Overview

  • Founded Date May 22, 1954
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Company Description

Orlando Employment Lawyer

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

We represent companies and employees in conflicts and litigation before administrative companies, 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 problems we can manage on your behalf:

Wrongful termination
– Breach of agreement
– 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, disability, and more).
– Failure to accommodate impairments.
– Harassment

Today, you can consult with among our team members about your scenario.

To talk to a skilled employment law attorney 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 likewise:

– Gather proof that supports your claims.
– Interview your coworkers, boss, and other associated parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or lodgings might meet your needs

Your labor and work attorney’s main objective is to protect your legal rights.

The length of time do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you usually 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 important. If you fail to submit your case within the suitable duration, 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 end up being required.

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

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

A lot of the issues listed above are federal criminal offenses and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who need to require time from work for particular medical or household reasons. The FMLA permits the employee to depart and return to their job later.

In addition, the FMLA supplies family leave for military service members and their households– if the leave is associated to that service member’s military commitments.

For the FMLA to use:

– The company must have at least 50 employees.
– The worker needs to have worked for the company for at least 12 months.
– The worker should have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can arise when a staff member is rejected leave or struck back versus for trying to take leave. For instance, it is illegal for a company to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire an employee or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer needs to renew the employee to the position he held when leave started.
– The company likewise can not demote the employee or transfer them to another area.
– An employer needs to notify a worker in writing of his FMLA leave rights, especially when the company understands that the staff member has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee might be entitled to recuperate any economic losses suffered, including:

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

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

Click to contact our Orlando Employment Lawyers today

You are Protected from Discrimination in Florida

Both federal and Florida laws restrict discrimination based upon:

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

Florida laws particularly restrict discrimination against individuals based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the office simply since 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 specific due to the fact that they are over the age of 40. Age discrimination can typically cause adverse emotional results.

Our employment and labor lawyers comprehend how this can impact a private, which is why we offer caring and personalized legal care.

How Age Discrimination can Emerge

We put our customers’ legal needs before our own, no matter what. You deserve a skilled age discrimination attorney to defend your rights if you are dealing with these scenarios:

– Restricted task advancement based upon age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus benefits

We can prove that age was a determining factor in your company’s decision to reject you certain things. If you seem like you have actually been rejected benefits or treated unfairly, the work lawyers at our law practice 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 information is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and medical insurance companies from victimizing individuals if, based upon their hereditary info, they are discovered to have an above-average threat of developing serious illnesses or conditions.

It is likewise unlawful for companies to utilize the genetic information of candidates and staff members as the basis for particular choices, including employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids companies from discriminating versus applicants and staff members on the basis of pregnancy and associated conditions.

The very same law also secures pregnant women against work environment harassment and protects the same disability rights for pregnant employees as non-pregnant staff members.

Your Veteran Status must 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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will investigate your circumstance to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from discriminating against workers and applicants based on their citizenship status. This consists of:

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

However, if a long-term local does not request naturalization within six months of becoming qualified, they will not be secured 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 decline jobs to these individuals. Some employers even deny their disabled workers affordable lodgings.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando special needs rights lawyers have substantial knowledge and experience litigating disability discrimination cases. We have dedicated ourselves to securing the rights of individuals with disabilities.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on impairment is prohibited. Under the ADA, an employer can not discriminate against a candidate based on any physical or mental restriction.

It is prohibited to discriminate versus certified people with disabilities in practically any aspect of employment, including, but not limited to:

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

We represent individuals who have been denied access to employment, education, company, and even government centers. If you feel you have been victimized based upon a special needs, consider working with our Central Florida impairment rights team. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have actually been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 restricts discrimination based upon 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 suit.

Some examples of civil rights violations consist of:

– Segregating employees based on race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s opportunity for task improvement or chance based on race
– Discriminating versus a staff member since of their association with people of a specific race or ethnic background

We Can Protect You Against Sexual Harassment

Unwanted sexual advances is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to essentially all employers and employment service.

Unwanted sexual advances laws protect staff members from:

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

Employers bear an obligation to preserve an office that is without sexual harassment. Our firm can offer comprehensive legal representation regarding your employment or unwanted sexual advances matter.

You Have the Right to Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, colleague, company, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment violations involving areas such as:

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

While Orlando is one of America’s most significant tourist locations, staff members who work at theme parks, hotels, and restaurants deserve to have equal chances. We can take legal action if your rights were violated in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination includes treating people (candidates or staff members) unfavorably due to the fact that they are from a particular nation, have an accent, or appear to be of a specific ethnic background.

