In a time like this, we comprehend that you want a legal representative acquainted with the intricacies of employment law. We will assist you navigate this complex process.

We represent companies and workers in disagreements and lawsuits 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 concerns we can manage on your behalf:

Wrongful termination – Breach of contract – Violation of wage and hour laws, consisting of supposed class actions – Violations of non-competition and non-disclosure arrangements – Discrimination (e.g., age, sex, race, religion, equivalent pay, job disability, and more). – Failure to accommodate disabilities. – Harassment

Today, you can speak to one of our employee about your situation.

To seek advice from a skilled employment law lawyer 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 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 agency. – Establish what changes or accommodations could fulfill your requirements

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

For how long do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based on your situation. You could have 300 days to file. This makes looking for legal action essential. If you fail to submit your case within the proper 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), employment lawsuits might become needed.

Employment litigation includes concerns including (however 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 secured statuses, consisting of sex, impairment, and race

Much of the problems listed above are federal criminal offenses and need to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who need to require time from work for certain medical or family factors. The FMLA permits the worker to depart and go back to their task later.

In addition, the FMLA supplies family leave for military service members and their families– if the leave is related to that service member’s military obligations.

For the FMLA to apply:

– The company must have at least 50 employees. – The staff member should have worked for the employer for at least 12 months. – The employee 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 emerge when a worker is rejected leave or retaliated against for attempting to depart. For example, it is illegal for a company to reject 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 coverage since he took FMLA leave. – The employer needs to renew the staff member to the position he held when leave started. – The company also can not bench the employee or move them to another location. – A company should notify a worker in writing of his FMLA leave rights, particularly when the employer understands that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a worker may be entitled to recuperate any economic losses suffered, consisting of:

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

That amount is doubled if the court or jury finds that the company acted in bad faith and unreasonably.

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You are Protected from Discrimination in Florida

Both federal and Florida laws restrict 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 prohibit discrimination against people based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a specific unfavorably in the workplace simply due to the fact that 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 discriminate versus a private since they are over the age of 40. Age discrimination can frequently result in unfavorable psychological effects.

Our work and labor attorneys understand how this can affect a specific, which is why we offer caring and individualized legal care.

How Age Discrimination can Emerge

We put our clients’ legal requirements before our own, no matter what. You should have a skilled age discrimination lawyer to safeguard your rights if you are facing these scenarios:

– Restricted job development based upon age. – Adverse workplace through discrimination. – Reduced settlement. – Segregation based upon age. – Discrimination against opportunities

We can show that age was an identifying aspect in your employer’s choice to deny you certain things. If you seem like you have actually been rejected opportunities or treated unfairly, the employment attorneys at our law company are here to represent you.

Submit an Assessment Request type 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 prohibits companies and health insurance coverage business from victimizing people if, based on their hereditary information, job they are found to have an above-average danger of developing major health problems or conditions.

It is likewise prohibited for companies to utilize the hereditary information of candidates and workers as the basis for certain decisions, consisting of employment, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against candidates and staff members on the basis of pregnancy and related conditions.

The exact same law likewise safeguards pregnant females against work environment harassment and the exact same impairment rights for pregnant workers as non-pregnant employees.

Your Veteran Status should not Matter in the Workplace

The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) safeguards veterans from discrimination and retaliation in regard to:

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

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 companies from victimizing employees and candidates based on their citizenship status. This consists of:

– S. citizens. – Asylees. – Refugees. – Recent irreversible residents. – Temporary residents

However, if a long-term citizen does not apply for naturalization within six months of becoming eligible, 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 live with specials needs. Unfortunately, numerous companies decline tasks to these individuals. Some companies even deny their handicapped employees reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando disability rights attorneys have comprehensive knowledge and experience litigating disability discrimination cases. We have devoted ourselves to securing the rights of people with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on disability is forbidden. Under the ADA, an employer can not discriminate against an applicant based upon any physical or mental restriction.

It is illegal to victimize certified people with specials needs in almost any aspect of work, including, however not restricted to:

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

We represent individuals who have been rejected access to employment, job education, business, and even federal government facilities. If you feel you have been discriminated versus based on a disability, think about working with our Central Florida special needs rights team. We can figure out 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, Munns & Munns assistance. The Civil Rights Act of 1964 prohibits discrimination based on a person’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 fit.

Some examples of civil liberties violations consist of:

– Segregating staff members based upon race – Creating a hostile workplace through racial harassment – Restricting a staff member’s opportunity for task improvement or opportunity based on race – Discriminating against an employee due to the fact that of their association with individuals of a certain race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to essentially all employers and work firms.

