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About Us

Orlando Employment Lawyer

In a time like this, we understand that you want a lawyer familiar with the intricacies of work law. We will help you browse this complicated process.

We represent employers and employees in disagreements and litigation 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 concerns 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 arrangements
– Discrimination (e.g., employment age, sex, race, faith, equal pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

Today, you can talk to one of our staff member about your situation.

To speak with a skilled 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 choices. We will likewise:

– Gather evidence that supports your allegations.
– Interview your coworkers, employer, and other related parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or accommodations could satisfy your requirements

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

The length of time do You Need 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 expect.

Per the EEOC, you normally have up to 180 days to submit your case. This timeline might be longer based on your situation. You could have 300 days to file. This makes seeking legal action crucial. If you stop working to file your case within the suitable period, you could be ineligible 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), work lawsuits may become required.

Employment lawsuits includes problems consisting of (however not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus safeguarded statuses, including sex, special needs, and race

Many of the issues noted above are federal crimes and need to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to staff members who need to take time from work for specific medical or family reasons. The FMLA allows the staff member to take leave and go back to their task later.

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

For the FMLA to use:

– The company must have at least 50 staff members.
– The staff member needs to have worked for the employer for at least 12 months.
– The employee must have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when a worker is rejected leave or retaliated versus for attempting to depart. For instance, it is illegal 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 worker or cancel his medical insurance since he took FMLA leave.
– The employer should restore the staff member to the position he held when leave started.
– The company also can not bench the worker or move them to another place.
– An employer must alert an employee in writing of his FMLA leave rights, especially when the company knows that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

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

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

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 prohibit discrimination based upon:

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

Florida laws specifically prohibit discrimination versus individuals based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the office merely because of their age. If you’ve 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 victimize a private due to the fact that they are over the age of 40. Age discrimination can frequently cause negative emotional impacts.

Our employment and labor lawyers understand how this can impact an individual, which is why we provide compassionate and tailored legal care.

How Age Discrimination can Emerge

We position our clients’ legal requirements before our own, no matter what. You are worthy of a skilled age discrimination attorney to protect your rights if you are facing these circumstances:

– Restricted job development based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus opportunities

We can show that age was an identifying element in your employer’s decision to reject you specific things. If you seem like you have actually been rejected advantages or dealt with unfairly, the work 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 on genetic information is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance coverage business from discriminating versus people if, based on their hereditary information, they are discovered to have an above-average risk of developing major diseases or conditions.

It is also unlawful for companies to use the hereditary information of candidates and employees as the basis for certain decisions, consisting of work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law likewise safeguards pregnant females against office harassment and protects the very same special needs rights for pregnant workers as non-pregnant workers.

Your Veteran Status ought 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 circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating versus workers and candidates based upon their citizenship status. This includes:

– S. citizens.
– Asylees.
.
– Recent permanent citizens.
– Temporary citizens

However, if a long-term citizen does not request naturalization within six months of ending up being eligible, 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, many employers refuse tasks to these people. Some companies even deny their disabled workers affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have substantial knowledge and experience litigating special needs discrimination cases. We have actually committed ourselves to safeguarding 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 forbidden. Under the ADA, an employer can not victimize a candidate based upon any physical or mental constraint.

It is unlawful to discriminate versus qualified people with impairments in nearly any aspect of employment, including, however not restricted to:

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

We represent people who have actually been denied access to employment, education, company, and even federal government facilities. If you feel you have been victimized based upon an impairment, consider working with our Central Florida special needs 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 assistance. The Civil Liberty Act of 1964 prohibits discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is an infraction of the Civil liberty Act and is cause for a legal suit.

Some examples of civil rights infractions consist of:

– Segregating staff members based on race
– Creating a hostile work environment through racial harassment
– Restricting a staff member’s opportunity for task development or opportunity based upon race
– Discriminating against a staff member due to the fact that of their association with individuals of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws apply to practically all companies and employment companies.

Unwanted sexual advances laws secure staff members from:

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

Employers bear an obligation to preserve an office that is without unwanted sexual advances. Our company can offer extensive legal representation concerning your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to help you if a worker, colleague, employer, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for office violations involving areas such as:

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

While Orlando is among America’s biggest tourist destinations, staff members who work at amusement park, hotels, and restaurants deserve to have level playing fields. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination includes treating individuals (applicants or staff members) unfavorably since they are from a specific nation, have an accent, or seem of a particular ethnic background.

