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Company Description
Orlando Employment Lawyer
In a time like this, we understand that you desire a legal representative knowledgeable about the complexities of employment law. We will assist you navigate this complex process.
We represent companies and staff members in disputes 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 some of the concerns we can handle on your behalf:
Wrongful termination
– Breach of contract
– 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, religious beliefs, equivalent pay, impairment, and more).
– Failure to accommodate disabilities.
– Harassment
Today, you can talk with one of our team members about your situation.
To talk to an experienced 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 find out more about the case, we will discuss your choices. We will also:
– Gather proof that supports your allegations.
– 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 pertinent company.
– Establish what changes or accommodations might fulfill your requirements
Your labor and employment attorney’s primary objective is to safeguard your legal rights.
How Long do You Have to File Your Orlando Employment Case?
Employment and labor cases generally 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 usually have up to 180 days to file your case. This timeline could be longer based upon your situation. You could have 300 days to submit. This makes looking for legal action vital. If you fail to submit your case within the suitable duration, you might be ineligible to continue.
Orlando Employment Law Lawyer Near Me.
855-780-9986
We Can Manage Your Employment Litigation Case
If a company violates federal laws, referall.us such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), employment litigation might become needed.
Employment litigation includes concerns consisting of (but not limited to):
– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus protected statuses, including sex, disability, and race
A lot of the concerns noted above are federal criminal offenses and should 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 family factors. The FMLA allows the employee to take leave and go back to their task later.
In addition, the FMLA provides household leave for military service members and their households– if the leave is related to that service member’s military obligations.
For the FMLA to use:
– The employer needs to have at least 50 employees.
– The staff member needs to have worked for the company for a minimum of 12 months.
– The staff member needs to 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 a staff member is rejected leave or retaliated against for trying to depart. For example, it is illegal for a company to reject or prevent a worker from taking FMLA-qualifying leave.
In addition:
– It is illegal for an employer to fire an employee or cancel his medical insurance coverage since he took FMLA leave.
– The employer should restore the worker to the position he held when leave started.
– The employer also can not demote the employee or move them to another place.
– A company should inform a staff member in writing of his FMLA leave rights, specifically when the employer is conscious that the worker has an immediate requirement for leave.
Compensable Losses in FMLA Violation Cases
If the company breaches the FMLA, a staff member might be entitled to recuperate any financial losses suffered, consisting of:
– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures
That quantity 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 restrict discrimination based upon:
– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (usually 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information
Florida laws particularly prohibit discrimination against individuals based on AIDS/HIV and sickle cell trait.
We Can Represent Your Age Discrimination Case
Age discrimination is treating a specific unfavorably in the office just due to the fact that 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 specific due to the fact that they are over the age of 40. Age discrimination can typically cause unfavorable psychological impacts.
Our work and labor lawyers comprehend how this can impact an individual, which is why we offer caring and personalized legal care.
How Age Discrimination can Emerge
We put our clients‘ legal requirements before our own, no matter what. You deserve an experienced age discrimination lawyer to safeguard your rights if you are dealing with these situations:
– Restricted job development based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against advantages
We can prove that age was a determining aspect in your employer’s choice to reject you particular things. If you seem like you have actually been rejected opportunities or dealt with unjustly, the work lawyers at our law office are here to represent you.
Submit a Consultation Request form today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based on genetic details is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids employers and health insurance companies from discriminating against individuals if, based on their hereditary info, they are discovered to have an above-average danger of developing serious diseases or conditions.
It is also unlawful for employers to use the genetic info of applicants and employees as the basis for particular decisions, consisting of employment, promotion, and termination.
You Can not be Discriminated Against if You are Pregnant
The Pregnancy Discrimination Act prohibits companies from discriminating versus applicants and workers on the basis of pregnancy and associated conditions.
The exact same law also safeguards pregnant ladies against workplace harassment and protects the same disability rights for pregnant employees as non-pregnant workers.
