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Founded Date December 13, 2008
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Company Description
Orlando Employment Lawyer
In a time like this, we understand that you want a lawyer acquainted with the complexities of employment law. We will assist you browse this complex procedure.
We represent companies and workers in disagreements and litigation before administrative companies, 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 a few of the issues we can manage on your behalf:
Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religion, equivalent pay, disability, and more).
– Failure to accommodate impairments.
– Harassment
Today, you can speak with one of our team 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 company does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your choices. We will also:
– Gather proof that supports your accusations.
– Interview your coworkers, employer, and other associated parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
– Establish what changes or accommodations could satisfy your requirements
Your labor and employment attorney’s primary goal is to protect your legal rights.
How Long do You Have to File Your Orlando Employment Case?
Employment and labor cases generally do not fall under personal injury law, so the time frame for taking legal action is much shorter than some might anticipate.
Per the EEOC, you typically have up to 180 days to file your case. This timeline might be longer based on your circumstance. You might have 300 days to file. This makes looking for legal action vital. If you fail to file your case within the proper duration, employment 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 lawsuits might become essential.
Employment lawsuits includes concerns including (but not limited 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, impairment, and race
A number of the problems noted 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 specific medical or family reasons. The FMLA permits the worker to depart and go back to their task later.
In addition, the FMLA offers family leave for military service members and their households– if the leave is related to that service member’s military commitments.
For the FMLA to use:
– The company needs to have at least 50 employees.
– The staff member should have worked for the company for a minimum of 12 months.
– The staff member needs to have worked 1,250 hours in the 12 months right away 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 illegal for an employer to reject or prevent a staff member from taking FMLA-qualifying leave.
In addition:
– It is illegal for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The company should renew the employee to the position he held when leave began.
– The employer also can not bench the worker or transfer them to another area.
– An employer must notify an employee in writing of his FMLA leave rights, especially when the company is mindful that the employee has an urgent requirement for leave.
Compensable Losses in FMLA Violation Cases
If the company breaks the FMLA, a worker might be entitled to recuperate any economic losses suffered, including:
– Lost pay.
– Lost benefits.
– Various out-of-pocket expenses
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 (typically 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information
Florida laws specifically prohibit discrimination versus individuals based on AIDS/HIV and sickle cell trait.
We Can Represent Your Age Discrimination Case
Age discrimination is treating a private unfavorably in the workplace merely 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 illegal to discriminate versus a private because they are over the age of 40. Age discrimination can often lead to adverse emotional effects.
Our employment and labor lawyers comprehend 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 a skilled age discrimination lawyer to protect your rights if you are dealing with these circumstances:
– Restricted job advancement based upon age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus advantages
We can show that age was an identifying element in your company’s choice to deny you particular things. If you feel like you’ve been rejected privileges or dealt with unfairly, the work lawyers at our law practice are here to represent you.
Submit a Consultation Request form today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based on hereditary information is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law prohibits employers and medical insurance companies from discriminating against people if, based upon their hereditary info, they are discovered to have an above-average threat of developing serious illnesses or conditions.
It is likewise unlawful for employers to use the hereditary details of candidates and workers as the basis for particular choices, consisting of employment, promotion, and termination.
You Can not be Victimized if You are Pregnant
The Pregnancy Discrimination Act forbids employers from discriminating versus candidates and employees on the basis of pregnancy and associated conditions.
The same law likewise safeguards pregnant ladies versus workplace harassment and protects the same special needs rights for pregnant staff members as non-pregnant employees.
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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages
We will examine your circumstance to prove that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws restrict employers from victimizing employees and applicants based on their citizenship status. This includes:
– S. residents.
– Asylees.
– Refugees.
– Recent irreversible residents.
– Temporary homeowners
However, if a permanent resident does not request naturalization within six 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 cope with impairments. Unfortunately, many employers decline jobs to these people. Some employers even deny their disabled workers affordable lodgings.
This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando impairment rights legal representatives have substantial understanding and employment experience litigating disability discrimination cases. We have actually committed ourselves to safeguarding 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 upon special needs is forbidden. Under the ADA, an employer can not victimize an applicant based on any physical or mental limitation.
It is prohibited to discriminate versus qualified individuals with impairments in nearly any aspect of work, including, but not limited to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promotions.
– Wages and payment.
– Benefits
We represent individuals who have actually been rejected access to employment, education, company, and employment even federal government centers. If you feel you have actually been discriminated against based upon an impairment, think about 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 actually been a victim of racial discrimination in the office, let the attorneys at Bogin, employment Munns & Munns help. The Civil Liberty Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is an infraction of the Civil liberty Act and is cause for a legal match.
Some examples of civil rights offenses consist of:
– Segregating employees based upon race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s possibility for task advancement or opportunity based on race
– Victimizing a worker because of their association with people of a specific race or ethnicity
We Can Protect You Against Unwanted Sexual Advances
Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws use to virtually all employers and employment companies.
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 duty to preserve an office that is complimentary of unwanted sexual advances. Our company can offer comprehensive legal representation regarding your employment or sexual harassment matter.
You Deserve to Be Treated Equally in the Hospitality Sector
Our group is here to help you if a worker, coworker, company, or manager in the hospitality industry broke federal or regional laws. We can take legal action for workplace infractions including locations such as:
– Wrongful termination
– Discrimination against safeguarded groups
– Disability rights
– FMLA rights
While Orlando is among America’s greatest tourist destinations, staff members who operate at theme parks, hotels, and dining establishments deserve to have level playing fields. We can take legal action if your rights were violated in these settings.
