About Us

Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney acquainted with the complexities of work law. We will assist you browse this complicated procedure.

We represent employers and workers in disputes and litigation before administrative agencies, 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 some of the concerns we can handle on your behalf:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, impairment, and more).
– Failure to accommodate impairments.
– Harassment

Today, you can talk with among our team members about your situation.

To seek advice from a knowledgeable employment law legal representative 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 choices. We will likewise:

– Gather proof that supports your claims.
– Interview your colleagues, boss, and other related parties.
– Determine how state and federal laws use to your circumstances.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent firm.
– Establish what modifications or lodgings could fulfill your requirements

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

How Long do You Need 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 expect.

Per the EEOC, you generally have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You might have 300 days to submit. This makes looking for legal action important. If you stop working to submit your case within the appropriate duration, you might be ineligible to proceed.

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), or the Family and Medical Leave Act (FMLA), employment lawsuits might end up being required.

Employment litigation involves problems consisting of (but not limited to):

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

A number of the problems listed above are federal criminal activities and ought to be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to staff members who require to take time from work for specific medical or family factors. The FMLA enables the employee to take leave and return to their job later.

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 responsibilities.

For the FMLA to use:

– The company needs to have at least 50 employees.
– The staff member needs to have worked for the employer for at least 12 months.
– The employee needs to have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when a staff member is denied leave or retaliated versus for trying to depart. For instance, it is illegal for an employer to reject or dissuade an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a worker or cancel his medical insurance because he took FMLA leave.
– The company must restore the worker to the position he held when leave began.
– The employer likewise can not bench the staff member or transfer them to another location.
– A needs to inform an employee in writing of his FMLA leave rights, specifically when the employer knows that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a worker might be entitled to recover any financial losses suffered, consisting of:

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

That amount is doubled if the court or jury discovers 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 restrict discrimination based on:

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

Florida laws specifically forbid discrimination against people based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the workplace merely 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 victimize a private because they are over the age of 40. Age discrimination can often cause negative psychological impacts.

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

How Age Discrimination can Present Itself

We position our customers’ legal needs before our own, no matter what. You should have an experienced age discrimination attorney to defend your rights if you are facing these situations:

– Restricted job development based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination versus advantages

We can show that age was an identifying factor in your employer’s choice to reject you certain things. If you feel like you’ve been rejected benefits or dealt with unfairly, the work lawyers at our law practice are here to represent you.

Submit an Assessment Request form today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and health insurance business from victimizing individuals if, based upon their genetic info, they are discovered to have an above-average threat of developing major health problems or employment conditions.

It is likewise unlawful for employers to use the genetic info of candidates and employees as the basis for particular choices, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from victimizing applicants and employees on the basis of pregnancy and associated conditions.

The same law also protects pregnant females versus office harassment and secures the same disability rights for pregnant employees as non-pregnant employees.

Your Veteran Status need to 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 work.
– 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 victimizing employees and candidates based upon their citizenship status. This consists of:

– S. citizens.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary citizens

However, if a permanent homeowner does not look 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 impairments. Unfortunately, lots of companies refuse jobs to these individuals. Some employers even deny their handicapped staff members reasonable lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando impairment rights legal representatives have comprehensive knowledge and experience litigating special needs discrimination cases. We have actually dedicated ourselves to securing the rights of people with impairments.

What does the Law Protect You Against?

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

It is prohibited to victimize qualified individuals with specials needs in nearly any element of employment, including, but not restricted to:

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

We represent individuals who have actually been denied access to work, education, service, and even government centers. If you feel you have been discriminated against based on a special needs, consider dealing with our Central Florida special needs rights team. We can figure out 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 Rights Act of 1964 restricts discrimination based upon an individual’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 match.

Some examples of civil rights offenses include:

– Segregating staff members based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s possibility for job advancement or opportunity based on race
– Victimizing an employee because of their association with people of a specific race or ethnic background

We Can Protect You Against Unwanted Sexual Advances

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

Sexual harassment laws protect workers from:

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

Employers bear an obligation to preserve a workplace that is complimentary of unwanted sexual advances. Our company can provide extensive legal representation regarding your work or sexual harassment matter.