Unwanted sexual advances laws secure workers from:

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

Employers bear a responsibility to keep a work environment that is totally free of unwanted sexual advances. Our company can supply thorough legal representation concerning your work or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to assist you if an employee, colleague, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for office infractions including locations such as:

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

While Orlando is one of America’s greatest tourist destinations, employees who work at amusement park, hotels, and dining establishments 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 on Your National Origin

National origin discrimination involves dealing with individuals (candidates or workers) unfavorably due to the fact that they are from a particular nation, have an accent, or seem of a certain ethnic background.

National origin discrimination likewise can include treating individuals unfavorably because they are wed to (or connected with) an individual of a particular national origin. Discrimination can even take place when the staff member and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited 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 work

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

Although the law does not prohibit easy teasing, offhand remarks, or isolated occurrences, harassment is unlawful when it creates a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for a company to execute policies that target specific populations and are not needed to the operation of business. For example, an employer can not force you to talk without an accent if doing so would not hamper your job-related tasks.

A company can only need an employee to speak fluent English if this is essential to carry out the job effectively. So, for instance, your employer 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 suits despite their finest practices. Some claims likewise subject the company officer to individual liability.

Employment laws are complex and changing all the time. It is critical to think about partnering with a labor and employment attorney in Orlando. We can browse your tight spot.

Our attorneys represent employers in lawsuits before administrative companies, federal courts, and state courts. As kept in mind, we likewise represent them in arbitrations and mediations.

We Can Assist With the Following Issues

If you discover yourself the topic of a labor and employment 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 supposed class actions – Violations of non-competition and non-disclosure agreements – Unemployment compensation claims – And other matters

We understand work lawsuits is charged with feelings and unfavorable promotion. However, we can assist our customers reduce these unfavorable results.

We likewise can be proactive in helping our customers with the preparation and maintenance of worker handbooks and policies for circulation and associated training. Many times, this proactive technique will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We more than happy to meet you in the area 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 work attorneys are here to assist you if an employee, coworker, company, 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 employees and employers).

We will evaluate your answers and provide you a call. During this short discussion, a lawyer will go over your existing circumstance 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 sure my company accommodates my special needs? It depends on the employee to make certain the company understands of the impairment and to let the employer understand that an accommodation is needed.

It is not the company’s obligation to acknowledge that the staff member has a need first.

Once a demand is made, the staff member and the company requirement to interact to discover if lodgings are really essential, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose just one unhelpful alternative and after that decline to provide additional alternatives, and employees can not refuse to discuss which tasks are being restrained by their impairment or refuse to offer medical proof of their disability.

If the staff member refuses to offer appropriate medical evidence or explain why the lodging is needed, the company can not be held responsible for not making the accommodation.

Even if a person is completing a task application, a company may be required to make lodgings to assist the applicant in filling it out.

However, like an employee, the candidate is accountable for letting the employer understand that an accommodation 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 job? No, they do not. Employers might even be advised 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 Liberty Act of 1964, Title VII secures people from discrimination in elements of employment, including (however not restricted to) pay, classification, termination, employing, employment training, referral, promo, and advantages based on (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by one of my former employees. What are my rights? Your rights consist of an ability to intensely protect the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you ought to have a work lawyer help you with your evaluation of the level of liability and prospective damages facing the business before you make a choice on whether to eliminate or settle.

– How can an Attorney secure my organizations if I’m being unfairly targeted in a work associated claim? It is always best for an employer to talk with a work attorney at the inception of an issue instead of waiting until suit is filed. Lot of times, the lawyer can head-off a possible claim either through negotiation 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 unimportant, if effective, and the employer wins the case, it can create a right to an award of their attorney’s fees payable by the employee.

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

– What must an employer do after the employer gets notification of a claim? Promptly get in touch with an employment lawyer. There are substantial due dates and other requirements in responding 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 level of damages.

You should likewise develop a strategy regarding whether to attempt 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 company owner? Yes. Employers in the U.S. should validate both the identity and the work eligibility of each of their staff members.

They should likewise verify whether or not their workers are U.S. residents. These policies were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the workers sent documentation alleging eligibility.

By law, the company must keep the I-9 types for all employees until 3 years after the date of working with, or till 1 year after termination (whichever comes last).

– I pay a few of my employees a wage. That implies I do not have to pay them overtime, fix? No, paying an employee a true wage is but one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “responsibilities test” which needs certain 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) effect companies? Under the Family and Medical Leave Act (FMLA), qualified private employers are needed to provide leave for picked military, family, and medical reasons.