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 employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages
We will examine your situation to prove that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws restrict companies from victimizing workers and candidates based upon their citizenship status. This consists of:
– S. residents.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary homeowners
However, if a long-term citizen does not get naturalization within 6 months of ending up being qualified, they will not be safeguarded 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 companies refuse jobs to these people. Some companies even deny their handicapped staff members sensible accommodations.
This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando disability rights lawyers have extensive knowledge and experience litigating disability discrimination cases. We have committed ourselves to protecting 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 special needs is restricted. Under the ADA, a company can not victimize an applicant based upon any physical or mental restriction.
It is prohibited to victimize qualified individuals with impairments in almost any element of work, including, but not limited to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promos.
– Wages and compensation.
– Benefits
We represent individuals who have actually been rejected access to work, education, organization, and even federal government centers. If you feel you have been discriminated against based upon an impairment, consider dealing with our Central Florida special needs rights group. We can determine if your claim has legal benefit.
Our Firm does Not Tolerate Racial Discrimination
If you have been a victim of racial discrimination in the office, let the attorneys at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 restricts discrimination based upon a person’s skin color. Any actions or harassment by companies based on race is an offense of the Civil liberty Act and is cause for a legal match.
Some examples of civil liberties offenses consist of:
– Segregating workers based on race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s chance for job development or chance based upon race
– Discriminating against an employee due to the fact that of their association with people of a certain race or ethnicity
We Can Protect You Against Sexual Harassment
Unwanted sexual advances is a type of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all companies and employment agencies.
Sexual harassment laws secure workers from:
– Sexual advances
– Verbal or physical conduct of a sexual nature
– Ask for sexual favors
– Sexual jokes
Employers bear a responsibility to preserve a workplace that is devoid of unwanted sexual advances. Our company can supply extensive legal representation concerning your employment or unwanted sexual advances matter.
You Deserve 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 workplace offenses including locations such as:
– Wrongful termination
– Discrimination against protected groups
– Disability rights
– FMLA rights
While Orlando is one of America’s greatest tourist destinations, employees who operate at style parks, hotels, and dining establishments are worthy of to have equal chances. We can take legal action if your rights were breached in these settings.
You Can not Be Victimized Based Upon Your National Origin
National origin discrimination involves dealing with individuals (candidates or workers) unfavorably since they are from a specific country, have an accent, or seem of a certain ethnic background.
National origin discrimination likewise can include dealing with people unfavorably since they are wed to (or related to) a person of a certain nationwide origin. Discrimination can even happen when the worker and employer are of the very same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws forbid discrimination when it pertains to any element of employment, including:
– Hiring
– Firing
– Pay
– Job projects
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment
It is illegal to bug a person since of his/her nationwide origin. Harassment can include, for example, offensive or bad remarks about a person’s nationwide origin, accent, or ethnicity.
Although the law does not restrict basic teasing, offhand comments, or isolated occurrences, harassment is illegal when it creates a hostile workplace.
The harasser can be the victim’s manager, a colleague, or somebody who is not a worker, such as a client or consumer.
“ English-Only“ Rules Are Illegal
The law makes it prohibited for a company to execute policies that target specific populations and are not essential to the operation of the organization. For example, a company can not require you to talk without an accent if doing so would not hinder your job-related responsibilities.
A company can just require a staff member to speak fluent English if this is needed to perform the task 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, companies can discover themselves the target of employment-related lawsuits regardless of their best practices. Some claims likewise subject the business officer to personal liability.
Employment laws are complicated and changing all the time. It is critical to think about partnering with a labor and work lawyer in Orlando. We can browse your hard scenario.
Our attorneys represent companies in litigation before administrative firms, federal courts, and state courts. As kept in mind, we likewise represent them in arbitrations and mediations.
