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About Us

Orlando Employment Lawyer

In a time like this, we understand that you desire an attorney knowledgeable about the complexities of employment law. We will assist you navigate this complicated process.

We represent employers and staff members in disagreements and litigation before administrative firms, federal courts, and employment state courts. We also represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the concerns we can handle 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, religious beliefs, equivalent pay, special needs, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can consult with one of our employee about your circumstance.

To seek advice from a skilled employment law lawyer serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not endure discrimination of any kind. After we discover more about the case, we will discuss your options. We will likewise:

– Gather evidence that supports your allegations.
– Interview your coworkers, 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 pertinent company.
– Establish what modifications or accommodations could satisfy your requirements

Your labor and work legal representative’s main goal is to safeguard your legal rights.

For how long 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 typically have up to 180 days to file your case. This timeline could be longer based upon your scenario. You might have 300 days to file. This makes looking for legal action crucial. If you stop working to submit your case within the appropriate duration, you might be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If an employer breaks 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 including (but not restricted to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, including sex, special needs, and race

A lot of the problems listed above are federal crimes and ought to be taken really 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 specific medical or family reasons. The FMLA permits the staff member to take leave and go back to their task later.

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

For the FMLA to apply:

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

You Have Rights if You Were Denied Leave

Claims can occur when a staff member is rejected leave or struck back versus for attempting to take leave. For example, it is illegal for an employer to reject or prevent a staff member from taking FMLA-qualifying leave.

In addition:

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

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a worker might be entitled to recuperate any financial losses suffered, including:

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

That quantity is doubled if the court or jury discovers that the employer 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 on:

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

Florida laws specifically forbid discrimination versus individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the office just 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 illegal to discriminate versus a private since they are over the age of 40. Age discrimination can frequently result in unfavorable emotional results.

Our employment and labor attorneys understand how this can impact a specific, which is why we provide thoughtful and personalized legal care.

How Age Discrimination can Present Itself

We put our clients’ legal needs before our own, no matter what. You should have a skilled age discrimination attorney to protect your rights if you are facing these situations:

– Restricted job improvement based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against privileges

We can prove that age was a figuring out factor in your employer’s decision to deny you certain things. If you feel like you have actually been rejected advantages or treated unfairly, the employment attorneys at our law practice are here to represent you.

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on hereditary info is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance business from victimizing people if, based on their hereditary details, they are discovered to have an above-average threat of establishing major health problems or conditions.

It is also illegal for companies to use the hereditary details of candidates and employees as the basis for specific choices, including employment, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against candidates and workers on the basis of pregnancy and associated conditions.

The exact same law also secures pregnant women against workplace harassment and protects the very same special needs rights for pregnant staff members 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 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 workers and candidates based upon their citizenship status. This consists of:

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

However, if a permanent citizen does not get 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 live with disabilities. Unfortunately, numerous employers refuse jobs to these individuals. Some companies even deny their disabled workers reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights attorneys have comprehensive knowledge and experience litigating impairment discrimination cases. We have actually devoted 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 upon impairment is restricted. Under the ADA, an employer can not discriminate versus a candidate based on any physical or mental constraint.

It is illegal to victimize qualified people with disabilities in almost any aspect of employment, consisting of, however not limited to:

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

We represent people who have been rejected access to employment, education, company, and even government centers. If you feel you have actually been victimized based upon an impairment, think about working with our Central Florida special needs rights group. We can 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 help. The Civil Liberty Act of 1964 restricts discrimination based upon an individual’s skin color. Any actions or harassment by companies based on race is an infraction of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties violations include:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s opportunity for task advancement or chance based upon race
– Discriminating versus an employee because of their association with people of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to essentially all employers and employment service.

