In a time like this, we comprehend that you want an attorney familiar with the intricacies of employment law. We will assist you navigate this complicated process.

We represent employers and staff members in disputes and lawsuits 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 in your place:

Wrongful termination
- Breach of contract
- Violation of wage and hour laws, including supposed class actions
- Violations of non-competition and non-disclosure agreements
- Discrimination (e.g., age, sex, race, religious beliefs, equal pay, special needs, and more).
- Failure to accommodate impairments.
- Harassment

Today, you can speak with among our employee about your scenario.

To seek advice from with an experienced 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 alternatives. We will likewise:

- Gather proof that supports your claims.
- Interview your colleagues, boss, and other related parties.
- Determine how state and federal laws apply to your situations.
- File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate agency.
- Establish what changes or accommodations could fulfill your needs

Your labor and employment lawyer's main objective is to secure your legal rights.

How Long do You Have to File Your Orlando Employment Case?

Employment and labor cases typically do not fall under individual injury law, so the time frame for taking legal action is much shorter than some may anticipate.

Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based on your situation. You might have 300 days to file. This makes looking for legal action essential. If you fail to file your case within the suitable period, 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 violates federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or the Family and Medical Leave Act (FMLA), work litigation may become necessary.

Employment litigation involves problems including (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 against secured statuses, including sex, special needs, and race

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

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take some time from work for specific medical or family factors. The FMLA enables the worker to take leave and go back to their job later.

In addition, the FMLA supplies household leave for military service members and their households-- if the leave is associated to that service member's military commitments.

For the FMLA to use:

- The employer must have at least 50 staff members.
- The staff member should have worked for the company for at least 12 months.
- The employee 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 occur when a staff member is denied leave or ura.cc retaliated against for attempting to take leave. For example, it is illegal for a company to deny or dissuade an employee from taking FMLA-qualifying leave.

In addition:

- It is illegal for a company to fire an employee or cancel his medical insurance coverage because he took FMLA leave.
- The employer needs to reinstate the employee to the position he held when leave began.
- The employer likewise can not demote the worker or move them to another location.
- A company must notify a staff member in writing of his FMLA leave rights, especially when the company knows that the worker 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 expenditures

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 restrict discrimination based on:

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

Florida laws particularly prohibit discrimination versus people based upon AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the workplace 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 because they are over the age of 40. Age discrimination can frequently lead to adverse psychological results.

Our employment and labor lawyers comprehend how this can affect an individual, which is why we supply caring and individualized legal care.

How Age Discrimination can Present Itself

We place our clients' legal requirements before our own, no matter what. You are worthy of an experienced age discrimination lawyer to defend your rights if you are facing these situations:

- Restricted job improvement based on age.
- Adverse work environment through discrimination.
- Reduced settlement.
- Segregation based upon age.
- Discrimination against benefits

We can prove that age was a determining element in your employer's choice to reject you certain things. If you seem like you've been denied opportunities or treated unfairly, the employment lawyers at our law firm are here to represent you.

Submit a Consultation Request kind 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 discriminating against people if, based upon their hereditary information, they are found to have an above-average risk of establishing serious diseases or conditions.

It is also prohibited for companies to use the genetic info of candidates and workers as the basis for particular choices, consisting of work, promotion, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act prohibits employers from discriminating against candidates and employees on the basis of pregnancy and associated conditions.

The same law also safeguards pregnant ladies against work environment harassment and protects the same disability rights for pregnant employees as non-pregnant workers.

Your Veteran Status should 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 benefits

We will examine your scenario to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid employers from victimizing workers and applicants based on their citizenship status. This consists of:

- S. residents.
- Asylees.
- Refugees.
- Recent long-term residents.
- Temporary locals

However, if a permanent citizen does not get naturalization within six months of becoming qualified, 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 live with specials needs. Unfortunately, many companies refuse jobs to these people. Some companies even deny their handicapped employees affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have substantial knowledge and experience litigating impairment 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 restricted. Under the ADA, an employer can not discriminate against an applicant based upon any physical or psychological limitation.

It is unlawful to discriminate versus certified individuals with impairments in nearly any element of work, including, but not restricted to:

- Hiring.
- Firing.
- Job applications.
- The interview procedure.
- Advancement and promotions.
- Wages and settlement.
- Benefits

We represent people who have actually been rejected access to work, education, business, and even government facilities. If you feel you have actually been discriminated against based upon an impairment, think about dealing with our Central Florida impairment rights group. We can identify 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 lawyers at Bogin, Munns & Munns assistance. The Civil Liberty 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 suit.

Some examples of civil rights infractions include:

- Segregating staff members based upon race
- Creating a hostile work environment through racial harassment
- Restricting a staff member's chance for task development or opportunity based on race
- Victimizing a worker since of their association with people of a specific race or ethnic background

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to virtually all companies and employment service.

