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About Us

Orlando Employment Lawyer

In a time like this, we comprehend that you want an attorney knowledgeable about the intricacies of employment law. We will assist you browse this complicated procedure.

We represent employers and workers in disputes and lawsuits 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 issues we can manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, faith, equivalent pay, disability, and more).
– Failure to accommodate impairments.
– Harassment

Today, you can talk to among our staff member about your scenario.

To consult with an experienced work law lawyer 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 also:

– Gather evidence that supports your allegations.
– Interview your coworkers, employer, and other related 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 lodgings might fulfill your needs

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

How Long do You Need 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 may expect.

Per the EEOC, you generally have up to 180 days to submit your case. This timeline could be longer based on your scenario. You could have 300 days to file. This makes looking for legal action vital. If you stop working to submit your case within the suitable period, you could 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), employment litigation might become necessary.

Employment litigation includes problems consisting of (however not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus safeguarded statuses, including sex, special needs, and race

Many of the problems listed above are federal criminal activities and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to workers who need to require time from work for particular medical or household reasons. The FMLA enables the worker to take leave and go back to their task afterward.

In addition, the FMLA supplies 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 company needs to have at least 50 workers.
– The employee should have worked for the employer for at least 12 months.
– The worker 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 occur when a staff member is denied leave or retaliated against for trying to depart. For instance, it is unlawful for a company to reject or dissuade an employee from taking FMLA-qualifying leave.

In addition:

– It is illegal for an employer to fire a staff member or cancel his medical insurance coverage since he took FMLA leave.
– The company should renew the staff member to the position he held when leave started.
– The employer likewise can not bench the employee or move them to another place.
– A company must alert a staff member in writing of his FMLA leave rights, especially when the company understands that the employee 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 recuperate any financial losses suffered, consisting of:

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

That quantity 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 prohibit discrimination based on:

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

Florida laws specifically restrict discrimination versus people based upon AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the workplace simply because 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 unlawful to discriminate versus a specific since they are over the age of 40. Age discrimination can typically lead to adverse emotional results.

Our work and labor attorneys understand how this can impact a private, which is why we provide thoughtful and individualized legal care.

How Age Discrimination can Present Itself

We put our clients’ legal needs before our own, no matter what. You deserve an experienced age discrimination lawyer to safeguard your rights if you are facing these circumstances:

– Restricted task development based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based on age.
– Discrimination against privileges

We can show that age was an identifying factor in your company’s decision to deny you certain things. If you feel like you have actually been rejected privileges or dealt with unjustly, the employment attorneys at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic information 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 individuals if, based on their genetic info, they are found to have an above-average danger of developing serious health problems or conditions.

It is also prohibited for employers to utilize the genetic info of applicants and staff members as the basis for particular decisions, including work, job promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids employers from victimizing candidates and employees on the basis of pregnancy and associated conditions.

The same law also secures pregnant ladies versus work environment harassment and protects the same impairment rights for pregnant workers 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) protects veterans from discrimination and retaliation in regard to:

– Initial work.
– 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 restrict companies from discriminating versus staff members and candidates based upon their citizenship status. This consists of:

– S. residents.
– Asylees.
– Refugees.
– Recent permanent homeowners.
– Temporary locals

However, if a long-term resident does not look for naturalization within six months of ending up being eligible, 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 impairments. Unfortunately, lots of companies refuse tasks to these individuals. Some companies even reject their disabled staff members reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights attorneys have substantial understanding and experience litigating disability discrimination cases. We have committed ourselves to safeguarding the rights of individuals with specials needs.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon impairment is forbidden. Under the ADA, a company can not discriminate against a candidate based on any physical or mental limitation.

It is prohibited to victimize certified individuals with disabilities in nearly any aspect of employment, consisting of, but not restricted to:

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

We represent individuals who have been rejected access to employment, education, company, and even government facilities. If you feel you have actually been victimized based upon a special needs, consider working with our Central Florida disability rights group. We can identify 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 aid. The Civil Rights Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by companies based upon race is an infraction of the Civil Rights Act and job is cause for a legal match.