National origin discrimination likewise can include dealing with individuals unfavorably because they are wed to (or associated with) a person of a specific national origin. Discrimination can even take place when the employee and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it pertains to any aspect of employment, consisting of:

– Hiring
– Firing
– Pay
– Job tasks
– Promotions
– Layoffs
– Training
– Fringe benefits
– Any other term or condition of work

It is unlawful to bother an individual because of his or her nationwide origin. Harassment can include, for instance, offending or negative remarks about an individual’s national origin, accent, employment or ethnic background.

Although the law does not forbid simple teasing, offhand comments, or separated occurrences, harassment is prohibited when it produces a hostile work environment.

The harasser can be the victim’s manager, a colleague, or someone who is not a staff member, such as a client or customer.

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to carry out policies that target specific populations and are not needed to the operation of business. For example, a company can not require you to talk without an accent if doing so would not hinder your occupational responsibilities.

A company can only require a worker to speak fluent English if this is needed to carry out the job effectively. So, for example, your employer 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 claims in spite of their best practices. Some claims likewise subject the company officer to individual liability.

Employment laws are complicated and altering all the time. It is vital to consider partnering with a labor and employment lawyer in Orlando. We can browse your hard circumstance.

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

We Can Assist With the Following Issues

If you discover yourself the subject of a labor and employment claim, here are some circumstances we can help 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 purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment settlement claims
– And other matters

We understand work litigation is charged with feelings and negative promotion. However, we can help our clients minimize these unfavorable results.

We also can be proactive in assisting our customers with the preparation and upkeep of staff member handbooks and policies for distribution and related training. Often times, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to find out more

We have 13 locations throughout Florida. We enjoy to meet you in the place that is most hassle-free 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 employment lawyers are here to assist you if a worker, colleague, employer, or manager broke federal or regional 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 employees and companies).

We will review your answers and give you a call. During this quick conversation, a lawyer will review your existing circumstance and legal options. You can likewise contact us to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make sure my company accommodates my impairment? It is up to the staff member to make certain the company knows of the disability and to let the company understand that a lodging is needed.

It is not the employer’s responsibility to recognize that the worker has a requirement first.

Once a request is made, the staff member and the employer requirement to collaborate to find if lodgings are in fact required, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose just one unhelpful choice and then decline to provide more alternatives, and staff members can not decline to explain which responsibilities are being hindered by their disability or refuse to give medical proof of their special needs.

If the worker declines to provide pertinent medical proof or describe why the accommodation is needed, the company can not be held liable for not making the accommodation.

Even if a person is completing a task application, a company might be needed to make lodgings to help the candidate in filling it out.

However, like an employee, the candidate is accountable for letting the company understand that an accommodation is required.

Then it depends on the employer to work with the applicant to finish the application procedure.

– Does a possible company need to tell me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal groups not to offer any factor 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 people from discrimination in elements of employment, consisting of (however not restricted to) pay, category, termination, hiring, work training, recommendation, promotion, and benefits based on (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a service owner I am being sued by among my former employees. What are my rights? Your rights consist of an ability to strongly 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 attorney help you with your assessment of the degree of liability and potential damages dealing with the company before you decide on whether to combat or settle.

– How can a Lawyer secure my companies if I’m being unfairly targeted in a work related claim? It is constantly best for an employer to talk to an employment legal representative at the beginning of an issue rather than waiting up until suit is filed. Often times, the attorney can head-off a possible claim either through negotiation or formal resolution.

Employers likewise have rights not to be demanded pointless claims.

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

Such right is usually not otherwise available under most work law statutes.

– What must an employer do after the employer gets notification of a claim? Promptly contact an employment attorney. There are considerable due dates and other requirements in reacting to a claim that need competence in work law.

When conference with the lawyer, have him explain his opinion of the liability threats and level of damages.

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

– Do I need to confirm the citizenship of my staff members if I am a small organization owner? Yes. Employers in the U.S. should verify both the identity and the work eligibility of each of their employees.

They must also confirm whether or not 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 look over the staff members sent documentation declaring eligibility.

By law, the employer should keep the I-9 types for all workers up until 3 years after the date of employing, or employment till 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, fix? No, paying a staff member a real income is however one step in appropriately categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “duties test” which requires particular job duties (and absence of others) before they can be thought about exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible private employers are required to provide leave for selected military, family, and medical factors.

AYC offers unique opportunities within the marine & yachting industry with a fresh approach to recruitment.

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AYC Superyacht Recruitment
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