We Can Aid With the Following Issues
If you find yourself the subject of a labor and employment claim, here are some scenarios we can help you with:
– Unlawful termination
– Breach of agreement
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Unemployment compensation claims
– And other matters
We comprehend work lawsuits is charged with feelings and negative publicity. However, we can help our clients minimize these unfavorable results.
We also can be proactive in assisting our customers with the preparation and maintenance of staff member handbooks and policies for circulation and associated training. Lot of times, this proactive technique will work as an included defense to possible claims.
Contact Bogin, Munns & Munns to read more
We have 13 places throughout Florida. We are happy to meet you in the place that is most practical for you. With our primary 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 attorneys are here to help you if a staff member, coworker, company, or supervisor broke federal or local laws.
Start Your Case Review Today
If you have a legal matter worrying discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both employees and employers).
We will evaluate your answers and give you a call. During this quick conversation, an attorney will discuss your current scenario and legal alternatives. You can likewise call to speak straight to a member of our staff.
Call or Submit Our Consultation Request Form Today
– How can I make sure my employer accommodates my special needs? It depends on the staff member to make certain the employer understands of the disability and to let the company know that a lodging is needed.
It is not the employer’s duty to recognize that the worker has a requirement first.
Once a demand is made, the worker and the company need to interact to discover if accommodations are really needed, and if so, what they will be.
Both celebrations have a responsibility to be cooperative.
An employer can not propose only one unhelpful alternative and then refuse to use additional choices, and staff members can not decline to describe which tasks are being hindered by their impairment or refuse to provide medical evidence of their special needs.
If the worker declines to offer relevant medical proof or explain why the lodging is required, the company can not be held accountable for not making the accommodation.
Even if a person is filling out a job application, an employer might be needed to make lodgings to assist the candidate in filling it out.
However, like a worker, the applicant is accountable for letting the employer understand that a lodging is required.
Then it is up to the company to deal with the applicant to complete the application process.
– Does a possible employer have to inform me why I didn’t get the job? No, they do not. Employers may even be by their legal groups not to give any factor when providing the problem.
– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards individuals from discrimination in aspects of employment, including (but not limited to) pay, category, termination, working with, work training, referral, promotion, and advantages based on (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.
– As a service owner I am being taken legal action against by among my former staff members. 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 engage in settlement conversations.
However, you ought to have an employment attorney help you with your evaluation of the level of liability and potential damages facing the business before you decide on whether to fight or settle.
– How can an Attorney safeguard my organizations if I’m being unfairly targeted in a work associated lawsuit? It is constantly best for a company to speak with a work lawyer at the inception of a problem instead of waiting till fit is filed. Lot of times, the lawyer can head-off a potential claim either through settlement or official resolution.
Employers also have rights not to be demanded frivolous claims.
While the concern of proof is upon the employer to prove to the court that the claim is unimportant, if effective, and the company wins the case, it can create a right to an award of their lawyer’s charges payable by the worker.
Such right is usually not otherwise readily available under many work law statutes.
– What must a company do after the employer gets notice of a claim? Promptly get in touch with an employment attorney. There are considerable deadlines and other requirements in responding to a claim that need proficiency in work law.
When meeting with the lawyer, have him describe his viewpoint of the liability threats and level of damages.
You ought to likewise establish a strategy as to whether to attempt an early settlement or battle all the method through trial.
– Do I need to validate the citizenship of my workers if I am a little service owner? Yes. Employers in the U.S. should validate both the identity and the employment eligibility of each of their workers.
They should likewise confirm whether or not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.
An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the workers sent documentation alleging eligibility.
By law, the employer should keep the I-9 kinds for all staff members until 3 years after the date of hiring, or until 1 year after termination (whichever comes last).
– I pay some of my staff members a wage. That means I do not need to pay them overtime, fix? No, paying an employee a real wage is but one action in properly classifying them as exempt from the overtime requirements under federal law.
They must also fit the „tasks test“ which requires specific task duties (and lack 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 private companies are needed to supply leave for picked military, family, and medical factors.