Orlando Employment Lawyer

In a time like this, we comprehend that you desire a lawyer familiar with the intricacies of work law. We will help you browse this complex procedure.

We represent employers and employees in conflicts and lawsuits before administrative firms, 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 issues we can manage in your place:

Wrongful termination
- Breach of agreement
- Violation of wage and hour laws, including supposed class actions
- Violations of non-competition and non-disclosure agreements
- Discrimination (e.g., age, sex, race, faith, equivalent pay, impairment, and more).
- Failure to accommodate disabilities.
- Harassment

Today, you can speak with one of our employee about your scenario.

To talk to a knowledgeable employment law attorney 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 choices. We will also:

- Gather evidence that supports your accusations.
- Interview your colleagues, manager, and other related celebrations.
- Determine how state and federal laws apply to your scenarios.
- File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate firm.
- Establish what changes or lodgings might meet your needs

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

The length of time do You Need 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 generally have up to 180 days to file your case. This timeline could be longer based upon your circumstance. You could have 300 days to submit. This makes looking for legal action essential. If you stop working to file your case within the suitable period, you might be disqualified to continue.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If an employer breaches 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 might end up being required.

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

- Breach of agreement.
- Workplace harassment (racial, sexual, or otherwise).
- Trade secrets and non-compete contracts.
- Wrongful termination.
- Whistle-blowing and retaliation.
- Discrimination against safeguarded statuses, including sex, disability, and race

A lot of the issues listed above are federal criminal activities and should be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who require to take time from work for certain medical or household reasons. The FMLA permits the worker to depart and return to their task later.

In addition, the FMLA offers household leave for military service members and their families-- if the leave is associated to that service member's military commitments.

For the FMLA to apply:

- The company should have at least 50 staff members.
- The worker needs to have worked for the for a minimum of 12 months.
- The employee should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when a staff member is rejected leave or retaliated against for trying to depart. For instance, it is unlawful for an employer to reject or dissuade a worker from taking FMLA-qualifying leave.

In addition:

- It is illegal for an employer to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
- The employer needs to renew the staff member to the position he held when leave started.
- The company likewise can not bench the worker or transfer them to another place.
- A company must alert a staff member in writing of his FMLA leave rights, especially when the company understands that the staff member has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaks the FMLA, a staff member may be entitled to recuperate any economic losses suffered, consisting of:

- Lost pay.
- Lost advantages.
- Various out-of-pocket expenses

That quantity is doubled if the court or jury discovers 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 prohibit discrimination based on:

- Religion.
- Disability.
- Race.
- Sex.
- Marital status.
- National origin.
- Color.
- Pregnancy.
- Age (generally 40 and over).
- Citizenship status.
- Veteran status.
- Genetic details

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

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the office simply because of their age. If you've been a victim of age discrimination, job Bogin, Munns & Munns is here to represent you.

Under the Age Discrimination in Employment Act of 1967, it is illegal to discriminate against a private due to the fact that they are over the age of 40. Age discrimination can typically lead to adverse emotional results.

Our employment and labor attorneys understand how this can impact a specific, which is why we offer caring and customized legal care.

How Age Discrimination can Emerge

We put our clients' legal needs before our own, no matter what. You are worthy of an experienced age discrimination attorney to defend your rights if you are dealing with these circumstances:

- Restricted task development based on age.
- Adverse work environment through discrimination.
- Reduced settlement.
- Segregation based upon age.
- Discrimination versus advantages

We can show that age was a determining consider your employer's decision to deny you certain things. If you feel like you have actually been denied opportunities or treated unjustly, 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 genetic details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and medical insurance business from victimizing individuals if, based upon their genetic info, they are discovered to have an above-average risk of establishing severe health problems or job conditions.

It is likewise unlawful for companies to utilize the hereditary info of applicants and employees as the basis for particular choices, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids companies from victimizing applicants and workers on the basis of pregnancy and related conditions.

The very same law likewise secures pregnant females versus workplace harassment and protects the very same disability rights for pregnant staff members as non-pregnant workers.

Your Veteran Status need 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 investigate your scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating against staff members and applicants based upon their citizenship status. This includes:

- S. citizens.
- Asylees.
- Refugees.
- Recent long-term homeowners.
- Temporary locals

However, if a long-term citizen does not make an application for naturalization within six months of becoming qualified, they will not be secured 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, many companies decline tasks to these individuals. Some employers even deny their handicapped staff members reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights lawyers have comprehensive understanding and experience litigating special needs discrimination cases. We have actually committed ourselves to securing 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 disability is restricted. Under the ADA, an employer can not discriminate versus an applicant based upon any physical or psychological constraint.

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

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

We represent individuals who have actually been denied access to work, education, company, and even federal government centers. If you feel you have been victimized based on a disability, consider working with our Central Florida disability rights group. 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 office, let the lawyers at Bogin, Munns & Munns aid. The Civil Liberty 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 Rights Act and is cause for a legal fit.

