Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer knowledgeable about the complexities of work law. We will help you navigate this complicated procedure.

We represent employers and workers in conflicts and lawsuits before administrative agencies, federal courts, and state courts. We also represent our clients in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the concerns we can handle in your place:

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

Today, you can speak with one of our group members about your situation.

To seek advice from a skilled 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 choices. We will likewise:

– Gather evidence that supports your accusations.
– Interview your coworkers, manager, and other related parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what modifications or accommodations might meet your requirements

Your labor job and work lawyer’s primary goal is to protect your legal rights.

The length of time do You Have to File Your Orlando Employment Case?

Employment and labor cases usually do not fall under accident law, so the time frame for taking legal action is much shorter than some may expect.

Per the EEOC, you normally have up to 180 days to file your case. This timeline could be longer based upon your situation. You could have 300 days to submit. This makes looking for legal action important. If you fail to submit your case within the proper duration, 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 violates 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 may become needed.

Employment lawsuits involves concerns consisting of (however not restricted to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus secured statuses, consisting of sex, impairment, and race

A number of the problems noted above are federal crimes and ought to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who need to take some time from work for certain medical or family reasons. The FMLA enables the worker to take leave and go back to their job later.

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

For the FMLA to apply:

– The employer must have at least 50 workers.
– The worker must have worked for the company for at least 12 months.
– The staff member 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 example, it is unlawful for a company to deny or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The employer must renew the worker to the position he held when leave started.
– The company also can not bench the employee or move them to another place.
– An employer should inform an employee in writing of his FMLA leave rights, especially when the company is conscious that the staff member has an urgent need for job leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, a staff member may be entitled to recover any financial losses suffered, consisting of:

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

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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws particularly restrict discrimination against people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private 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 a specific since they are over the age of 40. Age discrimination can frequently result in adverse psychological results.

Our work and labor lawyers comprehend how this can affect an individual, which is why we offer thoughtful and personalized legal care.

How Age Discrimination can Present Itself

We put our clients’ legal needs before our own, no matter what. You deserve an experienced age discrimination lawyer to defend your rights if you are facing these situations:

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

We can prove that age was a determining consider your company’s choice to deny you certain things. If you feel like you have actually been rejected benefits or dealt with unfairly, the work attorneys at our law office are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on genetic details is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits companies and health insurance companies from discriminating against individuals if, based upon their hereditary info, they are discovered to have an above-average risk of developing severe health problems or conditions.

It is also unlawful for employers to use the hereditary information of applicants and employees as the basis for certain decisions, including employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also safeguards pregnant ladies against office harassment and protects the very same impairment rights for pregnant employees as non-pregnant staff members.

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 scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from victimizing staff members and candidates based on their citizenship status. This includes:

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

However, if a permanent local does not obtain naturalization within six months of becoming qualified, they will not be safeguarded 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 people. Some employers even deny their disabled staff members reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have extensive knowledge and experience litigating special needs discrimination cases. We have committed ourselves to safeguarding the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon disability is restricted. Under the ADA, an employer can not victimize a candidate based on any physical or psychological limitation.

It is unlawful to victimize qualified individuals with specials needs in almost any aspect of employment, including, however not restricted to:

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

We represent individuals who have been denied access to work, education, business, and even federal government facilities. If you feel you have been discriminated against based on an impairment, think about working with our Central Florida impairment rights group. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the workplace, let the lawyers at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 prohibits discrimination based on an individual’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil Rights Act and is cause for a legal fit.

Some examples of civil liberties violations include:

– Segregating employees based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for task advancement or chance based on race
– Victimizing a worker since of their association with people of a certain race or ethnic culture

We Can Protect You Against Sexual Harassment

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 virtually all companies and work companies.

Sexual harassment laws protect staff members from:

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

Employers bear a responsibility to preserve a workplace that is without sexual harassment. Our company can provide thorough legal representation regarding your work or sexual harassment matter.

