In a time like this, we understand that you desire an attorney familiar with the complexities of work law. We will assist you navigate this complex process.
We represent companies and employees in disagreements and lawsuits before administrative firms, federal courts, and state courts. We also represent our clients in arbitrations and mediations.
We Handle the Following Labor and Employment Practice Areas
Here are a few of the problems we can handle on your behalf:
Wrongful termination
- Breach of agreement
- Violation of wage and hour laws, consisting of purported class actions
- Violations of non-competition and non-disclosure arrangements
- Discrimination (e.g., age, sex, race, faith, equivalent pay, impairment, and more).
- Failure to accommodate impairments.
- Harassment
Today, you can talk with one of our staff member about your scenario.
To speak with a skilled employment law attorney 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 accusations.
- Interview your coworkers, employer, and other related celebrations.
- Determine how state and federal laws use to your scenarios.
- File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
- Establish what changes or accommodations could meet your requirements
Your labor and employment legal representative's main objective is to secure your legal rights.
How Long do You Have to File Your Orlando Employment Case?
Employment and labor cases usually 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 submit your case. This timeline might be longer based upon your situation. You might have 300 days to submit. This makes looking for legal action important. If you fail to file your case within the proper period, you could be ineligible 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 may end up being required.
Employment lawsuits involves problems including (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, employment consisting of sex, impairment, and race
Many of the concerns noted above are federal criminal offenses and need to be taken very seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that uses to workers who need to require time from work for certain medical or household factors. The FMLA allows the staff member 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 obligations.
For the FMLA to apply:
- The company needs to have at least 50 workers.
- The worker needs to have worked for the employer for at least 12 months.
- The worker must have worked 1,250 hours in the 12 months right away preceding the leave.
You Have Rights if You Were Denied Leave
Claims can arise when an employee is denied leave or struck back versus for attempting to take leave. For instance, it is illegal for a company to reject or discourage a worker from taking FMLA-qualifying leave.
In addition:
- It is illegal for an employer to fire a staff member or cancel his medical insurance coverage because he took FMLA leave.
- The employer needs to renew the worker to the position he held when leave began.
- The company likewise can not bench the staff member or transfer them to another place.
- An employer needs to inform a worker in writing of his FMLA leave rights, especially when the company is conscious that the worker has an urgent need for leave.
Compensable Losses in FMLA Violation Cases
If the employer breaks the FMLA, a worker might be entitled to recuperate any economic losses suffered, consisting of:
- Lost pay.
- Lost benefits.
- Various out-of-pocket costs
That amount 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 info
Florida laws specifically prohibit discrimination against people based on AIDS/HIV and employment sickle cell trait.
We Can Represent Your Age Discrimination Case
Age discrimination is treating an individual unfavorably in the workplace merely 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 an individual due to the fact that they are over the age of 40. Age discrimination can often result in negative emotional impacts.
Our work and labor lawyers understand how this can impact a specific, which is why we provide compassionate and customized legal care.
How Age Discrimination can Emerge
We place our clients' legal requirements before our own, no matter what. You are worthy of a knowledgeable age discrimination lawyer to defend your rights if you are facing these circumstances:
- Restricted job development based upon age.
- Adverse work environment through discrimination.
- Reduced payment.
- Segregation based upon age.
- Discrimination against privileges
We can prove that age was a figuring out consider your company's choice to reject you particular things. If you feel like you've been rejected privileges or dealt with unfairly, the employment lawyers at our law practice are here to represent you.
Submit an Assessment Request type today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based on hereditary details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids employers and health insurance companies from victimizing individuals if, based on their genetic details, they are found to have an above-average risk of establishing severe health problems or conditions.
It is likewise prohibited for employers to use the hereditary information of applicants and staff members as the basis for particular decisions, consisting of employment, promo, and termination.
You Can not be Discriminated Against if You are Pregnant
The Pregnancy Discrimination Act forbids companies from victimizing applicants and staff members on the basis of pregnancy and related conditions.
