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  • Founded Date 5th Mar 2024
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Company Description

Orlando Employment Lawyer

In a time like this, we comprehend that you desire a legal representative knowledgeable about the intricacies of work law. We will help you browse this complicated process.

We represent employers and staff members in disputes and litigation before administrative agencies, 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 some of the problems we can manage on your behalf:

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

Today, you can consult with among our employee about your situation.

To speak with an experienced work law legal representative serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not endure discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will also:

– Gather proof that supports your claims.
– Interview your colleagues, manager, and other related parties.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
– Establish what modifications or accommodations might meet your requirements

Your labor and work 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 normally do not fall under injury law, so the time frame for taking legal action is much shorter than some may expect.

Per the EEOC, you usually have up to 180 days to file your case. This timeline could be longer based on your scenario. You could have 300 days to submit. This makes looking for legal action important. If you fail to submit your case within the proper period, you might be disqualified to proceed.

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 lawsuits may end up being essential.

Employment lawsuits involves concerns including (but not limited to):

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

Much of the issues listed above are federal criminal offenses 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 require time from work for particular medical or household reasons. The FMLA permits the employee to depart and return to their task afterward.

In addition, the FMLA offers 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 employer should have at least 50 workers.
– The worker 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 develop when a staff member is rejected leave or retaliated versus for trying to depart. For example, it is illegal for a company to reject or discourage a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The employer needs to restore the worker to the position he held when leave started.
– The company also can not demote the employee or move them to another area.
– A company needs to alert a staff member in writing of his FMLA leave rights, specifically when the employer is aware that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, an employee might be entitled to recover any economic losses suffered, including:

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

That quantity is doubled if the court or jury finds 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 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 particularly prohibit discrimination against individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the work environment just 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 illegal to victimize a specific due to the fact that they are over the age of 40. Age discrimination can typically lead to adverse psychological effects.

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 deserve an experienced age discrimination lawyer to safeguard your rights if you are dealing with these situations:

– Restricted task advancement based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination versus privileges

We can prove that age was a determining consider your company’s choice to deny you particular things. If you feel like you have actually been denied opportunities or treated unfairly, the work attorneys at our law company are here to represent you.

Submit a Consultation Request form today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon hereditary information is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law prohibits employers and health insurance coverage companies from victimizing individuals if, based on their genetic info, they are found to have an above-average danger of establishing serious illnesses or conditions.

It is also illegal for employers to use the genetic information of applicants and employees as the basis for particular decisions, consisting of work, promo, and employment termination.

You Can not be Victimized if You are Pregnant

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

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

Your Veteran Status ought 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 advantages

We will investigate your scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from discriminating against workers and applicants based on their citizenship status. This includes:

– S. people.
– Asylees.
– Refugees.
– Recent long-term residents.
– Temporary residents

However, if a long-term resident does not look for naturalization within 6 months of becoming 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 deal with impairments. Unfortunately, many employers decline tasks to these individuals. Some employers even deny their handicapped employees affordable lodgings.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando special needs rights attorneys have extensive knowledge and experience litigating disability discrimination cases. We have dedicated ourselves to protecting 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 forbidden. Under the ADA, an employer can not victimize a candidate based on any physical or mental restriction.

It is prohibited to discriminate against qualified people with disabilities in nearly any element of work, including, but not limited to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and payment.
– Benefits

We represent individuals who have actually been denied access to employment, education, organization, and even federal government facilities. If you feel you have actually been discriminated versus based on a disability, consider dealing 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 actually been a victim of racial discrimination in the office, let the attorneys at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 forbids discrimination based on an individual’s skin color. Any actions or harassment by companies based on race is an offense of the Civil Rights Act and is cause for a legal fit.

Some examples of civil rights infractions include:

– Segregating employees based upon race
– Creating a hostile workplace through racial harassment
– Restricting an employee’s possibility for employment job development or opportunity based upon race
– Discriminating versus a staff member since of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all companies and employment service.

