Orlando Employment Lawyer
In a time like this, we understand that you want a lawyer familiar with the intricacies of work law. We will assist you browse this complex process.
We represent companies and staff members in disputes and lawsuits before administrative agencies, federal courts, and state courts. We also represent our customers in arbitrations and mediations.
We Handle the Following Labor and Employment Practice Areas
Here are a few of the issues we can manage in your place:
Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment
Today, you can talk to one of our employee about your circumstance.
To consult 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 options. We will likewise:
– Gather proof that supports your allegations.
– Interview your coworkers, employer, and other associated celebrations.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant agency.
– Establish what modifications or accommodations could fulfill your requirements
Your labor and work attorney’s main goal is to protect your legal rights.
How Long do You Have to File Your Orlando Employment Case?
Employment and labor cases normally do not fall under individual 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 situation. You might have 300 days to submit. This makes looking for legal action essential. If you stop working to file your case within the proper duration, you could be ineligible to continue.
Orlando Employment Law Lawyer Near Me.
855-780-9986
We Can Manage Your Employment Litigation Case
If a company breaches federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), employment or the Family and Medical Leave Act (FMLA), employment litigation might end up being required.
Employment litigation involves issues including (but not limited to):
– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against protected statuses, consisting of sex, impairment, and race
Many of the concerns listed above are federal criminal activities and should be taken extremely seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that uses to workers who require to take some time from work for particular medical or family reasons. The FMLA permits the employee to depart and return to their job afterward.
In addition, the FMLA offers family leave for military service members and their households– if the leave is associated to that service member’s military responsibilities.
For the FMLA to use:
– The company needs to have at least 50 staff members.
– The employee must have worked for the company 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 occur when a staff member is denied leave or retaliated against for attempting to depart. For instance, it is unlawful for a company to deny 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 coverage due to the fact that he took FMLA leave.
– The employer needs to restore the worker to the position he held when leave started.
– The employer also can not bench the worker or transfer them to another location.
– An employer must notify an employee in writing of his FMLA leave rights, especially when the company is mindful that the worker has an immediate requirement for leave.
Compensable Losses in FMLA Violation Cases
If the employer breaks the FMLA, a worker may be entitled to recuperate any economic losses suffered, consisting of:
– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures
That amount 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 forbid discrimination based on:
– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (usually 40 and over).
– Citizenship status.
– Veteran status.
– Genetic details
Florida laws specifically restrict discrimination versus individuals based upon AIDS/HIV and sickle cell quality.
We Can Represent Your Age Discrimination Case
Age discrimination is treating a specific 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 victimize an individual because they are over the age of 40. Age discrimination can frequently cause negative emotional impacts.
Our work and labor lawyers comprehend how this can impact an individual, which is why we provide compassionate and individualized legal care.
How Age Discrimination can Emerge
We place our requirements before our own, no matter what. You are worthy of an experienced age discrimination attorney to safeguard your rights if you are facing these circumstances:
– Restricted task improvement based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination against advantages
We can prove that age was an identifying consider your company’s decision to deny you certain things. If you seem like you’ve been rejected advantages or dealt with unfairly, the work lawyers at our law company are here to represent you.
Submit a Consultation Request form today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based upon genetic info is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids companies and medical insurance business from discriminating against individuals if, based on their hereditary info, they are found to have an above-average risk of developing serious illnesses or conditions.
It is also illegal for employers to utilize the genetic info of applicants and workers as the basis for particular decisions, including employment, promotion, and termination.
You Can not be Discriminated Against if You are Pregnant
The Pregnancy Discrimination Act forbids companies from discriminating against applicants and employees on the basis of pregnancy and associated conditions.
The very same law likewise secures pregnant women versus office harassment and secures the exact same special needs 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 scenario to show that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws forbid companies from discriminating versus workers and candidates based upon their citizenship status. This includes:
– S. residents.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary citizens
However, if an irreversible homeowner does not make an application for naturalization within 6 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 live with disabilities. Unfortunately, lots of employers decline tasks to these individuals. Some employers even reject their handicapped workers sensible accommodations.
This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando special needs rights legal representatives have extensive knowledge and experience litigating special needs discrimination cases. We have dedicated 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 on special needs is restricted. Under the ADA, a company can not discriminate against a candidate based upon any physical or mental restriction.
It is prohibited to victimize qualified individuals with specials needs in practically any aspect of employment, consisting of, but not restricted to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promos.
– Wages and payment.
– Benefits
We represent individuals who have been rejected access to employment, education, organization, and even government facilities. If you feel you have actually been victimized based on an impairment, think about dealing with our Central Florida disability rights group. 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 lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 forbids discrimination based on an individual’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil liberty Act and is cause for a legal match.
Some examples of civil rights offenses consist of:
– Segregating workers based upon race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for job improvement or chance based upon race
– Victimizing a staff member since of their association with individuals of a specific race or ethnicity
We Can Protect You Against Sexual Harassment
Unwanted sexual advances is a kind of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to practically all companies and employment companies.
Unwanted sexual advances laws protect employees from:
– Sexual advances
– Verbal or physical conduct of a sexual nature
– Requests for sexual favors
– Sexual jokes
Employers bear an obligation to preserve a work environment that is without sexual harassment. Our company can supply comprehensive legal representation concerning your work or sexual harassment matter.
