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About Us
Orlando Employment Lawyer
In a time like this, we comprehend that you want a legal representative knowledgeable about the intricacies of employment law. We will assist you browse this complex process.
We represent companies and workers in conflicts and litigation 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 a few of the problems we can manage on your behalf:
Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, special needs, and more).
– Failure to accommodate disabilities.
– Harassment
Today, you can speak with among our staff member about your scenario.
To seek advice from with an experienced employment law attorney serving Orlando.
855-780-9986
How Can Our Firm Help You?
Our company does not endure discrimination of any kind. After we find out more about the case, we will discuss your alternatives. We will likewise:
– Gather evidence that supports your allegations.
– Interview your coworkers, boss, and other related parties.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
– Establish what modifications or accommodations might fulfill your requirements
Your labor and work attorney’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 accident law, so the time frame for job taking legal action is much shorter than some may expect.
Per the EEOC, you normally have up to 180 days to submit your case. This timeline could be longer based upon your situation. You could have 300 days to submit. This makes seeking legal action essential. If you stop working to submit your case within the suitable duration, you might be disqualified 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), employment lawsuits might end up being essential.
Employment litigation includes concerns including (but not limited to):
– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus safeguarded statuses, including sex, special needs, and race
A lot of the concerns listed above are federal criminal offenses and should be taken extremely seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that applies to workers who need to take time from work for particular medical or household factors. The FMLA permits the staff member to take leave and go back to their task later.
In addition, the FMLA supplies household leave for military service members and their families– if the leave is related to that service member’s military commitments.
For the FMLA to apply:
– The company must have at least 50 workers.
– The employee must have worked for the employer for a minimum of 12 months.
– The staff member needs to 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 rejected leave or retaliated against for attempting to take leave. For instance, it is unlawful for a company to deny or discourage a staff member from taking FMLA-qualifying leave.
In addition:
– It is illegal for a company to fire a staff member or cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The employer should the staff member to the position he held when leave began.
– The employer also can not demote the employee or move them to another area.
– An employer must alert an employee in writing of his FMLA leave rights, especially when the company is mindful that the employee has an immediate need for leave.
Compensable Losses in FMLA Violation Cases
If the company breaks the FMLA, a worker may be entitled to recuperate any financial losses suffered, consisting of:
– Lost pay.
– Lost advantages.
– Various out-of-pocket expenditures
That quantity is doubled if the court or jury finds 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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information
Florida laws specifically forbid discrimination versus people based upon AIDS/HIV and sickle cell quality.
We Can Represent Your Age Discrimination Case
Age discrimination is dealing with a private unfavorably in the office just 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 typically result in negative emotional impacts.
Our employment and labor attorneys understand how this can affect a specific, which is why we supply caring and tailored legal care.
How Age Discrimination can Emerge
We place our clients’ legal needs before our own, no matter what. You are worthy of an experienced age discrimination attorney to safeguard your rights if you are facing these scenarios:
– Restricted job advancement based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination against advantages
We can prove that age was an identifying aspect in your employer’s choice to reject you particular things. If you feel like you’ve been denied privileges or treated unjustly, the work attorneys at our law firm 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 criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids employers and health insurance companies from victimizing individuals if, based on their hereditary information, they are found to have an above-average threat of establishing severe diseases or conditions.
It is likewise unlawful for employers to utilize the genetic information of candidates and job workers 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 prohibits employers from discriminating against candidates and employees on the basis of pregnancy and related conditions.
The same law also secures pregnant ladies versus office harassment and protects the very same disability rights for pregnant employees as non-pregnant employees.
Your Veteran Status need to 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 advantages
We will investigate your scenario to prove that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws forbid employers from victimizing employees and candidates based on their citizenship status. This consists of:
– S. people.
– Asylees.
– Refugees.
– Recent irreversible homeowners.
– Temporary homeowners
However, if an irreversible citizen does not request naturalization within six months of ending up being 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 deal with disabilities. Unfortunately, numerous companies refuse jobs to these individuals. Some companies even reject their disabled workers reasonable lodgings.
This is where the attorneys at Bogin, Munns & Munns are available in. Our Orlando special needs rights legal representatives have extensive understanding and experience litigating special needs discrimination cases. We have actually devoted ourselves to securing 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 impairment is prohibited. Under the ADA, a company can not discriminate against a candidate based upon any physical or psychological limitation.
It is illegal to victimize certified people with specials needs in practically any aspect of employment, consisting of, however not limited to:
– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and payment.
– Benefits
We represent people who have been rejected access to employment, education, business, and even government facilities. If you feel you have been discriminated against based upon a disability, think about working 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 attorneys at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 restricts discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal suit.
Some examples of civil liberties violations consist of:
– Segregating staff members based upon race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s opportunity for task development or opportunity based upon race
– Discriminating against 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 kind of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to practically all employers and work agencies.
Sexual harassment laws protect employees from:
– Sexual advances
– Verbal or physical conduct of a sexual nature
– Requests for sexual favors
– Sexual jokes
Employers bear a responsibility to preserve a work environment that is totally free of sexual harassment. Our company can supply extensive legal representation regarding your work or unwanted sexual advances matter.