You Can not Be Discriminated Against Based on Your National Origin
National origin discrimination includes dealing with people (applicants or employees) unfavorably due to the fact that they are from a specific country, have an accent, or appear to be of a specific ethnic background.
National origin discrimination likewise can include treating people unfavorably since they are wed to (or associated with) an individual of a particular national origin. Discrimination can even take place when the employee and company are of the exact same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws prohibited discrimination when it concerns any element of work, consisting of:
– Hiring
– Firing
– Pay
– Job projects
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment
It is unlawful to bug an individual because of his/her nationwide origin. Harassment can consist of, for example, offending or negative remarks about a person’s national origin, accent, or ethnicity.
Although the law doesn’t forbid basic teasing, offhand comments, or separated occurrences, employment harassment is unlawful when it creates a hostile workplace.
The harasser can be the victim’s manager, a coworker, employment or somebody who is not a staff member, such as a customer or client.
” English-Only” Rules Are Illegal
The law makes it prohibited for an employer to implement policies that target particular populations and are not necessary to the operation of business. For instance, a company can not require you to talk without an accent if doing so would not restrain your job-related duties.
An employer can just require a worker to speak proficient English if this is required to perform the job efficiently. 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, employers can discover themselves the target of employment-related lawsuits despite their finest practices. Some claims likewise subject the company officer to personal liability.
Employment laws are complex and changing all the time. It is crucial to consider partnering with a labor and work lawyer in Orlando. We can navigate your tight spot.
Our lawyers represent employers in lawsuits 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 discover yourself the topic of a labor and work claim, here are some scenarios we can assist you with:
– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate specials needs
– 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 understand work lawsuits is charged with feelings and negative promotion. However, we can assist our customers minimize these negative results.
We also can be proactive in assisting our clients with the preparation and maintenance of staff member handbooks and policies for circulation and related training. Often times, this proactive method will work as an included defense to prospective claims.
Contact Bogin, Munns & Munns for more information
We have 13 locations throughout Florida. We more than happy to satisfy you in the place that is most practical for you. With our primary 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 assist you if a worker, coworker, employer, or supervisor broke federal or local laws.
Start Your Case Review Today
If you have a legal matter worrying discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both staff members and employers).
We will review your responses and offer you a call. During this short conversation, an attorney will discuss your existing circumstance and legal choices. 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 ensure my company accommodates my disability? It is up to the employee to ensure the employer knows of the disability and to let the company understand that a lodging is required.
It is not the company’s obligation to acknowledge that the staff member has a requirement first.
Once a demand is made, the worker and the employer need to work together to find if lodgings are actually necessary, and if so, what they will be.
Both parties have a responsibility to be cooperative.
A company can not propose just one unhelpful option and after that decline to offer more options, and staff members can not decline to describe which tasks are being impeded by their disability or refuse to give medical proof of their impairment.
If the worker declines to offer pertinent medical proof or explain why the accommodation is needed, the employer can not be held accountable for not making the lodging.
Even if a person is filling out a task application, an employer might be required to make accommodations to help the applicant in filling it out.
However, like a staff member, the applicant is accountable for letting the company understand that a lodging is needed.
Then it is up to the employer to deal with the candidate to finish the application procedure.
– Does a potential company have to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal groups not to give any reason when delivering the problem.
– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures people from discrimination in aspects of employment, consisting of (however not limited to) pay, category, termination, working with, work training, recommendation, promotion, employment and benefits based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.
– As an I am being taken legal action against by one of my former workers. What are my rights? Your rights include an ability to vigorously safeguard the claim. Or, if you view there to be liability, you have every right to participate in settlement discussions.
However, you must have an employment legal representative help you with your evaluation of the extent of liability and possible damages dealing with the business before you make a decision on whether to eliminate or settle.
– How can a Lawyer secure my services if I’m being unfairly targeted in an employment related lawsuit? It is constantly best for a company to talk with an employment legal representative at the inception of a problem rather than waiting up until suit is filed. Lot of times, the attorney can head-off a prospective claim either through negotiation or formal resolution.
Employers likewise have rights not to be demanded unimportant claims.
While the concern of evidence is upon the employer to prove to the court that the claim is frivolous, if effective, and the employer wins the case, it can create a right to an award of their lawyer’s costs payable by the staff member.
Such right is usually not otherwise offered under the majority of employment law statutes.
– What must an employer do after the company receives notification of a claim? Promptly contact a work lawyer. There are significant deadlines and other requirements in reacting to a claim that need know-how in employment law.
When conference with the attorney, have him describe his viewpoint of the liability threats and level of damages.
You need to also develop a plan of action regarding whether to try an early settlement or combat all the way through trial.
– Do I need to verify the citizenship of my workers if I am a little organization owner? Yes. Employers in the U.S. should verify both the identity and the employment eligibility of each of their employees.
They should likewise validate whether their employees are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.
A company would file an I-9 (Employment Eligibility Verification Form) and look over the employees sent paperwork declaring eligibility.
By law, the company must keep the I-9 forms for all employees till 3 years after the date of working with, or until 1 year after termination (whichever comes last).
– I pay a few of my staff members an income. That suggests I do not need to pay them overtime, correct? No, paying an employee a true salary is but one step in properly classifying them as exempt from the overtime requirements under federal law.
They should likewise fit the “responsibilities test” which needs particular task duties (and lack of others) before they can be considered exempt under the law.
– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), qualified personal companies are required to supply leave for picked military, family, and medical reasons.