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About Us

Orlando Employment Lawyer

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

We represent companies and employees in disagreements and litigation before administrative firms, federal courts, and state courts. We likewise 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 in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equivalent pay, special needs, and more).
– Failure to accommodate specials needs.
– Harassment

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

To seek advice from a knowledgeable work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

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

– Gather evidence that supports your claims.
– Interview your colleagues, employer, and other related parties.
– Determine how state and federal laws apply to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate firm.
– Establish what changes or accommodations could satisfy your requirements

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

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

Employment and labor cases generally 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 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 period, 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 breaks federal laws, such as those set by Title VII, job the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), work lawsuits may end up being needed.

Employment litigation includes issues consisting of (but not limited to):

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

A number of the problems noted above are federal crimes and need 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 time from work for particular medical or household reasons. The FMLA permits the worker to take leave and return to their job afterward.

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

For the FMLA to apply:

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

You Have Rights if You Were Denied Leave

Claims can emerge when an employee is rejected leave or retaliated against for attempting to depart. For instance, it is unlawful for a company to reject or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire an employee or cancel his because he took FMLA leave.
– The employer needs to restore the employee to the position he held when leave started.
– The company also can not bench the staff member or job transfer them to another location.
– An employer needs to inform a staff member in writing of his FMLA leave rights, particularly when the company is mindful that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a staff member might be entitled to recover any financial losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers 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 upon:

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

Florida laws specifically restrict discrimination against individuals based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with an individual unfavorably in the work environment 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 unlawful to victimize a private due to the fact that they are over the age of 40. Age discrimination can frequently cause unfavorable psychological impacts.

Our employment and labor lawyers comprehend how this can impact a specific, which is why we supply compassionate and customized legal care.

How Age Discrimination can Present Itself

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

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

We can show that age was a figuring out element in your company’s decision to deny you certain things. If you seem like you’ve been rejected benefits or treated unfairly, the employment attorneys at our law office are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based on hereditary information is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids companies and medical insurance companies from victimizing people if, based upon their genetic info, they are found to have an above-average danger of establishing major health problems or conditions.

It is also illegal for employers to utilize the genetic information of candidates and workers as the basis for particular choices, consisting of work, promo, and termination.

You Can not be Victimized if You are Pregnant

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

The very same law also protects pregnant females versus workplace harassment and secures the exact same special needs rights for pregnant staff members as non-pregnant workers.

Your Veteran Status should 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 scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict companies from discriminating versus workers and candidates based upon their citizenship status. This consists of:

– S. people.
– Asylees.
– Refugees.
– Recent irreversible citizens.
– Temporary locals

However, if an irreversible resident does not request 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 impairments. Unfortunately, lots of companies decline jobs to these people. Some employers even deny their handicapped employees reasonable accommodations.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando special needs rights lawyers have extensive knowledge and experience litigating special needs discrimination cases. We have committed ourselves to safeguarding 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 upon special needs is prohibited. Under the ADA, an employer can not discriminate against a candidate based upon any physical or psychological limitation.

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

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

We represent people who have actually been denied access to work, education, service, and even federal government centers. If you feel you have been victimized based on a disability, consider working with our Central Florida impairment rights group. We can determine if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the workplace, let the lawyers at Bogin, Munns & Munns assistance. The Civil Liberty Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by employers based on race is an offense of the Civil liberty Act and is cause for a legal match.

Some examples of civil rights violations consist of:

– Segregating employees based upon race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s opportunity for job improvement or chance based on race
– Victimizing an employee since of their association with individuals of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a kind of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws use to essentially all companies and employment companies.

Sexual harassment laws protect 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 workplace that is devoid of sexual harassment. Our company can provide thorough legal representation concerning your work or sexual harassment 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, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for workplace offenses including locations such as:

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

While Orlando is one of America’s greatest traveler destinations, workers who operate at amusement park, 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 involves dealing with individuals (applicants or workers) unfavorably due to the fact that they are from a particular nation, have an accent, or appear to be of a certain ethnic background.