You Deserve to Be Treated Equally in the Hospitality Sector
Our team is here to assist you if an employee, coworker, company, or supervisor in the hospitality market broke federal or local laws. We can take legal action for office offenses including locations such as:
– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights
While Orlando is among America’s most significant traveler destinations, staff members who operate at amusement park, hotels, and dining establishments deserve to have equal chances. 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 includes treating individuals (candidates or employees) unfavorably due to the fact that they are from a specific country, 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 connected with) an individual of a specific nationwide origin. Discrimination can even happen when the worker and company are of the very same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws prohibited discrimination when it pertains to any element of employment, including:
– Hiring
– Firing
– Pay
– Job projects
– Promotions
– Layoffs
– Training
– Additional benefit
– Any other term or condition of work
It is illegal to bother a person due to the fact that of his/her nationwide origin. Harassment can consist of, for example, offending or bad remarks about a person’s nationwide origin, accent, or ethnic background.
Although the law doesn’t restrict easy teasing, offhand remarks, or isolated occurrences, 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 worker, 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 job example, an employer can not force you to talk without an accent if doing so would not restrain your job-related responsibilities.
A company can only require a staff member to speak proficient English if this is needed to carry out the job efficiently. So, for example, your company can not prevent 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 best practices. Some claims likewise subject the company officer to personal liability.
Employment laws are complicated and changing all the time. It is critical to think about partnering with a labor and employment attorney in Orlando. We can browse your challenging scenario.
Our lawyers represent companies in lawsuits before administrative companies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.
We Can Assist With the Following Issues
If you discover yourself the topic of a labor and employment suit, here are some scenarios we can help you with:
– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment compensation claims
– And other matters
We comprehend employment litigation is charged with emotions and unfavorable promotion. However, we can assist our customers minimize these negative results.
We also can be proactive in helping our clients with the preparation and maintenance of employee handbooks and policies for circulation and associated training. Many times, this proactive approach will work as an added defense to possible claims.
Contact Bogin, Munns & Munns to find out more
We have 13 areas throughout Florida. We are delighted to fulfill you in the location that is most convenient for you. With our primary 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, employer, or supervisor broke federal or regional laws.
Start Your Case Review Today
If you have a legal matter concerning discrimination, wrongful termination, or harassment submit our online Employment Law Questionnaire (for both workers and employers).
We will examine your responses and provide you a call. During this brief conversation, an attorney will go over your present circumstance 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 make certain my employer accommodates my disability? It depends on the staff member to make certain the employer understands of the disability and to let the company understand that a lodging is needed.
It is not the company’s duty to acknowledge that the employee has a need initially.
Once a request is made, the staff member and the company requirement to collaborate to discover if accommodations are actually needed, and if so, what they will be.
Both parties have a duty to be cooperative.
A company can not propose only one unhelpful option and after that refuse to provide additional options, and employees can not decline to discuss which tasks are being restrained by their impairment or refuse to offer medical proof of their special needs.
If the employee refuses to provide appropriate medical evidence or discuss why the accommodation is needed, the company can not be held responsible for not making the accommodation.
Even if a person is filling out a task application, an employer may be required to make accommodations to assist the candidate in filling it out.
However, like a staff member, the candidate is accountable for letting the employer know that an accommodation is required.
Then it depends on the employer to work with the applicant to complete the application process.
– Does a possible employer have to inform me why I didn’t get the job? No, they do not. Employers might even be advised by their legal teams not to give any reason when providing the problem.
– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, job Title VII secures people from discrimination in elements of employment, consisting of (but not restricted to) pay, classification, termination, working with, work training, recommendation, promotion, and benefits based on (amongst other things) the people color, country of origin, race, gender, or status as a veteran.
– As an entrepreneur I am being taken legal action against by among my previous workers. What are my rights? Your rights consist of an ability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to participate in settlement discussions.
However, you ought to have a work legal representative help you with your appraisal of the level of liability and prospective damages dealing with the company before you decide on whether to combat or settle.
– How can an Attorney protect my companies if I’m being unjustly targeted in a work related suit? It is always best for an employer to speak to an employment lawyer at the inception of an issue instead of waiting up until suit is submitted. Lot of times, the attorney can head-off a potential claim either through settlement or official resolution.
Employers likewise have rights not to be demanded frivolous claims.
While the concern of evidence is upon the employer to show to the court that the claim is pointless, job if effective, and the company wins the case, it can develop a right to an award of their attorney’s costs payable by the staff member.
Such right is typically not otherwise readily available under many employment law statutes.
– What must an employer do after the employer gets notification of a claim? Promptly contact a work attorney. There are considerable deadlines and other requirements in responding to a claim that need competence in work law.
When conference with the attorney, have him describe his opinion of the liability threats and level of damages.
You ought to likewise establish a strategy regarding whether to attempt an early settlement or combat all the way through trial.
– Do I have to confirm the citizenship of my employees if I am a little business owner? Yes. Employers in the U.S. should confirm both the identity and the work eligibility of each of their workers.
They should also verify whether their employees are U.S. people. These regulations were enacted by the Immigration Reform and Control Act.
A company would file an I-9 (Employment Eligibility Verification Form) and examine the staff members sent paperwork declaring eligibility.
By law, the employer should keep the I-9 kinds for all workers until 3 years after the date of working with, or up until 1 year after termination (whichever comes last).
– I pay some of my workers an income. That indicates I do not need to pay them overtime, correct? No, paying an employee a true income is but one step in correctly classifying them as exempt from the overtime requirements under federal law.
They need to also fit the “responsibilities test” which requires certain job duties (and lack of others) before they can be thought about exempt under the law.
– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), qualified private companies are needed to provide leave for picked military, household, and medical factors.