The exact same law also secures pregnant women against work environment harassment and protects the same impairment rights for pregnant workers as non-pregnant workers.
Your Veteran Status should 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 examine your scenario to prove that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws prohibit companies from victimizing staff members and candidates based upon their citizenship status. This includes:
- S. residents.
- Asylees.
- Refugees.
- Recent long-term locals.
- Temporary citizens
However, if a permanent resident does not obtain naturalization within 6 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 live with impairments. Unfortunately, numerous employers decline jobs to these individuals. Some companies even reject their disabled workers reasonable accommodations.
This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando special needs rights attorneys have substantial knowledge and experience litigating disability discrimination cases. We have committed ourselves to protecting the rights of people with disabilities.
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, an employer can not discriminate versus an applicant based on any physical or psychological restriction.
It is unlawful to discriminate versus qualified people with impairments in almost any element of work, including, however not limited to:
- Hiring.
- Firing.
- Job applications.
- The interview procedure.
- Advancement and promotions.
- Wages and compensation.
- Benefits
We represent individuals who have been rejected access to work, education, organization, and even government centers. If you feel you have actually been discriminated against based on an impairment, consider working with our Central Florida special needs rights team. We can figure out 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 work environment, let the lawyers at Bogin, Munns & Munns help. The Civil Rights Act of 1964 prohibits discrimination based on a person's skin color. Any actions or harassment by companies based on race is an infraction of the Civil liberty Act and is cause for a legal match.
Some examples of civil liberties offenses consist of:
- Segregating staff members based on race
- Creating a hostile workplace through racial harassment
- Restricting a worker's opportunity for task advancement or opportunity based on race
- Victimizing a worker because of their association with people of a specific race or ethnic culture
We Can Protect You Against Unwanted Sexual Advances
Unwanted sexual advances is a type of sex discrimination that breaks Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to essentially all employers and work companies.
Unwanted sexual advances laws protect employees from:
- Sexual advances
- Verbal or physical conduct of a sexual nature
- Requests for sexual favors
- Sexual jokes
Employers bear a responsibility to keep an office that is without unwanted sexual advances. Our firm can provide comprehensive legal representation regarding your employment or sexual harassment matter.
You Can Be Treated Equally in the Hospitality Sector
Our group is here to help you if a staff member, colleague, employer, or supervisor in the hospitality market broke federal or local laws. We can take legal action for work environment infractions including areas such as:
- Wrongful termination
- Discrimination against safeguarded groups
- Disability rights
- FMLA rights
While Orlando is one of America's biggest traveler destinations, employees who operate at theme parks, hotels, and dining establishments should have to have . 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 individuals (applicants or staff members) unfavorably due to the fact that they are from a specific country, have an accent, or appear to be of a certain ethnic background.
National origin discrimination likewise can involve treating people unfavorably due to the fact that they are married to (or employment related to) a person of a specific national origin. Discrimination can even take place when the worker and employer are of the exact same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws prohibited discrimination when it pertains to any element of work, consisting of:
- Hiring
- Firing
- Pay
- Job projects
- Promotions
- Layoffs
- Training
- Additional benefit
- Any other term or condition of employment
It is unlawful to bother an individual because of his or her national origin. Harassment can consist of, for example, offensive or bad remarks about a person's national origin, accent, or ethnic culture.
Although the law doesn't forbid simple teasing, offhand comments, or isolated occurrences, harassment is prohibited when it produces a hostile workplace.
The harasser can be the victim's manager, a colleague, or somebody who is not a worker, such as a customer or customer.
" English-Only" Rules Are Illegal
The law makes it prohibited for an employer to carry out policies that target certain populations and are not essential to the operation of business. For example, a company can not force you to talk without an accent if doing so would not restrain your job-related tasks.
A company can just require an employee to speak proficient English if this is needed to perform 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 regardless of their best practices. Some claims also subject the company officer to individual liability.
Employment laws are complex and altering all the time. It is vital to consider partnering with a labor and employment lawyer in Orlando. We can browse your tight spot.