Sexual harassment laws safeguard 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 a work environment that is devoid of sexual harassment. Our company can provide comprehensive legal representation regarding your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to help you if an employee, coworker, employer, or manager in the hospitality industry broke federal or regional laws. We can take legal action for workplace violations including locations such as:

- Wrongful termination
- Discrimination against safeguarded groups
- Disability rights
- FMLA rights

While Orlando is one of America's most significant tourist destinations, workers who operate at theme parks, hotels, and dining establishments should have to have equal chances. We can take legal action if your rights were violated 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 particular country, have an accent, or seem of a particular ethnic background.

National origin discrimination also can involve dealing with people unfavorably because they are wed to (or associated with) a person of a specific nationwide origin. Discrimination can even occur when the staff member and company are of the exact 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
- Additional benefit
- Any other term or condition of work

It is unlawful to bug a person due to the fact that of his or her nationwide origin. Harassment can consist of, for instance, offensive or bad remarks about an individual's nationwide origin, accent, or ethnic background.

Although the law does not restrict simple teasing, offhand remarks, or separated incidents, harassment is illegal when it produces a hostile workplace.

The harasser can be the victim's manager, a coworker, or someone who is not a worker, such as a customer or client.

" English-Only" Rules Are Illegal

The law makes it unlawful for a company to implement policies that target certain populations and are not essential to the operation of business. For instance, a company can not force you to talk without an accent if doing so would not impede your job-related duties.

An employer can just need an employee to speak proficient English if this is needed 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 discover themselves the target of employment-related lawsuits in spite of their best practices. Some claims also subject the company officer to personal liability.

Employment laws are complex and changing all the time. It is vital to think about partnering with a labor and employment lawyer in Orlando. We can navigate your tight spot.

Our attorneys 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 Assist With the Following Issues

If you discover yourself the topic of a labor and employment lawsuit, here are some situations we can help you with:

- Unlawful termination
- Breach of agreement
- Defamation
- Discrimination
- Failure to accommodate disabilities
- 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 payment claims
- And other matters

We comprehend work lawsuits is charged with feelings and negative publicity. However, we can help our clients decrease these negative impacts.

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

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We enjoy to satisfy you in the location that is most hassle-free for you. With our main 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 assist you if a staff member, colleague, employer, or supervisor broke federal or regional laws.

Start Your Case Review Today

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

We will evaluate your responses and offer you a call. During this quick conversation, an attorney will review your present scenario and legal alternatives. You can also contact us to speak directly to a member of our personnel.

Call or Submit Our Consultation Request Form Today

- How can I ensure my company accommodates my impairment? It is up to the staff member to ensure the employer knows of the impairment and to let the employer know that an accommodation is needed.

It is not the company's obligation to recognize that the employee has a need first.

Once a demand is made, the worker and the employer need to interact to discover if accommodations are in fact needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose only one unhelpful alternative and after that decline to offer additional choices, and staff members can not decline to describe which responsibilities are being impeded by their special needs or refuse to offer medical proof of their disability.

If the worker refuses to provide pertinent medical proof or describe why the lodging is needed, the company can not be held liable for not making the accommodation.

Even if an individual is filling out a job application, an employer might be needed to make accommodations to assist the candidate in filling it out.

However, like a worker, the candidate is responsible for letting the company know that a lodging is needed.

Then it is up to the employer to deal with the applicant to complete the application process.

- Does a prospective company have to inform me why I didn't get the task? No, they do not. Employers may even be instructed by their legal teams not to give any reason when delivering the bad news.

- How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII safeguards people from discrimination in aspects of employment, consisting of (but not restricted to) pay, category, termination, working with, employment training, recommendation, promotion, and advantages based on (to name a few things) the people color, country of origin, race, gender, or status as a veteran.

- As an organization owner I am being sued by among my previous 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 attorney help you with your evaluation of the extent of liability and prospective damages dealing with the business before you decide on whether to combat or settle.

- How can a Lawyer protect my companies if I'm being unjustly targeted in an employment associated claim? It is constantly best for a company to speak with a work legal representative at the inception of a concern rather than waiting until fit is filed. Many times, the lawyer can head-off a prospective claim either through negotiation or official resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the problem of proof is upon the company to prove to the court that the claim is pointless, if effective, and the company wins the case, it can produce a right to an award of their lawyer's fees payable by the worker.

Such right is normally not otherwise readily available under the majority of employment law statutes.

- What must an employer do after the company gets notice of a claim? Promptly get in touch with an employment attorney. There are significant deadlines and other requirements in reacting to a claim that need know-how in work law.

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

You need to likewise establish a plan of action regarding whether to attempt an early settlement or fight all the way through trial.

- Do I need to confirm the citizenship of my staff members if I am a little business owner? Yes. Employers in the U.S. should verify both the identity and the work eligibility of each of their workers.

They need to likewise verify whether or not their staff members are U.S. people. These guidelines were enacted by the Immigration Reform and Control Act.

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

By law, the employer should keep the I-9 types for all workers till 3 years after the date of hiring, or up until 1 year after termination (whichever comes last).

- I pay some of my staff members a salary. That indicates I do not need to pay them overtime, remedy? No, paying an employee a true income is however one action in correctly classifying them as exempt from the overtime requirements under federal law.

They need to likewise fit the "responsibilities test" which requires specific job responsibilities (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 private employers are needed to offer leave for chosen military, household, and medical reasons.