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

Our team is here to help you if an employee, coworker, company, or manager in the hospitality market broke federal or local laws. We can take legal action for office offenses involving areas such as:

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

While Orlando is among America’s greatest traveler locations, employees who operate at amusement park, hotels, and dining establishments should have to have level playing fields. 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 involves dealing with people (candidates or employees) unfavorably because they are from a specific country, have an accent, or seem of a particular ethnic background.

National origin discrimination also can involve treating people unfavorably due to the fact that they are married to (or associated with) an individual of a certain nationwide origin. Discrimination can even happen when the employee and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it pertains to any aspect of employment, including:

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

It is illegal to pester an individual because of his or her nationwide origin. Harassment can include, employment for instance, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic background.

Although the law does not forbid easy teasing, offhand comments, or separated occurrences, harassment is prohibited when it develops a hostile workplace.

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

” English-Only” Rules Are Illegal

The law makes it prohibited for a company to carry out policies that target specific populations and are not needed to the operation of the business. For example, an employer can not require you to talk without an accent if doing so would not hinder your occupational duties.

A company can only require a staff member to speak fluent English if this is required to carry out the task effectively. So, for example, your employer can not prevent you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can find themselves the target of employment-related suits despite their finest practices. Some claims likewise subject the company officer to individual liability.

Employment laws are complex and altering all the time. It is crucial to consider partnering with a labor and employment legal representative in Orlando. We can navigate your difficult circumstance.

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

We Can Assist With the Following Issues

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

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, including purported 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 unfavorable promotion. However, we can help our customers decrease these negative results.

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

Contact Bogin, Munns & Munns to read more

We have 13 areas throughout Florida. We are delighted to satisfy you in the location that is most convenient for you. With our main workplace in Orlando, we have 12 other workplaces in:

– Clermont
– Cocoa
– Daytona
– Gainesville
– Kissimmee
– Leesburg
– Melbourne
– Ocala
– Orange City
– Cloud
– Titusville
– The Villages

Our labor and work lawyers are here to assist you if a worker, coworker, employer, or manager broke federal or local laws.

Start Your Case Review Today

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

We will evaluate your answers and provide you a call. During this quick discussion, an attorney will review your present scenario and legal choices. 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 make sure my company accommodates my disability? It depends on the worker to make sure the employer understands of the impairment and to let the employer know that a lodging is required.

It is not the employer’s responsibility to recognize that the worker has a need first.

Once a request is made, the employee and the employer requirement to work together to find if accommodations are really essential, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose only one unhelpful option and after that refuse to use additional options, and employees can not decline to explain which responsibilities are being hindered by their impairment or refuse to provide medical evidence of their impairment.

If the employee declines to offer pertinent medical evidence or discuss why the lodging is needed, the company can not be held liable for not making the lodging.

Even if an individual is completing a job application, a company may be needed to make accommodations to assist the applicant in filling it out.

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

Then it depends on the employer to work with the applicant to complete the application process.

– Does a potential employer need to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal groups not to provide any factor when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII protects people from discrimination in aspects of employment, including (but not restricted to) pay, category, termination, working with, employment training, referral, promo, and advantages based on (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 sued by one of my former staff members. What are my rights? Your rights consist of a capability to intensely defend the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.

However, you ought to have an employment legal representative assist you with your evaluation of the degree of liability and prospective damages dealing with the company before you make a choice on whether to fight or settle.

– How can a Lawyer secure my businesses if I’m being unfairly targeted in an employment related suit? It is always best for a company to speak with an employment lawyer at the creation of a problem rather than waiting till match 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 problem of proof is upon the employer to show to the court that the claim is pointless, if successful, and the company wins the case, it can produce a right to an award of their lawyer’s costs payable by the worker.

Such right is usually not otherwise offered under many work law statutes.

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

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

You ought to likewise establish a strategy as to whether to attempt an early settlement or battle all the way through trial.

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

They need to likewise validate whether their employees are U.S. citizens. These guidelines 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 sent documents declaring eligibility.

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

– I pay some of my employees a salary. That means I do not need to pay them overtime, correct? No, paying a worker a true wage is however one step in effectively classifying them as exempt from the overtime requirements under federal law.

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

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), qualified personal companies are needed to supply leave for chosen military, family, and medical reasons.