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

We represent companies and employees in conflicts and litigation before administrative agencies, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the issues we can handle in your place:

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

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

To consult with a skilled 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 likewise:

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

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

How Long do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you typically have up to 180 days to submit your case. This timeline could be longer based upon your circumstance. You could have 300 days to file. This makes looking for legal action essential. If you fail to submit your case within the suitable duration, 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), work lawsuits might end up being needed.

Employment litigation includes issues consisting of (but not restricted to):

- Breach of agreement.
- Workplace harassment (racial, sexual, or otherwise).
- Trade tricks and non-compete contracts.
- Wrongful termination.
- Whistle-blowing and retaliation.
- Discrimination against secured statuses, consisting of sex, disability, and race

A lot of the concerns 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 uses to workers who need to take time from work for particular medical or household reasons. The FMLA permits the employee to take leave and go back to their task afterward.

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

For the FMLA to apply:

- The company should have at least 50 staff members.
- The employee should have worked for employment the employer for at least 12 months.
- The employee should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when an employee 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 a company to fire a staff member or cancel his medical insurance due to the fact that he took FMLA leave.
- The company should renew the employee to the position he held when leave started.
- The company also can not demote the staff member or transfer them to another location.
- A company should inform a worker in writing of his FMLA leave rights, especially when the employer is mindful that the staff member has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the employer breaches the FMLA, a staff member may be entitled to recuperate any economic losses suffered, including:

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

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 prohibit discrimination based on:

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

Florida laws particularly restrict discrimination against people based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with 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 victimize a specific due to the fact that they are over the age of 40. Age discrimination can often lead to adverse emotional effects.

Our employment and labor lawyers comprehend how this can affect a private, which is why we supply caring and tailored legal care.

How Age Discrimination can Emerge

We position our clients' legal requirements before our own, no matter what. You deserve a skilled age discrimination attorney to protect your rights if you are dealing with these situations:

- Restricted task advancement based upon age.
- Adverse work environment through discrimination.
- Reduced settlement.
- Segregation based upon age.
- Discrimination versus privileges

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

Submit a Consultation Request type today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic info is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and health insurance business from discriminating against individuals if, based on their hereditary info, they are discovered to have an above-average threat of developing severe health problems or conditions.

It is also prohibited for employers to use the genetic information of candidates and workers as the basis for specific choices, consisting of employment, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The exact same law likewise safeguards pregnant females against workplace harassment and secures the exact same special needs rights for pregnant employees 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) secures veterans from discrimination and retaliation in regard to:

- Initial work.
- Promotions.
- Reemployment.
- Retention.
- Employment benefits

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

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from discriminating versus workers and applicants based on their citizenship status. This consists of:

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

However, if an irreversible local does not get naturalization within 6 months of ending up being eligible, 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 cope with impairments. Unfortunately, numerous employers refuse tasks to these individuals. Some companies even reject their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights lawyers have comprehensive knowledge and experience litigating disability discrimination cases. We have actually devoted ourselves to safeguarding the rights of people with specials needs.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon disability is forbidden. Under the ADA, an employer can not discriminate versus a candidate based upon any physical or psychological constraint.

It is prohibited to discriminate versus certified individuals with specials needs in nearly any aspect of employment, including, but not restricted to:

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

We represent people who have been rejected access to employment, education, organization, and even federal government facilities. If you feel you have been discriminated versus based upon a disability, think about 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 upon a person's skin color. Any actions or harassment by employers based upon race is an infraction of the Civil Rights Act and is cause for a legal suit.

Some examples of civil liberties infractions consist of:

- Segregating employees based on race
- Creating a hostile workplace through racial harassment
- Restricting an employee's opportunity for job advancement or chance based upon race
- Victimizing a staff member due to the fact that of their association with individuals of a particular race or ethnic culture

We Can Protect You Against Sexual Harassment

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

Unwanted sexual advances laws safeguard employees from:

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

Employers bear an obligation to preserve a workplace that is totally free of sexual harassment. Our company can offer detailed legal representation concerning your employment or sexual harassment matter.