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 Assist With the Following Issues
If you discover yourself the topic of a labor and work claim, here are some circumstances we can assist you with:
- Unlawful termination
- Breach of agreement
- Defamation
- Discrimination
- Failure to accommodate disabilities
- Harassment
- Negligent hiring and employment guidance
- Retaliation
- Violation of wage and hour laws, including purported class actions
- Violations of non-competition and non-disclosure contracts
- Unemployment compensation claims
- And other matters
We comprehend employment litigation is charged with feelings and negative publicity. However, we can help our clients lessen these negative results.
We likewise can be proactive in assisting our clients with the preparation and upkeep of worker handbooks and policies for circulation and related training. Sometimes, this proactive technique 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 place that is most practical 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 attorneys are here to help you if an employee, coworker, employer, or supervisor 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 workers and companies).
We will review your responses and give you a call. During this brief discussion, an attorney will review your present circumstance and legal alternatives. You can likewise call to speak directly to a member of our staff.
Call or Submit Our Consultation Request Form Today
- How can I ensure my company accommodates my special needs? It depends on the employee to make sure the employer understands of the impairment and to let the company know that a lodging is needed.
It is not the employer's duty to acknowledge that the staff member has a need first.
Once a request is made, the employee and the employer need to work together to find if accommodations are actually needed, and if so, what they will be.
Both parties have a responsibility to be cooperative.
A company can not propose just one unhelpful option and after that refuse to offer additional choices, and workers can not decline to explain which responsibilities are being hindered by their special needs or refuse to offer medical proof of their impairment.
If the worker declines to give appropriate medical proof or explain why the lodging is needed, the employer can not be held responsible for not making the lodging.
Even if a person is submitting a task application, a company might be required to make accommodations to assist the candidate in filling it out.
However, like a worker, the candidate is accountable for letting the employer understand that a lodging is required.
Then it depends on the employer to deal with the applicant to finish the application process.
- Does a prospective employer need to inform me why I didn't get the job? No, they do not. Employers may even be instructed by their legal teams not to offer any factor when providing the problem.
- How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects people from discrimination in aspects of work, consisting of (but not limited to) pay, category, termination, employing, employment training, recommendation, promo, and benefits based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.
- As a company owner I am being sued by one of my previous employees. What are my rights? Your rights consist of a capability to intensely protect the claim. Or, if you perceive there to be liability, you have every right to take part in settlement discussions.
However, you must have an employment attorney assist you with your evaluation of the level of liability and potential damages facing the company before you make a decision on whether to combat or settle.
- How can a Lawyer safeguard my businesses if I'm being unjustly targeted in a work associated lawsuit? It is constantly best for an employer to speak with a work legal representative at the beginning of an issue rather than waiting till fit is filed. Sometimes, employment the attorney can head-off a potential claim either through settlement or formal 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 successful, and the company wins the case, it can produce a right to an award of their lawyer's charges payable by the employee.
Such right is normally not otherwise offered under many work law statutes.
- What must an employer do after the company gets notice of a claim? Promptly call an employment lawyer. There are substantial due dates and other requirements in reacting to a claim that require expertise in work law.
When conference with the lawyer, have him describe his opinion of the liability threats and degree of damages.
You need to likewise establish a strategy regarding whether to try an early settlement or battle all the method through trial.
- Do I have to confirm the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. should verify both the identity and the work eligibility of each of their employees.
They need to also confirm whether or not their employees are U.S. citizens. These regulations were enacted by the Immigration Reform and Control Act.
A company would file an I-9 (Employment Eligibility Verification Form) and look over the staff members sent paperwork declaring eligibility.
By law, the employer should keep the I-9 types for all workers up until 3 years after the date of working with, or until 1 year after termination (whichever comes last).
- I pay some of my workers a wage. That indicates I do not need to pay them overtime, fix? No, paying a worker a real wage is however one action in effectively classifying them as exempt from the overtime requirements under federal law.
They must also fit the "duties 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) impact companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are required to supply leave for selected military, household, and medical factors.