You Deserve to Be Treated Equally in the Hospitality Sector
Our team is here to help you if a worker, colleague, company, or supervisor employment in the hospitality market broke federal or regional laws. We can take legal action for workplace violations including locations such as:
– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights
While Orlando is one of America’s biggest tourist destinations, workers who operate at theme parks, 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 on Your National Origin
National origin discrimination includes treating people (applicants or staff members) unfavorably because they are from a particular country, have an accent, or appear to be of a particular ethnic background.
National origin discrimination also can involve dealing with individuals unfavorably since they are married to (or connected with) a person of a certain national origin. Discrimination can even take place when the staff member and employer 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 employment, consisting of:
– Hiring
– Firing
– Pay
– Job projects
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of work
It is unlawful to harass a person due to the fact that of his or her national origin. Harassment can consist of, for instance, offensive or bad remarks about a person’s national origin, accent, or ethnicity.
Although the law does not restrict easy teasing, offhand remarks, or isolated incidents, harassment is unlawful when it develops a hostile workplace.
The harasser can be the victim’s manager, a colleague, or somebody who is not a worker, such as a customer or client.
” English-Only” Rules Are Illegal
The law makes it unlawful for a company to implement policies that target certain populations and are not needed to the operation of business. For instance, an employer can not force you to talk without an accent if doing so would not impede your occupational tasks.
A company can just need a staff member to speak fluent English if this is essential to perform the task successfully. So, for example, your employer can not avoid you from speaking Spanish to your coworker on your lunch break.
We Provide Legal Help for Employers Facing Accusations
Unfortunately, companies can find themselves the target of employment-related suits in spite of their best practices. Some claims also subject the company officer to personal liability.
Employment laws are intricate and changing all the time. It is crucial to think about partnering with a labor and employment lawyer in Orlando. We can navigate your challenging circumstance.
Our attorneys represent employers in litigation before administrative agencies, 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 find yourself the topic of a labor and work lawsuit, here are some situations we can assist 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, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment compensation claims
– And other matters
We understand employment lawsuits is charged with feelings and negative publicity. However, we can assist our clients minimize these negative impacts.
We also can be proactive in helping our clients with the preparation and upkeep of worker handbooks and policies for circulation and related training. Many times, this proactive approach will work as an included defense to potential claims.
Contact Bogin, Munns & Munns to read more
We have 13 places throughout Florida. We are happy to satisfy you in the area that is most convenient for you. With our main 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 attorneys are here to help you if a worker, coworker, employer, or manager broke federal or regional laws.
Start Your Case Review Today
If you have a legal matter concerning discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both staff members and employers).
We will review your responses and provide you a call. During this quick discussion, an attorney will go over your existing circumstance and legal options. 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 make certain my company accommodates my disability? It depends on the worker to ensure the company understands of the impairment and to let the company know that an accommodation is required.
It is not the employer’s responsibility to acknowledge that the staff member has a need first.
Once a request is made, the staff member and the employer need to collaborate to find if accommodations are really required, and if so, what they will be.
Both celebrations have a duty to be cooperative.
An employer can not propose only one unhelpful alternative and after that decline to offer further alternatives, and staff members can not decline to discuss which responsibilities are being restrained by their special needs or refuse to give medical evidence of their disability.
If the staff member declines to provide appropriate medical evidence or discuss why the lodging is required, the company can not be held responsible for not making the accommodation.
Even if a person is completing a task application, an employer might be required to make lodgings to help the applicant in filling it out.
However, like a staff member, the candidate is responsible for letting the company understand that a lodging is needed.
Then it is up to the company to work with the candidate to finish the application procedure.
– Does a possible 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 offer any reason when delivering 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 aspects of employment, consisting of (but not limited to) pay, category, termination, hiring, work training, referral, promo, and benefits based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.
– As a company owner I am being taken legal action against by among my former workers. What are my rights? Your rights include a capability to intensely protect the claim. Or, if you view there to be liability, you have every right to take part in settlement discussions.
However, you ought to have a work lawyer help you with your appraisal of the level of liability and prospective damages facing the company before you decide on whether to combat or settle.
– How can an Attorney protect my services if I’m being unfairly targeted in a work related suit? It is always best for a company to speak to an employment lawyer at the creation of a concern instead of waiting until suit is submitted. Sometimes, the attorney can head-off a possible 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 show to the court that the claim is pointless, if effective, and the employer wins the case, it can develop a right to an award of their lawyer’s charges payable by the employee.
Such right is usually not otherwise readily available under the majority of work law statutes.
– What must a company do after the company gets notice of a claim? Promptly get in touch with an employment attorney. There are substantial deadlines and other requirements in responding to a claim that require expertise in work law.
When conference with the attorney, have him explain his viewpoint of the liability risks and extent of damages.
You should likewise develop a strategy of action as to whether to attempt an early settlement or fight all the way through trial.
– Do I need to verify the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. must validate both the identity and employment the employment eligibility of each of their workers.
They should likewise confirm whether or not their workers are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.
A company would submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted documentation alleging eligibility.
By law, the company should keep the I-9 types for all staff members till 3 years after the date of working with, or till 1 year after termination (whichever comes last).
– I pay some of my workers an income. That means I do not have to pay them overtime, remedy? No, paying a staff member a real income is however one step in correctly categorizing them as exempt from the overtime requirements under federal law.
They must likewise fit the “responsibilities test” which needs certain job responsibilities (and absence of others) before they can be thought about exempt under the law.
– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), qualified private companies are needed to provide leave for picked military, household, and medical factors.