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

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

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

While Orlando is among America's greatest traveler destinations, staff members who operate at amusement park, hotels, and restaurants should have to have equivalent opportunities. We can take legal action if your rights were breached in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with people (applicants or staff members) unfavorably due to the fact that they are from a specific country, have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can involve dealing with individuals unfavorably because they are married to (or associated with) a person of a certain national origin. Discrimination can even take place when the staff member and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any aspect of employment, including:

- Hiring
- Firing
- Pay
- Job projects
- Promotions
- Layoffs
- Training
- Fringe advantages
- Any other term or condition of employment

It is unlawful to bug an individual since of his or her national origin. Harassment can include, for instance, offensive or negative remarks about an individual's nationwide origin, accent, or ethnic culture.

Although the law doesn't prohibit simple teasing, offhand comments, or separated occurrences, harassment is illegal when it produces a hostile workplace.

The harasser can be the victim's supervisor, a coworker, or someone who is not a staff member, such as a client or client.

" English-Only" Rules Are Illegal

The law makes it unlawful for a company to implement policies that target specific populations and are not necessary 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 tasks.

An employer can just need an employee to speak fluent English if this is needed to perform the job successfully. So, for example, your company 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 suits regardless of their best practices. Some claims also subject the business officer to individual liability.

Employment laws are complicated and changing all the time. It is important to consider partnering with a labor and work attorney in Orlando. We can browse your tight spot.

Our attorneys represent companies in lawsuits before administrative firms, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you discover yourself the topic of a labor and employment suit, here are some circumstances we can assist you with:

- Unlawful termination
- Breach of contract
- Defamation
- Discrimination
- Failure to accommodate specials needs
- Harassment
- Negligent hiring and guidance
- Retaliation
- Violation of wage and hour laws, including supposed class actions
- Violations of non-competition and non-disclosure arrangements
- Unemployment payment claims
- And other matters

We comprehend work lawsuits is charged with emotions and unfavorable promotion. However, we can help our clients lessen these unfavorable effects.

We also can be proactive in assisting our clients with the preparation and maintenance of worker handbooks and policies for distribution and associated training. Many times, this proactive method will work as an added defense to possible claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 areas throughout Florida. We enjoy to fulfill you in the location that is most practical for you. With our primary 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 attorneys are here to assist you if a worker, colleague, employer, or supervisor 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 employers).

We will examine your responses and offer you a call. During this short discussion, a lawyer will review your present scenario and legal choices. You can also contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

- How can I make certain my employer accommodates my special needs? It is up to the worker to make certain the employer understands of the disability and to let the company know that an accommodation is needed.

It is not the company's responsibility to recognize that the employee has a requirement initially.

Once a demand is made, the worker and the company requirement to interact to discover if accommodations are really necessary, and if so, what they will be.

Both parties have a responsibility to be cooperative.

An employer can not propose just one unhelpful choice and then refuse to use more options, and workers can not refuse to discuss which responsibilities are being restrained by their disability or refuse to offer medical evidence of their special needs.

If the employee refuses to offer appropriate medical proof or explain why the lodging is needed, the employer can not be held accountable for not making the lodging.

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

However, like an employee, the candidate is accountable for letting the company understand that a lodging is needed.

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

- Does a prospective employer have to inform me why I didn't get the task? No, they do not. Employers may even be advised by their legal teams not to provide any reason 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, consisting of (but not restricted to) pay, classification, termination, employing, employment training, recommendation, promo, and advantages based on (to name a few things) the people color, nation 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 intensely protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.

However, you ought to have a work lawyer assist you with your evaluation of the level of liability and possible damages dealing with the company before you make a decision on whether to eliminate or settle.

- How can an Attorney secure my services if I'm being unfairly targeted in a work related suit? It is constantly best for a company to talk with an employment lawyer at the inception of a problem instead of waiting up until fit is submitted. Many times, the lawyer can head-off a potential claim either through negotiation or formal resolution.

Employers also have rights not to be taken legal action against for frivolous claims.

While the burden of evidence is upon the employer 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 fees payable by the worker.

Such right is normally 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 reacting to a claim that require know-how in employment law.

When conference with the attorney, have him describe his opinion of the liability threats and extent of damages.

You need 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 employees if I am a little service owner? Yes. Employers in the U.S. must confirm both the identity and the employment eligibility of each of their workers.

They must also validate whether or not their staff members are U.S. residents. 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 employees sent documents alleging eligibility.

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

- I pay a few of my workers a salary. That implies I do not need to pay them overtime, correct? No, paying an employee a real salary is however one step in effectively classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the "responsibilities test" which requires particular job duties (and lack of others) before they can be thought about exempt under the law.

- How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), qualified personal companies are required to provide leave for chosen military, family, and medical reasons.