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About Us

Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney familiar with the complexities of employment law. We will help you browse this complex process.

We represent companies and employees in conflicts and litigation before administrative firms, 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 purported 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 consult with one of our employee about your circumstance.

To speak with an experienced employment law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we learn more about the case, we will discuss your alternatives. We will likewise:

– Gather proof that supports your claims.
– Interview your colleagues, manager, and other related parties.
– Determine how state and federal laws use to your scenarios.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or accommodations might meet your needs

Your labor and employment attorney’s primary objective is to safeguard your legal rights.

For how long do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you usually 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 duration, you might be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If an employer 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), work lawsuits might become essential.

Employment lawsuits includes problems including (but not restricted to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus protected statuses, consisting of sex, special needs, and race

Many of the issues noted above are federal criminal offenses and need to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who need to take some time from work for particular medical or household factors. The FMLA enables the employee to take leave and return to their job afterward.

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

For the FMLA to use:

– The employer needs to have at least 50 employees.
– The staff member must have worked for the employer for at least 12 months.
– The staff member 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 struck back versus for attempting to take leave. For instance, it is unlawful for an employer to reject or dissuade an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire an employee or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer should restore the worker to the position he held when leave started.
– The employer likewise can not bench the worker or transfer them to another location.
– An employer must inform a staff member in writing of his FMLA leave rights, especially when the company knows that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, a worker might be entitled to recuperate any economic losses suffered, including:

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

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 prohibit 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 versus people based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the office simply since 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 specific since they are over the age of 40. Age discrimination can typically lead to unfavorable psychological impacts.

Our work and labor lawyers understand how this can affect an individual, which is why we offer caring and individualized legal care.

How Age Discrimination can Present Itself

We position our clients’ legal needs before our own, no matter what. You deserve a knowledgeable age discrimination attorney to protect your rights if you are dealing with these circumstances:

– Restricted task improvement based upon age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against benefits

We can show that age was a determining consider your company’s decision to reject you particular things. If you seem like you’ve been rejected opportunities or treated unfairly, the employment attorneys at our law office are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic info is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits companies and health insurance business from victimizing individuals if, based upon their genetic information, they are discovered to have an above-average danger of establishing severe health problems or conditions.

It is likewise prohibited for companies to use the hereditary info of applicants and workers as the basis for particular decisions, consisting of employment, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from victimizing candidates and staff members on the basis of pregnancy and associated conditions.

The same law also secures pregnant females against work environment harassment and protects the same disability rights for pregnant employees 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) safeguards veterans from discrimination and retaliation in regard to:

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

We will investigate your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating against employees and candidates based on their citizenship status. This consists of:

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

However, if a permanent local does not use 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 cope with specials needs. Unfortunately, many companies refuse jobs to these individuals. Some companies even reject their disabled staff members reasonable accommodations.

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

What does the Law Protect You Against?

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

It is illegal to discriminate against certified individuals with specials needs in practically any element of work, consisting of, however not restricted to:

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

We represent people who have been denied access to work, education, organization, and even federal government centers. If you feel you have been victimized based on a special needs, think about working with our Central Florida special needs rights group. We can identify if your claim has legal benefit.

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 Liberty Act of 1964 prohibits 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 fit.

Some examples of civil rights offenses include:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for job advancement or chance based on race
– Discriminating versus a worker because of their association with individuals of a specific race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a kind of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to virtually all employers and employment service.

Unwanted sexual advances laws secure staff members from:

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

Employers bear a duty to preserve an office that is devoid of unwanted sexual advances. Our company can provide thorough legal representation regarding your employment or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our team is here to help you if an employee, coworker, employer, or supervisor in the hospitality industry broke federal or regional laws. We can take legal action for office violations including areas such as:

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

While Orlando is one of America’s biggest traveler destinations, staff members who work at theme parks, hotels, and restaurants are worthy of to have level playing fields. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes treating people (applicants or staff members) unfavorably because they are from a particular nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination likewise can involve treating people unfavorably due to the fact that they are wed to (or related to) a person of a specific national origin. Discrimination can even happen when the worker and company 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 tasks
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment

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

Although the law doesn’t prohibit easy teasing, offhand remarks, or isolated events, harassment is illegal when it creates a hostile work environment.