Some examples of civil liberties offenses consist of:

- Segregating staff members based on race
- Creating a hostile work environment through racial harassment
- Restricting an employee's possibility for job advancement or opportunity based upon race
- Victimizing an employee because of their association with individuals of a particular race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to practically all employers and employment service.

Sexual harassment laws secure staff members from:

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

Employers bear an obligation to maintain a work environment that is devoid of unwanted sexual advances. Our company can provide thorough legal representation regarding your employment or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to assist you if an employee, coworker, employer, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for workplace offenses involving areas such as:

- Wrongful termination
- Discrimination versus safeguarded groups
- Disability rights
- FMLA rights

While Orlando is among America's biggest tourist destinations, employees who operate at amusement park, hotels, and dining establishments deserve to have equal chances. 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 (applicants or workers) unfavorably because they are from a specific country, have an accent, or appear to be of a particular ethnic background.

National origin discrimination also can involve treating people unfavorably since they are wed to (or related to) a person of a specific national origin. Discrimination can even happen when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is unlawful to bother an individual due to the fact that of his/her nationwide origin. Harassment can consist of, for example, offensive or derogatory remarks about a person's national origin, accent, or ethnicity.

Although the law doesn't restrict simple teasing, offhand remarks, or isolated incidents, harassment is prohibited when it creates a hostile workplace.

The harasser can be the victim's supervisor, a coworker, or somebody who is not a staff member, such as a client or client.

" English-Only" Rules Are Illegal

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

An employer can only need a staff member to speak proficient English if this is required to perform the job successfully. So, for example, your employer can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related suits despite their best practices. Some claims also subject the business officer to individual liability.

Employment laws are intricate and changing all the time. It is important to consider partnering with a labor and employment legal representative in Orlando. We can navigate your tough situation.

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 Help with the Following Issues

If you find yourself the topic of a labor and work suit, here are some scenarios 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 agreements
- Unemployment compensation claims
- And other matters

We understand employment litigation is charged with emotions and unfavorable publicity. However, we can assist our customers reduce these unfavorable impacts.

We also can be proactive in helping our clients with the preparation and upkeep of worker handbooks and policies for distribution and job related training. Often times, this proactive technique will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to read more

We have 13 places throughout Florida. We more than happy to satisfy you in the place that is most hassle-free for you. With our primary workplace 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 employment lawyers are here to assist you if an employee, colleague, employer, or supervisor broke federal or regional 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 companies).

We will examine your responses and offer you a call. During this quick discussion, an attorney will discuss your present scenario and legal options. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

- How can I make certain my employer accommodates my disability? It is up to the employee to make sure the company understands of the disability and to let the company understand that an accommodation is needed.

It is not the company's obligation to acknowledge that the staff member has a requirement initially.

Once a demand is made, the employee and the employer need to work together to discover if accommodations are actually necessary, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose just one unhelpful option and then decline to use more options, and workers can not refuse to explain which responsibilities are being hampered by their impairment or refuse to give medical proof of their special needs.

If the staff member declines to give pertinent medical evidence or discuss why the accommodation is needed, the employer can not be held liable for not making the accommodation.

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

However, like an employee, job the candidate is responsible for letting the employer understand that a lodging is required.

Then it is up to the company to work with the candidate to finish the application procedure.

- Does a potential 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 give any reason when providing the bad news.

- How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards individuals from discrimination in elements of employment, consisting of (but not limited to) pay, classification, termination, hiring, employment training, recommendation, promotion, and benefits based on (amongst 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 one of my former employees. What are my rights? Your rights consist of an ability to strongly safeguard the claim. Or, if you view there to be liability, you have every right to take part in settlement conversations.

However, you must have a work lawyer assist you with your appraisal of the level of liability and prospective damages dealing with the business before you make a choice on whether to combat or settle.

- How can an Attorney safeguard my companies if I'm being unfairly targeted in a work related suit? It is always best for a company to speak with an employment legal representative at the creation of a problem rather than waiting until fit is filed. Many times, the lawyer can head-off a prospective claim either through settlement or official resolution.

Employers likewise have rights not to be sued for frivolous 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 develop a right to an award of their lawyer's fees payable by the staff member.

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

- What must a company do after the employer receives notification of a claim? Promptly get in touch with a work lawyer. There are significant deadlines and other requirements in responding to a claim that require proficiency in employment law.

When meeting with the lawyer, have him discuss his opinion of the liability dangers and level of damages.

You should likewise establish a strategy regarding whether to try an early settlement or battle all the way through trial.

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

They must also validate whether their staff members are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and job look over the employees submitted documentation declaring eligibility.

By law, the employer must keep the I-9 kinds for all employees until 3 years after the date of employing, job or till 1 year after termination (whichever comes last).

- I pay a few of my workers a salary. That indicates I do not have to pay them overtime, correct? No, paying an employee a real wage is however one action in properly classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the "responsibilities test" which requires certain job responsibilities (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 personal employers are required to provide leave for selected military, household, and medical reasons.