Orlando Employment Lawyer

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

We represent employers and workers in disagreements and litigation before administrative agencies, 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 some of the problems we can handle on your behalf:

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

Today, you can talk to one of our team members about your circumstance.

To seek advice from with an experienced work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your choices. We will likewise:

– Gather proof that supports your claims.
– Interview your coworkers, employer, and other related parties.
– Determine how state and job federal laws apply to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant company.
– Establish what modifications or accommodations might meet your requirements

Your labor and work attorney’s primary objective is to secure your legal rights.

How Long do You Need To File Your Orlando Employment Case?

and labor cases generally do not fall under accident law, so the time frame for taking legal action is much shorter than some might anticipate.

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based upon your situation. You could have 300 days to file. This makes looking for legal action vital. If you fail to submit your case within the appropriate period, you could be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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 needed.

Employment litigation involves concerns including (but not limited to):

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

Much of the problems listed above are federal criminal activities and ought to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who need to take time from work for particular medical or family reasons. The FMLA enables the worker to depart and return to their task afterward.

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

For the FMLA to apply:

– The company must have at least 50 employees.
– The employee should have worked for the employer 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 staff member is denied leave or retaliated against for attempting to take leave. For example, it is unlawful for a company to reject or prevent an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The company should restore the employee to the position he held when leave began.
– The employer also can not bench the worker or move them to another location.
– A company must notify a worker in writing of his FMLA leave rights, particularly when the company is conscious that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, an employee may be entitled to recover any economic losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers that the company 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 forbid discrimination based on:

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

Florida laws particularly forbid discrimination versus individuals based upon AIDS/HIV and job sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the work environment merely due to the fact that 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 illegal to victimize a private due to the fact that they are over the age of 40. Age discrimination can frequently cause adverse emotional effects.

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

How Age Discrimination can Emerge

We position our clients’ legal needs before our own, no matter what. You should have a skilled age discrimination lawyer to defend your rights if you are dealing with these situations:

– Restricted task improvement based on age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination against opportunities

We can prove that age was a figuring out consider your employer’s decision to deny you particular things. If you feel like you have actually been denied advantages or treated unfairly, the employment attorneys at our law firm 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 info is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and medical insurance business from discriminating versus people if, based on their genetic details, they are discovered to have an above-average risk of establishing major illnesses or conditions.

It is also illegal for companies to use the hereditary details of applicants and workers as the basis for specific choices, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law also protects pregnant ladies against workplace harassment and protects the very same impairment rights for pregnant workers 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) protects veterans from discrimination and retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

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

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from victimizing workers and applicants based upon their citizenship status. This consists of:

– S. people.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary homeowners

However, if a long-term citizen does not obtain 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 cope with impairments. Unfortunately, numerous employers refuse tasks to these people. Some employers even deny their handicapped staff members sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando impairment rights attorneys have extensive understanding and experience litigating disability discrimination cases. We have actually dedicated ourselves to protecting the rights of people with specials needs.

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, a company can not victimize a candidate based upon any physical or mental constraint.

It is prohibited to victimize qualified individuals with impairments in nearly any element of work, consisting of, but not restricted to:

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

We represent individuals who have actually been rejected access to employment, education, organization, and even government centers. If you feel you have been victimized based upon an impairment, consider dealing with our Central Florida disability rights group. We can determine if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 forbids discrimination based on a person’s skin color. Any actions or harassment by companies based upon race is a violation of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties offenses consist of:

– Segregating staff members based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s possibility for task advancement or chance based upon race
– Victimizing an employee since of their association with people of a certain race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to practically all employers and work agencies.

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 a responsibility to keep an office that is free of unwanted sexual advances. Our firm can offer extensive legal representation regarding your employment or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a staff member, coworker, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for work environment infractions including areas such as:

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

While Orlando is among America’s most significant tourist locations, employees who operate at style 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 Victimized Based Upon Your National Origin

National origin discrimination involves dealing with individuals (applicants or employees) unfavorably because they are from a specific country, have an accent, or appear to be of a certain ethnic background.