The harasser can be the victim’s supervisor, a colleague, or somebody who is not a worker, such as a client or customer.

” English-Only” Rules Are Illegal

The law makes it prohibited for an employer to implement policies that target particular populations and are not needed to the operation of business. For circumstances, an employer can not require you to talk without an accent if doing so would not impede your occupational tasks.

An employer can just require a staff member to speak fluent English if this is essential to perform the task effectively. So, for circumstances, your employer can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can discover themselves the target of employment-related lawsuits regardless of their finest practices. Some claims likewise subject the company officer to personal liability.

Employment laws are complicated and altering all the time. It is critical to consider partnering with a labor and employment attorney in Orlando. We can browse your tight spot.

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

We Can Help with the Following Issues

If you discover yourself the subject of a labor and work suit, here are some situations we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment payment claims
– And other matters

We comprehend work litigation is charged with emotions and negative publicity. However, we can assist our customers decrease these negative results.

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

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We more than happy to fulfill you in the area that is most practical for you. With our main office 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 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 referall.us harassment complete our online Employment Law Questionnaire (for both employees and employers).

We will evaluate your answers and offer you a call. During this quick conversation, an attorney will go over your existing scenario and legal alternatives. You can also call to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my impairment? It depends on the employee to ensure the company understands of the impairment and to let the company know that a lodging is needed.

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

Once a demand is made, the employee and the employer requirement to interact to find if lodgings are actually necessary, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose only one unhelpful option and then refuse to offer more alternatives, and staff members can not refuse to explain which tasks are being hampered by their disability or refuse to offer medical evidence of their disability.

If the employee refuses to give appropriate medical proof or describe why the lodging is needed, the employer can not be held liable for not making the accommodation.

Even if an individual is completing a task application, an employer may be needed to make accommodations to help the applicant in filling it out.

However, like a worker, the applicant is accountable for letting the employer know that a lodging is needed.

Then it is up to the employer to work with the candidate to finish the application procedure.

– Does a potential company need to inform me why I didn’t get the job? No, they do not. Employers might even be instructed by their legal teams not to provide any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII safeguards people from discrimination in elements of employment, including (however not restricted to) pay, classification, termination, working with, work training, recommendation, promo, and benefits based on (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by one of my previous staff members. What are my rights? Your rights include a capability to vigorously safeguard the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you should have an employment attorney assist you with your appraisal of the degree of liability and possible damages dealing with the business before you make a decision on whether to eliminate or somalibidders.com settle.

– How can an Attorney secure my services if I’m being unjustly targeted in an employment associated suit? It is constantly best for an employer to talk with an employment legal representative at the beginning of a concern instead of waiting up until match is submitted. Often times, the lawyer can head-off a prospective claim either through settlement or official resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the burden of evidence is upon the employer to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can develop a right to an award of their attorney’s fees payable by the staff member.

Such right is usually not otherwise offered under a lot of work law statutes.

– What must a company do after the employer receives notice of a claim? Promptly get in touch with a work lawyer. There are significant deadlines and other requirements in reacting to a claim that need competence in employment law.

When meeting with the lawyer, have him explain his viewpoint of the liability risks and extent of damages.

You need to also develop 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 employees if I am a small company owner? Yes. Employers in the U.S. need to confirm both the identity and the work eligibility of each of their staff members.

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

A company would submit an I-9 (Employment Eligibility Verification Form) and look over the staff members sent documentation alleging eligibility.

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

– I pay some of my employees a wage. That indicates I do not have to pay them overtime, correct? No, paying a staff member a true wage is however one action in properly categorizing them as exempt from the overtime requirements under federal law.

They must also fit the “responsibilities test” which requires 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) effect employers? Under the Family and Medical Leave Act (FMLA), eligible personal companies are needed to supply leave for picked military, family, and medical factors.