Unwanted sexual advances laws safeguard workers from:

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

Employers bear a duty to preserve a work environment that is complimentary of sexual harassment. Our firm can supply detailed legal representation concerning your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

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

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

While Orlando is one of America’s most significant traveler destinations, staff members who work at amusement park, hotels, and dining establishments are worthy of to have equal opportunities. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based Upon Your National Origin

National origin discrimination includes dealing with people (candidates or workers) unfavorably since they are from a specific nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination likewise can involve treating individuals unfavorably since they are wed to (or related to) a person of a specific nationwide origin. Discrimination can even occur when the staff member and company are of the same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is unlawful to harass a person because of his or her national origin. Harassment can include, for example, offending or negative remarks about a person’s national origin, accent, employment or ethnic background.

Although the law does not prohibit easy teasing, offhand employment comments, or isolated incidents, harassment is illegal when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

The law makes it illegal for a company to carry out policies that target specific populations and are not necessary to the operation of business. For instance, a company can not require you to talk without an accent if doing so would not hamper your occupational tasks.

An employer can just need an employee to speak proficient English if this is necessary 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, employers can discover themselves the target of employment-related lawsuits regardless of their best practices. Some claims also subject the company officer to individual liability.

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

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

We Can Assist With the Following Issues

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

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

We understand work litigation is charged with feelings and unfavorable promotion. However, we can assist our clients decrease these unfavorable effects.

We likewise can be proactive in assisting our customers with the preparation and maintenance of employee handbooks and policies for distribution and associated training. Sometimes, this proactive technique will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We enjoy to fulfill you in the place that is most convenient 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 help you if an employee, coworker, company, 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 employees and companies).

We will examine your answers and give you a call. During this brief discussion, a lawyer will go over your present scenario and legal alternatives. You can likewise call to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my special needs? It depends on the worker to ensure the company understands of the disability and to let the company understand that an accommodation is required.

It is not the employer’s obligation to recognize that the worker has a need initially.

Once a demand is made, the worker and the company need to collaborate to find if lodgings are actually needed, and if so, what they will be.

Both celebrations have a duty 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 describe which duties are being restrained by their special needs or refuse to provide medical evidence of their special needs.

If the worker refuses to offer appropriate medical proof or explain why the accommodation is needed, the company can not be held accountable for not making the lodging.

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

However, like an employee, the applicant is accountable for letting the employer understand that a lodging is needed.

Then it depends on the company to deal with the candidate to complete the application procedure.

– Does a prospective company have to inform me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal groups not to provide any reason when providing the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects individuals from discrimination in elements of employment, employment including (however not restricted to) pay, classification, termination, working with, employment work training, referral, promotion, 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 sued by one of my former employees. What are my rights? Your rights include a capability to strongly protect the claim. Or, if you view there to be liability, you have every right to participate in settlement discussions.

However, you must have a work lawyer help you with your valuation of the extent of liability and possible damages dealing with the business before you decide on whether to combat or settle.

– How can a Lawyer protect my businesses if I’m being unfairly targeted in a work related claim? It is always best for an employer to talk with a work attorney at the creation of a problem rather than waiting up until fit is filed. Sometimes, the attorney can head-off a possible claim either through settlement or official resolution.

Employers likewise have rights not to be taken legal action against for unimportant claims.

While the burden of evidence is upon the employer to prove to the court that the claim is unimportant, if effective, and the company wins the case, it can produce a right to an award of their lawyer’s costs payable by the staff member.

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

– What must an employer do after the company gets notification of a claim? Promptly get in touch with a work legal representative. There are substantial deadlines and other requirements in responding to a claim that require knowledge in work law.

When conference with the lawyer, have him describe his viewpoint of the liability threats and degree of damages.

You must likewise develop a strategy as to whether to attempt an early settlement or battle all the method through trial.

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

They must also verify whether their staff members are U.S. people. These policies were enacted by the Immigration Reform and Control Act.

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

By law, the employer must keep the I-9 types for all workers up until 3 years after the date of hiring, or till 1 year after termination (whichever comes last).

– I pay a few of my employees a salary. That suggests I do not need to pay them overtime, fix? No, paying an employee a true salary is however one action in correctly categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “tasks test” which requires particular task duties (and lack of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), eligible personal employers are required to offer leave for chosen military, family, and medical reasons.