Sexual harassment laws protect staff members from:

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

Employers bear an obligation to maintain an office that is without sexual harassment. Our company can offer comprehensive legal representation concerning your work or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to assist you if an employee, colleague, company, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for office offenses involving locations such as:

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

While Orlando is among America’s most significant traveler destinations, staff members who operate at style parks, hotels, and dining establishments are worthy of to have equivalent chances. 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 individuals (applicants or staff members) unfavorably because they are from a specific nation, have an accent, or appear to be of a specific ethnic background.

National origin discrimination also can include treating individuals unfavorably because they are married to (or associated with) a person of a certain 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 prohibited discrimination when it concerns any aspect of work, including:

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

It is unlawful to bother an individual since of his/her national origin. Harassment can include, for instance, offending or bad remarks about a person’s national origin, accent, or ethnic background.

Although the law doesn’t restrict basic teasing, offhand comments, or isolated occurrences, harassment is unlawful when it produces a hostile work environment.

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

” English-Only” Rules Are Illegal

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

An employer can just need a staff member to speak fluent English if this is required to carry out the job efficiently. 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 discover themselves the target of employment-related lawsuits in spite of their best practices. Some claims also subject the company officer to individual liability.

Employment laws are intricate and changing all the time. It is important to consider partnering with a labor and work lawyer in Orlando. We can navigate your hard scenario.

Our attorneys represent companies in lawsuits before administrative companies, 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 topic of a labor and work claim, here are some scenarios we can assist 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 settlement claims
– And other matters

We understand work litigation is charged with emotions and unfavorable promotion. However, we can assist our customers lessen these negative effects.

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

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We more than happy to satisfy you in the location that is most practical 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 work attorneys are here to assist you if an employee, coworker, employer, or manager broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both staff members and companies).

We will examine your answers and provide you a call. During this brief discussion, an attorney will go over your current scenario and legal options. 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 company accommodates my disability? It is up to the staff member to ensure the company understands of the impairment and to let the employer know that a lodging is required.

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

Once a request is made, the worker and the company need to collaborate to find if lodgings are in fact required, and if so, what they will be.

Both parties have an obligation to be cooperative.

A company can not propose just one unhelpful choice and after that refuse to use further alternatives, and employees can not decline to explain which tasks are being hampered by their disability or refuse to give medical evidence of their special needs.

If the employee declines to provide appropriate medical evidence or employment describe why the lodging is needed, the employer can not be held responsible for not making the accommodation.

Even if a person is filling out a job application, an employer might be needed to make lodgings to help the applicant in filling it out.

However, like an employee, the candidate is accountable for letting the company know that an accommodation is required.

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

– Does a potential company have to inform me why I didn’t get the job? No, they do not. Employers may even be instructed by their legal groups not to offer 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 individuals from discrimination in aspects of work, of (however not limited to) pay, classification, termination, hiring, work training, recommendation, promo, and benefits based upon (among other things) the people color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being taken legal action against by among my former staff members. What are my rights? Your rights include a capability to vigorously safeguard the claim. Or, if you perceive there to be liability, you have every right to take part in settlement conversations.

However, you ought to have an employment attorney assist you with your valuation of the level of liability and possible damages dealing with the company before you make a decision on whether to combat or settle.

– How can an Attorney safeguard my organizations if I’m being unfairly targeted in an employment related lawsuit? It is always best for a company to talk to an employment legal representative at the creation of a concern rather than waiting up until fit is submitted. Lot of times, the lawyer can head-off a potential claim either through settlement or formal resolution.

Employers likewise have rights not to be demanded frivolous claims.

While the problem of proof is upon the company to prove to the court that the claim is pointless, if effective, and the employer wins the case, it can develop a right to an award of their attorney’s costs payable by the staff member.

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

– What must an employer do after the company gets notice of a claim? Promptly call an employment legal representative. There are considerable deadlines and other requirements in reacting to a claim that need knowledge in employment law.

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

You ought to also establish a strategy of action regarding whether to attempt an early settlement or combat all the way through trial.

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

They need to also confirm whether their employees are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

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

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

– I pay a few of my workers a salary. That suggests I do not have 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 need to likewise fit the “tasks test” which needs particular task responsibilities (and lack of others) before they can be considered exempt under the law.

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