National origin discrimination also can include dealing with people unfavorably since they are wed to (or related to) a person of a specific 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 forbid discrimination when it pertains to any aspect of work, consisting of:

– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Additional benefit
– Any other term or condition of work

It is illegal to harass a person since of his or her nationwide origin. Harassment can consist of, referall.us for instance, offending or negative remarks about an individual’s national origin, accent, or ethnic culture.

Although the law doesn’t restrict easy teasing, offhand comments, or isolated occurrences, harassment is prohibited when it produces a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it illegal for an employer to implement policies that target particular populations and are not necessary to the operation of the company. For circumstances, a company can not force you to talk without an accent if doing so would not hinder your job-related tasks.

A company can just need an employee to speak proficient English if this is necessary to perform the task effectively. So, for circumstances, your company 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 discover themselves the target of employment-related lawsuits in spite of their best practices. Some claims also subject the business officer to personal liability.

Employment laws are complicated and changing all the time. It is crucial to consider partnering with a labor and work lawyer in Orlando. We can browse your tight spot.

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

We Can Help with the Following Issues

If you find yourself the topic of a labor and employment claim, here are some situations we can assist you with:

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

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

We likewise can be proactive in helping our clients with the preparation and maintenance of staff member handbooks and policies for circulation and associated training. Sometimes, this proactive technique will work as an added defense to potential claims.

Contact Bogin, Munns & Munns for more information

We have 13 places throughout Florida. We enjoy to meet you in the location that is most practical for you. With our primary 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 assist you if a worker, colleague, employer, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment submit our online Employment Law Questionnaire (for both workers and companies).

We will evaluate your answers and give you a call. During this short discussion, a lawyer will discuss your present scenario and legal alternatives. You can likewise contact us to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I ensure my company accommodates my disability? It depends on the employee to make certain the employer understands of the impairment and to let the employer know that an accommodation is required.

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

Once a request is made, the worker and the employer requirement to work together to find if accommodations are in fact required, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose just one unhelpful option and then refuse to use further options, and employees can not decline to explain which tasks are being hampered by their special needs or refuse to give medical evidence of their disability.

If the staff member declines to provide pertinent medical evidence or explain why the lodging is required, the employer can not be held accountable for not making the lodging.

Even if an individual is filling out a task application, an employer might be needed to make lodgings to assist the applicant in filling it out.

However, like a staff member, the candidate is responsible for letting the company understand that an accommodation is needed.

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

– Does a prospective 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 protects people from discrimination in elements of employment, consisting of (however not to) pay, classification, termination, employing, employment training, recommendation, promotion, and advantages based on (amongst other things) the people color, country 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 strongly protect the claim. Or, if you view there to be liability, you have every right to take part in settlement conversations.

However, you need to have an employment attorney assist you with your appraisal of the extent of liability and prospective damages facing the company before you make a decision on whether to combat or settle.

– How can a Lawyer protect my organizations if I’m being unfairly targeted in an employment related suit? It is always best for an employer to speak with a work legal representative at the inception of an issue rather than waiting till fit is submitted. Sometimes, the legal representative can head-off a prospective claim either through negotiation or formal resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the concern of proof is upon the employer to show to the court that the claim is pointless, if effective, and the company wins the case, it can develop a right to an award of their attorney’s charges payable by the staff member.

Such right is normally not otherwise available under most employment law statutes.

– What must an employer do after the employer receives notification of a claim? Promptly get in touch with an employment legal representative. There are considerable due dates and other requirements in responding to a claim that need knowledge in work law.

When meeting with the attorney, have him describe his opinion of the liability dangers and degree of damages.

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

– Do I have to verify the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. must verify both the identity and the employment eligibility of each of their employees.

They should also confirm whether their workers are U.S. residents. These regulations were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the employees sent paperwork declaring eligibility.

By law, the employer needs to keep the I-9 types for all staff members until 3 years after the date of working with, or until 1 year after termination (whichever comes last).

– I pay a few of my workers a wage. That suggests I do not need to pay them overtime, correct? No, paying a worker a real wage is however one step in effectively categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “tasks 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) impact employers? Under the Family and Medical Leave Act (FMLA), qualified personal employers are needed to provide leave for selected military, household, and medical factors.