Orlando Employment Lawyer

In a time like this, we comprehend that you want a legal representative knowledgeable about the intricacies of employment law. We will help you navigate this complex procedure.

We represent companies and staff members 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 manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, faith, equivalent pay, special needs, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can talk to one of our staff member about your circumstance.

To talk to an experienced work law attorney 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 choices. We will also:

– Gather proof that supports your claims.
– Interview your colleagues, boss, and other associated celebrations.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or lodgings might satisfy your needs

Your labor and employment employment legal representative’s main goal is to secure your legal rights.

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

Employment and labor cases usually 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 submit your case. This timeline might be longer based upon your circumstance. You might have 300 days to submit. This makes looking for legal action important. If you stop working to file your case within the proper 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 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), work litigation might become needed.

Employment litigation involves issues including (but not restricted to):

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

A number of the problems noted 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 employees who need to take time from work for specific medical or family reasons. The FMLA allows the worker to depart and return to their job later.

In addition, the FMLA offers 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 apply:

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

You Have Rights if You Were Denied Leave

Claims can occur when a worker is rejected leave or retaliated against for attempting to take leave. For instance, it is unlawful for a company to deny or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance because he took FMLA leave.
– The employer must renew the staff member to the position he held when leave began.
– The company also can not demote the staff member or transfer them to another place.
– A company needs to inform a staff member in writing of his FMLA leave rights, particularly when the employer understands that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a staff member might be entitled to recuperate any economic losses suffered, including:

– Lost pay.
– Lost benefits.
– Various out-of-pocket expenses

That quantity 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 restrict discrimination based on:

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

Florida laws specifically restrict discrimination versus individuals 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 work environment simply 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 illegal to discriminate versus an individual since they are over the age of 40. Age discrimination can often result in negative emotional impacts.

Our employment and labor lawyers comprehend how this can affect a private, which is why we provide caring and personalized legal care.

How Age Discrimination can Emerge

We place our customers’ legal needs before our own, no matter what. You deserve an experienced age discrimination attorney to safeguard your rights if you are facing these circumstances:

– Restricted job advancement based upon age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination versus advantages

We can prove that age was an identifying element in your employer’s choice to deny you specific things. If you seem like you have actually been denied privileges or treated unfairly, employment the employment attorneys at our law practice 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 details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance business from discriminating against people if, based upon their genetic information, they are found to have an above-average risk of establishing serious illnesses or conditions.

It is also illegal for companies to utilize the genetic information of candidates and staff members as the basis for certain decisions, including employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against candidates and workers on the basis of pregnancy and related conditions.

The exact same law also secures pregnant women against office harassment and protects the same impairment rights for pregnant workers 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit employers from victimizing staff members and applicants based on their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent irreversible homeowners.
– Temporary locals

However, if a long-term resident does not apply for 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 deal with impairments. Unfortunately, lots of companies decline tasks to these individuals. Some companies even deny their handicapped employees sensible lodgings.

This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando disability rights legal representatives have extensive knowledge and experience litigating special needs discrimination cases. We have actually dedicated ourselves to protecting 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 upon impairment is forbidden. Under the ADA, an employer can not discriminate versus a candidate based on any physical or psychological restriction.

It is unlawful to discriminate against certified individuals with impairments in practically any aspect of employment, consisting of, however not restricted to:

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

We represent individuals who have actually been denied access to employment, education, business, and even government facilities. If you feel you have been discriminated versus based upon a special needs, think about dealing with our Central Florida disability rights group. 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 aid. The Civil Liberty Act of 1964 restricts discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is a violation of the Civil liberty Act and is cause for a legal suit.

Some examples of civil liberties offenses consist of:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s chance for task improvement or opportunity based on race
– Discriminating versus a worker since of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a form 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 secure workers from:

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

Employers bear a duty to keep an office that is free of sexual harassment. Our firm can offer comprehensive legal representation regarding your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to help you if a staff member, colleague, company, or manager in the hospitality industry broke federal or local laws. We can take legal action for employment workplace offenses involving locations such as:

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

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

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with people (candidates or staff members) unfavorably because they are from a specific nation, have an accent, or seem of a specific ethnic background.

National origin discrimination also can include treating people unfavorably because they are married to (or connected with) an individual of a particular nationwide origin. Discrimination can even occur when the staff member and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any aspect of employment, including:

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

It is unlawful to bug a person because of his or employment her national origin. Harassment can consist of, for instance, offensive or bad remarks about an individual’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid basic teasing, offhand comments, or separated events, harassment is unlawful when it develops a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for an employer to implement policies that target certain populations and are not needed to the operation of the service. For example, a company can not require you to talk without an accent if doing so would not impede your occupational duties.

An employer can only require an employee to speak fluent English if this is essential to perform the task effectively. So, for example, 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, companies can discover themselves the target of employment-related claims in spite of their best practices. Some claims likewise subject the company officer to individual liability.

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

Our attorneys represent employers in lawsuits before administrative firms, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you discover 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 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 comprehend employment litigation is charged with emotions and unfavorable promotion. However, we can assist our clients decrease these negative effects.

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

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We enjoy 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 help you if a worker, 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 fill out our online Employment Law Questionnaire (for both workers and companies).

We will evaluate your answers and provide you a call. During this quick conversation, employment an attorney will review your existing scenario and legal options. You can also contact us to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my impairment? It depends on the staff member to make sure the employer understands of the disability and to let the employer know that a lodging is needed.

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

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

Both celebrations have a duty to be cooperative.

An employer can not propose only one unhelpful alternative and then refuse to offer more alternatives, and workers can not decline to explain which tasks are being hindered by their disability or refuse to give medical proof of their disability.

If the employee refuses to provide pertinent medical proof or discuss why the lodging is required, the company can not be held responsible for not making the lodging.

Even if an individual is completing a job application, an employer may be needed to make lodgings to help 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 depends on the company to work with the applicant to complete the application process.

– Does a possible employer need 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 give any factor when delivering the problem.

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

– As a business owner I am being taken legal action against by among my previous workers. What are my rights? Your rights include an ability to vigorously safeguard the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you need to have an employment legal representative help you with your appraisal of the extent of liability and prospective damages facing the company before you make a decision on whether to fight or settle.

– How can an Attorney protect my companies if I’m being in a work associated suit? It is constantly best for a company to speak with a work attorney at the beginning of an issue instead of waiting till match is filed. Lot of times, the lawyer can head-off a possible claim either through settlement or formal resolution.

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

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

Such right is typically not otherwise available under most work law statutes.

– What must a company do after the company receives notice of a claim? Promptly get in touch with an employment legal representative. There are considerable deadlines and other requirements in reacting to a claim that require competence in employment law.

When conference with the attorney, have him describe his opinion of the liability dangers and extent of damages.

You need to also establish a strategy as to whether to attempt an early settlement or battle all the way through trial.

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

They should also confirm whether or not their workers are U.S. people. These regulations were enacted by the Immigration Reform and Control Act.

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

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

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

They must also fit the “responsibilities test” which requires particular task duties (and lack of others) before they can be thought about exempt under the law.

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