National origin discrimination also can include dealing with people unfavorably because they are married to (or associated with) an individual of a particular nationwide origin. Discrimination can even take place when the staff member and employer are of the exact same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is illegal to bother a person since of his/her national origin. Harassment can include, for instance, job offending or bad remarks about an individual’s national origin, accent, or ethnic culture.

Although the law does not restrict easy teasing, offhand remarks, or isolated events, harassment is unlawful when it produces a hostile work environment.

The harasser can be the victim’s supervisor, a coworker, or someone who is not an employee, such as a customer or customer.

” 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 circumstances, an employer can not require you to talk without an accent if doing so would not hinder your occupational tasks.

An employer can only need a worker to speak fluent English if this is required to perform the job effectively. So, for example, your company 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 despite their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and changing all the time. It is important to think about partnering with a labor and employment lawyer in Orlando. We can navigate your difficult circumstance.

Our lawyers represent companies in litigation before administrative companies, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you find yourself the topic of a labor and employment suit, here are some situations we can assist you with:

– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and guidance
– 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 comprehend work litigation is charged with emotions and negative promotion. However, we can assist our clients decrease these negative results.

We likewise can be proactive in assisting our clients with the preparation and upkeep of staff member handbooks and policies for circulation and related training. Lot of times, this proactive approach will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We enjoy to satisfy you in the place that is most practical 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 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 submit our online Employment Law Questionnaire (for both staff members and employers).

We will evaluate your answers and give you a call. During this quick discussion, an attorney will go over your existing situation and legal options. You can also call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my disability? It is up to the staff member to make certain the employer knows of the disability and to let the company understand that an accommodation is needed.

It is not the employer’s responsibility to acknowledge that the staff member has a need initially.

Once a request is made, job the staff member and job the company need to work together to discover if lodgings are really needed, and if so, what they will be.

Both parties have an obligation to be cooperative.

An employer can not propose only one unhelpful choice and after that decline to offer additional options, and employees can not decline to explain which duties are being impeded by their disability or refuse to offer medical evidence of their special needs.

If the employee refuses to offer relevant medical proof or explain why the accommodation is needed, the employer can not be held liable for not making the lodging.

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

However, like a worker, the candidate is responsible for letting the employer know that a lodging is required.

Then it depends on the company to work with the candidate to finish the application process.

– Does a prospective employer need 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 provide 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 individuals from discrimination in elements of employment, including (however not restricted to) pay, category, termination, hiring, employment 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 staff members. What are my rights? Your rights include an ability to vigorously protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.

However, you should have a work lawyer help you with your appraisal of the extent of liability and possible damages dealing with the business before you make a decision on whether to combat or settle.

– How can an Attorney protect my businesses if I’m being unfairly targeted in a work associated claim? It is constantly best for an employer to talk with a work lawyer at the beginning of a problem instead of waiting up until match is submitted. Sometimes, the lawyer can head-off a potential claim either through settlement or formal resolution.

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

While the concern of evidence is upon the company to prove to the court that the claim is unimportant, if successful, and the employer wins the case, it can produce a right to an award of their lawyer’s costs payable by the worker.

Such right is usually not otherwise readily available under many employment law statutes.

– What must an employer do after the employer gets notice of a claim? Promptly get in touch with an employment lawyer. There are significant deadlines and other requirements in reacting to a claim that require know-how in work law.

When meeting with the attorney, have him describe his opinion of the liability threats and job degree of damages.

You must likewise establish a strategy of action regarding whether to attempt an early settlement or combat all the way through trial.

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

They need to likewise validate whether or not their staff members are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

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

By law, the employer must keep the I-9 forms for all staff members until 3 years after the date of working with, or until 1 year after termination (whichever comes last).

– I pay a few of my workers an income. That suggests I do not have to pay them overtime, correct? No, paying a staff member a true salary is but one step in correctly categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “duties test” which needs particular job 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), qualified private employers are required to provide leave for chosen military, family, and medical factors.