Some examples of civil rights offenses consist of:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for task improvement or opportunity based upon race
– Victimizing a worker due to the fact that of their association with individuals of a particular race or job ethnic culture

We Can Protect You Against Unwanted Sexual Advances

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

Sexual harassment laws safeguard employees from:

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

Employers bear a responsibility to maintain a workplace that is devoid of sexual harassment. Our company can supply detailed legal representation concerning your work or unwanted sexual advances matter.

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

Our group is here to assist you if a staff member, coworker, company, or manager in the hospitality market broke federal or regional laws. We can take legal action for office violations involving areas such as:

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

While Orlando is one of America’s biggest traveler destinations, staff members who work at amusement park, hotels, and dining establishments should have to have equal opportunities. 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 people (candidates or staff members) unfavorably due to the fact that they are from a particular country, have an accent, or seem of a certain ethnic background.

National origin discrimination also can involve dealing with people unfavorably because they are wed to (or related to) a person of a particular nationwide origin. Discrimination can even take place when the employee and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is unlawful to pester a person because of his or her national origin. Harassment can include, for instance, offending or bad remarks about a person’s national origin, accent, or ethnic culture.

Although the law doesn’t forbid basic teasing, offhand comments, or isolated events, harassment is illegal when it creates 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 client.

” English-Only” Rules Are Illegal

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

A company can just require a worker to speak fluent English if this is required to carry out the job effectively. So, for circumstances, 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 find themselves the target of employment-related suits in spite of their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and altering all the time. It is vital to consider partnering with a labor and work legal representative in Orlando. We can browse your challenging situation.

Our lawyers represent employers in litigation before administrative agencies, 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 subject of a labor and employment lawsuit, here are some circumstances we can help you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment settlement claims
– And other matters

We understand employment litigation is charged with emotions and unfavorable publicity. However, we can assist our clients reduce these unfavorable results.

We likewise can be proactive in helping our clients with the preparation and maintenance of employee handbooks and policies for circulation and associated training. Often times, this proactive approach will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We more than happy to fulfill you in the area that is most convenient for you. With our main office 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 employment lawyers are here to assist you if a worker, colleague, employer, 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 employees and companies).

We will examine your answers and provide you a call. During this short conversation, a lawyer will go over your current situation and legal options. You can also 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 staff member to make sure the employer knows of the impairment and to let the company understand that a lodging is needed.

It is not the company’s responsibility to recognize that the worker has a need initially.

Once a demand is made, the staff member and the employer requirement to collaborate to discover if lodgings are really necessary, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

An employer can not propose just one unhelpful choice and after that decline to provide additional choices, and employees can not decline to discuss which tasks are being restrained by their disability or refuse to offer medical evidence of their disability.

If the employee declines to give pertinent medical evidence or explain why the accommodation is needed, the company can not be held responsible for not making the accommodation.

Even if a person is filling out a job application, a company may be required to make accommodations to assist the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the employer know that an accommodation is needed.

Then it is up to the company to deal with the applicant to complete the application procedure.

– Does a prospective employer have 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 factor when providing 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 work, including (however not restricted to) pay, category, termination, working with, work training, recommendation, promotion, and benefits based upon (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by among my previous workers. What are my rights? Your rights include an ability to strongly defend the claim. Or, if you perceive there to be liability, you have every right to engage in settlement discussions.

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

– How can an Attorney protect my companies if I’m being unfairly targeted in a work associated claim? It is always best for an employer to speak with a work legal representative at the beginning of an issue rather than waiting till match is submitted. Sometimes, the attorney can head-off a prospective claim either through negotiation or formal resolution.

Employers also have rights not to be demanded frivolous claims.

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

Such right is usually not otherwise available under many employment law statutes.

– What must an employer do after the company gets notification of a claim? Promptly contact an employment legal representative. There are considerable due dates and other requirements in reacting to a claim that need proficiency in employment law.

When meeting with the attorney, have him discuss his viewpoint of the liability risks and level of damages.

You need to also establish a strategy regarding whether to try an early settlement or fight all the method through trial.

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

They must likewise validate whether or not their staff members are U.S. people. These policies 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 paperwork alleging eligibility.

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

– I pay a few of my employees a salary. That implies I do not have to pay them overtime, correct? No, paying an employee a real income is but one action in correctly categorizing them as exempt from the overtime requirements under federal law.

They need to likewise fit the “duties test” which needs specific job tasks (and absence of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), eligible private employers are needed to provide leave for selected military, family, and medical factors.