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

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

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

While Orlando is among America’s greatest tourist destinations, workers who operate at theme parks, hotels, and restaurants are worthy of to have equal chances. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination includes dealing with individuals (candidates or staff members) unfavorably since they are from a specific nation, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can include treating individuals unfavorably since they are wed to (or related to) an individual of a specific national origin. Discrimination can even occur when the worker and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of work, consisting of:

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

It is illegal to harass a person since of his or her national origin. Harassment can include, for job example, offending or job derogatory remarks about an individual’s national origin, accent, or ethnicity.

Although the law does not forbid basic teasing, offhand comments, or separated events, harassment is illegal when it develops a hostile workplace.

The harasser can be the victim’s manager, a colleague, or somebody who is not a worker, such as a client or client.

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to implement policies that target certain populations and are not necessary to the operation of business. For instance, an employer can not require you to talk without an accent if doing so would not hinder your job-related responsibilities.

A company can only require an employee to speak fluent English if this is required to perform the task successfully. So, for circumstances, your company can not prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can find themselves the target of employment-related lawsuits despite their best practices. Some claims likewise subject the company officer to personal liability.

Employment laws are complex and job changing all the time. It is crucial to consider partnering with a labor and employment legal representative in Orlando. We can navigate your challenging situation.

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

We Can Aid With the Following Issues

If you find yourself the topic of a labor and work lawsuit, here are some scenarios we can help you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of supposed 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 unfavorable publicity. However, we can help our clients decrease these negative results.

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

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We more than happy to meet you in the place that is most convenient 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 work lawyers are here to assist you if an employee, coworker, company, or supervisor broke federal or local laws.

Start Your Case Review Today

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

We will examine your responses and provide you a call. During this short conversation, a lawyer will review your present situation and legal choices. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my special needs? It is up to the staff member to ensure the company knows of the impairment and to let the company understand that a lodging is needed.

It is not the company’s duty to recognize that the worker has a requirement first.

Once a demand is made, the staff member and the employer need to interact to find if lodgings are in fact necessary, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

An employer can not propose just one unhelpful choice and after that decline to offer further choices, and employees can not refuse to discuss which duties are being restrained by their impairment or refuse to provide medical evidence of their impairment.

If the employee declines to offer pertinent medical evidence or describe why the lodging is required, the employer can not be held responsible for not making the lodging.

Even if a person is submitting a job application, a company may be needed to make accommodations to assist the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the company know that a lodging is needed.

Then it is up to the company to deal with the candidate to finish the application process.

– Does a possible employer have 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 give any reason when providing the bad news.

– How does the Fair Labor job Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures individuals from discrimination in elements of employment, including (but not restricted to) pay, category, termination, working with, employment training, recommendation, promotion, and benefits based on (to name a few things) the people color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by one of my former workers. What are my rights? Your rights consist of a capability to intensely safeguard the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you should have a work attorney assist you with your assessment of the degree of liability and prospective damages dealing with the business before you make a choice on whether to battle or settle.

– How can a Lawyer secure my organizations if I’m being unjustly targeted in an employment related claim? It is constantly best for a company to talk with a work attorney at the beginning of a concern instead of waiting till match is filed. Sometimes, the attorney can head-off a prospective claim either through settlement or .

Employers also have rights not to be demanded frivolous claims.

While the burden of proof is upon the employer to show to the court that the claim is frivolous, if successful, and the employer wins the case, it can create a right to an award of their lawyer’s costs payable by the employee.

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

– What must an employer do after the company gets notice of a claim? Promptly call a work legal representative. There are substantial due dates and other requirements in reacting to a claim that need expertise in employment law.

When conference with the attorney, have him discuss his viewpoint of the liability risks and extent of damages.

You need to also develop a plan of action as to whether to attempt an early settlement or combat all the way through trial.

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

They need to also validate 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 paperwork alleging eligibility.

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

– I pay some of my employees a wage. That suggests I do not need to pay them overtime, remedy? No, paying a worker a true salary is however one step in appropriately classifying them as exempt from the overtime requirements under federal law.

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

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), eligible personal companies are needed to provide leave for chosen military, household, and medical factors.