Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer familiar with the intricacies of work law. We will help you navigate this complicated procedure.

We represent companies and staff members in disputes and lawsuits before administrative companies, federal courts, and state courts. We likewise represent our clients in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are a few of the problems we can handle on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can consult with among our team members about your scenario.

To talk to an experienced employment law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

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

Your labor and work legal representative’s main objective is to safeguard your legal rights.

For how long do You Need To File Your Orlando Employment Case?

Employment and labor cases typically 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 generally 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 seeking legal action vital. If you fail to submit your case within the appropriate duration, you might 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, employment such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and employment Medical Leave Act (FMLA), employment lawsuits may end up being needed.

Employment lawsuits includes problems including (however 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 secured statuses, including sex, impairment, employment and race

Much of the concerns noted above are federal criminal activities and need to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take time from work for specific medical or household reasons. The FMLA enables the staff member to depart and go back to their task afterward.

In addition, the FMLA provides 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 apply:

– The employer should have at least 50 workers.
– The staff member should have worked for the company for a minimum of 12 months.
– The worker should 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 denied leave or struck back versus for attempting to depart. For instance, it is illegal for an employer to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for employment an employer to fire a staff member or cancel his medical insurance coverage because he took FMLA leave.
– The employer needs to reinstate the staff member to the position he held when leave started.
– The employer also can not demote the worker or move them to another location.
– A company needs to inform a staff member in writing of his FMLA leave rights, specifically when the company knows that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, an employee may be entitled to recuperate any financial losses suffered, consisting of:

– Lost pay.
– Lost benefits.
– 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 prohibit discrimination based upon:

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

Florida laws particularly prohibit discrimination versus individuals based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific 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 specific due to the fact that they are over the age of 40. Age discrimination can typically cause adverse psychological results.

Our employment and labor lawyers comprehend how this can affect an individual, which is why we provide thoughtful and customized legal care.

How Age Discrimination can Emerge

We put our customers’ legal needs before our own, no matter what. You are worthy of an experienced age discrimination attorney to defend your rights if you are facing these scenarios:

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination versus opportunities

We can prove that age was an identifying aspect in your company’s choice to deny you specific things. If you feel like you have actually been denied benefits or treated unfairly, the employment lawyers 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 genetic information is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance business from discriminating versus individuals if, based on their hereditary details, they are found to have an above-average threat of developing serious diseases or conditions.

It is likewise illegal for employers to use the hereditary details of candidates and workers as the basis for certain choices, including work, promo, employment and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against applicants and staff members on the basis of pregnancy and associated conditions.

The exact same law also secures pregnant ladies against workplace harassment and protects the exact same impairment rights for pregnant employees as non-pregnant workers.

Your Veteran Status should 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 examine your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

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

– S. citizens.
– Asylees.
– Refugees.
– Recent irreversible homeowners.
– Temporary homeowners

However, if a permanent homeowner does not look for naturalization within six months of becoming eligible, employment 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, many employers decline tasks to these people. Some employers even reject their handicapped staff members affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando impairment rights lawyers have substantial understanding and experience litigating special needs discrimination cases. We have devoted ourselves to protecting 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 on special needs is restricted. Under the ADA, an employer can not victimize a candidate based upon any physical or mental constraint.

It is illegal to victimize qualified people with specials needs in almost any aspect of work, including, but not limited to:

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

We represent people who have been rejected access to work, education, service, and even federal government centers. If you feel you have actually been discriminated versus based on a disability, consider working with our Central Florida disability rights group. We can identify 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 attorneys at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 prohibits discrimination based upon a person’s skin color. Any or harassment by companies based on race is a violation of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties violations include:

– Segregating employees based on race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s chance for job improvement or opportunity based on race
– Discriminating against a worker because of their association with people of a particular race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a form of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to essentially all employers and employment service.

Unwanted sexual advances laws safeguard employees from:

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

Employers bear an obligation to maintain an office that is complimentary of unwanted sexual advances. Our company can offer comprehensive legal representation regarding your employment 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 worker, colleague, company, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment violations involving areas such as:

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

While Orlando is one of America’s most significant tourist locations, staff members who work at theme parks, hotels, and restaurants should have to have equal opportunities. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination involves dealing with people (candidates or workers) unfavorably due to the fact that they are from a particular country, have an accent, or seem of a specific ethnic background.

National origin discrimination also can include dealing with individuals unfavorably because 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 same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it comes to any element of work, 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 since of his or her nationwide origin. Harassment can consist of, for example, offensive or derogatory remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law doesn’t forbid simple teasing, offhand employment comments, or isolated incidents, harassment is prohibited when it develops 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 consumer.

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to implement policies that target certain populations and are not required to the operation of business. For instance, a company can not force you to talk without an accent if doing so would not restrain your occupational tasks.

An employer can only require an employee to speak fluent English if this is essential to perform the task successfully. So, for example, your employer 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 regardless of their finest practices. Some claims likewise subject the business officer to personal liability.

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

Our attorneys represent employers in litigation before administrative agencies, 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 lawsuit, here are some scenarios we can assist you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate impairments
– 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 settlement claims
– And other matters

We understand work litigation is charged with feelings and negative promotion. However, we can help our customers reduce these negative impacts.

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

Contact Bogin, Munns & Munns to get more information

We have 13 locations throughout Florida. We more than happy 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 employment lawyers are here to help you if a staff member, colleague, company, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both staff members and employers).

We will evaluate your answers and offer you a call. During this short conversation, a lawyer will review your present scenario and legal choices. You can also contact us to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

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

It is not the employer’s obligation to recognize that the worker has a need initially.

Once a request is made, the staff member and the employer requirement to interact to find if accommodations are really needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose just one unhelpful choice and after that decline to use more options, and staff members can not refuse to describe which tasks are being impeded by their disability or refuse to give medical evidence of their special needs.

If the employee declines to offer pertinent medical evidence or discuss 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 lodgings to help the applicant in filling it out.

However, like a staff member, the applicant is responsible for letting the company know that an accommodation is needed.

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

– Does a possible employer have 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 aspects of employment, including (however not limited to) pay, classification, termination, working with, employment training, referral, promo, and advantages based upon (among other things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being taken legal action against by among my former employees. What are my rights? Your rights consist of a capability to intensely protect the claim. Or, if you perceive there to be liability, you have every right to engage in settlement discussions.

However, you must have an employment legal representative help you with your assessment of the degree of liability and possible damages facing the business before you make a choice on whether to eliminate or settle.

– How can an Attorney safeguard my companies if I’m being unjustly targeted in a work associated lawsuit? It is always best for a company to speak to a work legal representative at the inception of a problem rather than waiting until match is submitted. Sometimes, the legal representative can head-off a possible claim either through negotiation or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the concern of evidence is upon the company to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can create a right to an award of their lawyer’s charges payable by the staff member.

Such right is usually not otherwise offered under a lot of employment law statutes.

– What must an employer do after the employer receives notice of a claim? Promptly get in touch with a work attorney. There are considerable due dates and other requirements in reacting to a claim that need know-how in employment law.

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

You must also establish a strategy as to whether to try an early settlement or combat all the method through trial.

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

They need to likewise validate whether their staff members 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 look over the employees submitted documentation alleging eligibility.

By law, the employer must keep the I-9 kinds for all staff members till 3 years after the date of working with, or till 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, correct? No, paying a worker a real wage is but one action in effectively categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “responsibilities test” which needs certain task tasks (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), eligible private companies are needed to supply leave for chosen military, household, and medical factors.