National origin discrimination also can involve dealing with people unfavorably due to the fact that they are married to (or connected with) a person of a specific national origin. Discrimination can even happen when the employee and company are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect 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 bother a person because of his or her nationwide origin. Harassment can include, for instance, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic culture.

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

The harasser can be the victim’s manager, a colleague, or job somebody who is not a staff member, such as a customer or client.

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to implement policies that target certain populations and are not required to the operation of business. For instance, a company can not force you to talk without an accent if doing so would not hamper your occupational tasks.

A company can just need a staff member to speak proficient English if this is essential to carry out the job efficiently. So, for example, your company 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 find themselves the target of employment-related claims in spite of their finest practices. Some claims also subject the business officer to personal liability.

Employment laws are complex and changing all the time. It is crucial to consider partnering with a labor and work legal representative in Orlando. We can navigate your tight spot.

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

We Can Help with the Following Issues

If you find yourself the subject of a labor and employment lawsuit, here are some circumstances 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 purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters

We understand job work lawsuits is charged with emotions and negative publicity. However, we can help our clients minimize these negative impacts.

We likewise can be proactive in helping our customers with the preparation and upkeep of employee handbooks and policies for job distribution and related training. Sometimes, this proactive method will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to find out more

We have 13 locations throughout Florida. We enjoy to fulfill you in the place that is most convenient for you. With our primary 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 lawyers are here to help you if a staff member, coworker, company, or manager broke federal or local 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 examine your answers and give you a call. During this short discussion, 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 make certain my employer accommodates my impairment? It is up to the worker to make certain the company knows of the impairment and to let the company know that an accommodation is required.

It is not the employer’s duty to recognize that the staff member has a requirement first.

Once a request is made, the worker and the employer need to work together to discover if lodgings are really essential, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

A company can not propose only one unhelpful alternative and after that refuse to offer further alternatives, and workers can not refuse to describe which responsibilities are being impeded by their impairment or refuse to offer medical proof of their disability.

If the employee declines to provide relevant medical proof or describe why the lodging is needed, the company can not be held responsible for not making the lodging.

Even if an individual is completing a task application, a company might be required to make accommodations to help the applicant in filling it out.

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

Then it depends on the company to deal with the applicant to finish the application process.

– Does a possible employer need to tell me why I didn’t get the task? No, they do not. Employers may even be advised by their legal groups not to give any factor when delivering the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures individuals from discrimination in elements of work, consisting of (but not limited to) pay, classification, termination, employing, employment training, referral, promotion, and benefits based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As a company owner I am being taken legal action against by one of my former workers. What are my rights? Your rights consist of an ability to vigorously protect the claim. Or, if you view there to be liability, you have every right to engage in settlement discussions.

However, you should have a work legal representative help you with your assessment of the extent of liability and potential damages dealing with the company before you make a choice on whether to combat or settle.

– How can a Lawyer secure my services if I’m being unfairly targeted in a work related suit? It is constantly best for a company to talk to an employment attorney at the inception of an issue instead of waiting till suit is filed. Sometimes, the attorney can head-off a prospective claim either through settlement or formal resolution.

Employers likewise have rights not to be sued for frivolous claims.

While the burden of proof is upon the company to show to the court that the claim is unimportant, if effective, and the employer wins the case, it can produce a right to an award of their lawyer’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 contact a work lawyer. There are substantial deadlines and other requirements in reacting to a claim that require knowledge in employment law.

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

You ought to likewise develop a strategy as to whether to attempt an early settlement or combat 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. need to validate both the identity and the work eligibility of each of their workers.

They must likewise validate whether or not their workers are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the employees submitted documentation declaring eligibility.

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

– I pay a few of my staff members an income. That means I do not need to pay them overtime, correct? No, paying a staff member a real wage is however one action in effectively categorizing them as exempt from the overtime requirements under federal law.

They should also fit the “tasks test” which needs 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) effect companies? Under the Family and Medical Leave Act (FMLA), eligible private employers are required to provide leave for picked military, household, and medical factors.