member is rejected leave or retaliated versus for attempting to depart. For instance, it is illegal for a company to deny or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The employer should restore the staff member to the position he held when leave began.
– The employer likewise can not demote the staff member or move them to another location.
– A company must inform a staff member 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 breaches the FMLA, a staff member may be entitled to recuperate any financial losses suffered, including:

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

That amount is doubled if the court or jury finds 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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws specifically restrict discrimination against people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the work environment simply because of their age. If you have actually 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 discriminate against an individual because they are over the age of 40. Age discrimination can frequently lead to negative emotional effects.

Our employment and labor lawyers understand how this can affect a private, which is why we offer thoughtful and customized legal care.

How Age Discrimination can Present Itself

We put our customers’ legal requirements before our own, no matter what. You are worthy of a knowledgeable age discrimination attorney to defend your rights if you are dealing with these scenarios:

– Restricted job development based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination against opportunities

We can prove that age was an identifying consider your company’s decision to deny you certain things. If you feel like you’ve been denied privileges or treated unfairly, job the employment attorneys at our law office are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts employers and health insurance business from victimizing people if, based on their hereditary info, they are discovered to have an above-average threat of establishing major health problems or conditions.

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

You Can not be Victimized if You are Pregnant

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

The very same law also protects pregnant females versus office harassment and protects the exact same impairment rights for pregnant workers 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from discriminating versus workers and candidates based upon their citizenship status. This includes:

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

However, if an irreversible local does not obtain naturalization within 6 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 live with impairments. Unfortunately, numerous employers refuse tasks to these people. Some companies even reject their handicapped workers affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights lawyers have substantial knowledge and experience litigating special needs discrimination cases. We have actually devoted ourselves to protecting 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 impairment is restricted. Under the ADA, an employer can not discriminate against a candidate based on any physical or mental limitation.

It is prohibited to victimize qualified individuals with disabilities in almost any aspect of employment, including, but not restricted to:

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

We represent individuals who have been denied access to employment, education, service, and even federal government facilities. If you feel you have been discriminated versus based upon a special needs, consider working 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 work environment, let the lawyers at Bogin, Munns & Munns help. The Civil Rights Act of 1964 forbids discrimination based on an individual’s skin color. Any actions or harassment by companies based upon 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 staff members based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task development or chance based upon race
– Discriminating versus a staff member since of their association with individuals of a specific race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to practically all companies and employment firms.

Sexual harassment laws safeguard workers from:

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

Employers bear a duty to keep a workplace that is without unwanted sexual advances. Our firm can offer thorough legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if an employee, coworker, company, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for work environment violations including areas such as:

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

While Orlando is among America’s biggest traveler locations, employees who work at theme parks, hotels, and job restaurants should have to have equivalent chances. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based on Your National Origin

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

National origin discrimination also can include dealing with individuals unfavorably since they are wed to (or associated with) an individual of a specific national origin. Discrimination can even occur when the employee and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is illegal to bug a person because of his or her nationwide origin. Harassment can include, for example, offensive or derogatory remarks about an individual’s national origin, accent, or ethnic culture.

Although the law doesn’t restrict easy teasing, offhand comments, or isolated occurrences, harassment is prohibited when it creates a hostile work environment.

The harasser can be the victim’s manager, a colleague, or somebody who is not a staff member, such as a customer or consumer.

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to carry out policies that target specific populations and are not essential to the operation of business. For example, a company can not force you to talk without an accent if doing so would not restrain your job-related duties.

A company can just require an employee to speak proficient English if this is required to carry out the job 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 find themselves the target of employment-related suits in spite of their finest practices. Some claims also subject the business officer to personal liability.

Employment laws are intricate and changing all the time. It is critical to consider partnering with a labor and employment attorney in Orlando. We can browse your tight spot.

Our lawyers represent employers in lawsuits before administrative companies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you find yourself the subject of a labor and work claim, here are some situations 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 employment lawsuits is charged with emotions and negative publicity. However, we can help our customers reduce these unfavorable results.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We are happy to satisfy you in the area that is most practical 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 attorneys are here to assist you if an employee, colleague, employer, or supervisor 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 workers and employers).

We will evaluate your answers and give you a call. During this quick conversation, a lawyer will go over your existing 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 make sure my company accommodates my disability? It depends on the staff member to make certain the company knows of the disability and to let the company know that a lodging is needed.

It is not the company’s duty to recognize that the employee has a requirement initially.

Once a request is made, the worker and the company need to interact to find if accommodations are actually 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 use further choices, and employees can not decline to explain which duties are being hindered by their disability or refuse to give medical proof of their special needs.

If the employee declines to give appropriate medical proof or discuss why the accommodation is needed, the company can not be held accountable for not making the accommodation.

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

However, like an employee, the candidate is responsible for letting the employer know that a lodging is needed.

Then it is up to the employer to work with the applicant to complete the application process.

– Does a prospective company have to tell me why I didn’t get the task? No, they do not. Employers might even be instructed by their legal teams not to offer any factor when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects people from discrimination in aspects of work, consisting of (however not limited to) pay, category, termination, working with, work training, recommendation, promotion, and benefits based on (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 taken legal action against by one of my previous workers. What are my rights? Your rights include a capability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you should have an employment legal representative assist you with your assessment of the extent of liability and possible damages dealing with the company before you decide on whether to fight or settle.

– How can a Lawyer protect my services if I’m being unjustly targeted in an employment related claim? It is always best for a company to talk with a work attorney at the creation of an issue instead of waiting till fit is filed. Lot of times, the lawyer can head-off a prospective claim either through settlement or official resolution.

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

While the problem of proof is upon the company to prove to the court that the claim is pointless, if successful, and job the company wins the case, it can create a right to an award of their lawyer’s fees payable by the worker.

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

– What must an employer do after the company gets notification of a claim? Promptly get in touch with a work lawyer. There are substantial due dates and other requirements in reacting to a claim that require competence in work law.

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

You must also develop a strategy regarding whether to attempt an early settlement or battle all the way through trial.

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

They should likewise confirm whether or not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

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

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

– I pay a few of my staff members a wage. That I do not have to pay them overtime, fix? No, paying an employee a true income is however one action in correctly classifying them as exempt from the overtime requirements under federal law.

They should likewise fit the “tasks test” which requires 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 employers? Under the Family and Medical Leave Act (FMLA), qualified private employers are required to offer leave for selected military, family, and medical factors.