In a time like this, we comprehend that you desire a legal representative knowledgeable about the intricacies of employment law. We will assist you navigate this complicated procedure.

We represent employers and employees in disputes and lawsuits before administrative companies, federal courts, and state courts. We likewise 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 manage in your place:

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

Today, you can talk with among our employee about your circumstance.

To speak 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 alternatives. We will likewise:

- Gather evidence that supports your accusations.
- Interview your coworkers, manager, and other related celebrations.
- Determine how state and federal laws use to your scenarios.
- File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant company.
- Establish what changes or lodgings might satisfy your requirements

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

For how long do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you generally 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 seeking legal action important. If you stop working to submit your case within the appropriate duration, job you could be disqualified to proceed.

Orlando Employment Law Lawyer Near Me.
855-780-9986

We Can Manage Your Employment Litigation Case

If a company breaches 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 end up being necessary.

Employment lawsuits includes concerns 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 against secured statuses, consisting of sex, special needs, and race

A number of the concerns listed above are federal criminal offenses and must be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who need to require time from work for certain medical or family factors. The FMLA enables the worker to take leave and return to their task later.

In addition, the FMLA offers family 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 company should have at least 50 employees.
- The staff member should have worked for the employer for at least 12 months.
- The staff member should have worked 1,250 hours in the 12 months instantly preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when a staff member is denied leave or struck back against for trying to take leave. For instance, it is unlawful for an employer to reject or discourage a worker from taking FMLA-qualifying leave.

In addition:

- It is unlawful for a company to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
- The company needs to renew the employee to the position he held when leave began.
- The employer also can not demote the worker or transfer them to another area.
- An employer needs to inform a worker in writing of his FMLA leave rights, especially when the employer understands that the staff member has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, a worker may be entitled to recuperate any financial losses suffered, consisting of:

- Lost pay.
- Lost advantages.
- 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 forbid 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 particularly restrict discrimination against people based on AIDS/HIV and sickle cell trait.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the office just due to the fact that 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 an individual due to the fact that they are over the age of 40. Age discrimination can typically result in adverse psychological effects.

Our work and labor lawyers understand how this can affect a private, which is why we supply thoughtful and individualized legal care.

How Age Discrimination can Emerge

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

- Restricted job development based upon age.
- Adverse work environment through discrimination.
- Reduced payment.
- Segregation based upon age.
- Discrimination versus benefits

We can prove that age was a figuring out factor in your company's choice to reject you specific things. If you seem like you have actually been denied opportunities or treated unfairly, the employment attorneys at our law practice are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law prohibits companies and medical insurance business from discriminating versus people if, based on their genetic info, they are found to have an above-average danger of developing major health problems or conditions.

It is likewise unlawful for employers to use the genetic information of candidates and workers as the basis for specific choices, including work, promo, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The same law likewise protects pregnant women versus office 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) protects 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 forbid companies from victimizing employees and candidates based on their citizenship status. This includes:

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

However, if a long-term homeowner does not use for naturalization within 6 months of ending up being eligible, they will not be protected 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 disabilities. Unfortunately, many employers decline tasks to these individuals. Some employers even deny their disabled employees affordable lodgings.

This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando special needs rights legal representatives have substantial knowledge and experience litigating impairment discrimination cases. We have actually dedicated ourselves to securing the rights of people with impairments.

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 victimize a candidate based upon any physical or psychological constraint.

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

- Hiring.
- Firing.
- Job applications.
- The interview process.
- Advancement and promos.
- Wages and settlement.
- Benefits

We represent individuals who have been denied access to work, education, company, and even government centers. If you feel you have been discriminated against based upon an impairment, consider working with our Central Florida disability rights group. We can identify if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 restricts discrimination based on a person's skin color. Any actions or harassment by employers based upon race is a violation of the Civil liberty Act and is cause for a legal suit.

Some examples of civil rights offenses consist of:

- Segregating staff members based upon race
- Creating a hostile workplace through racial harassment
- Restricting a worker's opportunity for job development or opportunity based on race
- Discriminating against an employee because of their association with individuals of a specific race or ethnic background

We Can Protect You Against Sexual Harassment

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

Unwanted sexual advances laws secure workers from:

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

Employers bear an obligation to preserve an office that is totally free of sexual harassment. Our firm can supply detailed legal representation concerning your work or job sexual harassment matter.

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

Our team 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 infractions including areas such as:

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

While Orlando is among America's greatest traveler locations, employees who work at amusement park, hotels, and dining establishments are worthy of to have level playing fields. 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 (candidates or staff members) unfavorably since they are from a particular country, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can include dealing with individuals unfavorably since they are wed to (or associated with) an individual of a particular national origin. Discrimination can even happen 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 comes to any element of employment, including:

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

It is illegal to pester a person because of his/her nationwide origin. Harassment can consist of, for example, offensive or derogatory remarks about a person's nationwide origin, accent, or ethnic background.

Although the law doesn't restrict simple teasing, offhand remarks, or isolated occurrences, harassment is illegal when it creates a hostile workplace.

The harasser can be the victim's supervisor, 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 certain populations and are not essential to the operation of the company. For example, a company can not require you to talk without an accent if doing so would not hamper your occupational duties.

An employer can just need a staff member to speak proficient English if this is necessary to perform the job effectively. So, for circumstances, your company can not avoid 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 claims despite their best practices. Some claims likewise subject the company officer to personal liability.

Employment laws are complicated and altering all the time. It is important to think about partnering with a labor and employment lawyer in Orlando. We can browse your challenging situation.

Our attorneys represent companies in lawsuits before administrative firms, federal courts, and state courts. As noted, 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 claim, here are some situations we can assist you with:

- Unlawful termination
- Breach of contract
- Defamation
- Discrimination
- Failure to accommodate disabilities
- Harassment
- Negligent hiring and guidance
- Retaliation
- Violation of wage and hour laws, job 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 negative publicity. However, we can help our clients minimize these unfavorable impacts.

We also can be proactive in helping our clients with the preparation and maintenance of worker handbooks and policies for circulation and related training. Lot of times, this proactive technique will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We more than happy to meet you in the location that is most convenient for you. With our main 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 employment lawyers are here to help you if a worker, coworker, company, or supervisor broke federal or regional laws.

Start Your Case Review Today

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

We will examine your responses and give you a call. During this brief discussion, a lawyer will discuss your current situation and legal choices. You can likewise call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

- How can I make sure my company accommodates my disability? It depends on the worker to make certain the company understands of the disability and to let the company understand that an accommodation is required.

It is not the employer's duty to recognize that the worker has a requirement first.

Once a demand is made, the worker and the company need to work together to find if lodgings are actually needed, and if so, what they will be.

Both celebrations have a duty to be cooperative.

A company can not propose just one unhelpful choice and after that refuse to offer more choices, and staff members can not refuse to discuss which duties are being hampered by their impairment or refuse to give medical evidence of their impairment.

If the staff member refuses to provide pertinent medical evidence or discuss why the lodging is needed, the company can not be held responsible for not making the lodging.

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

However, like a staff member, the applicant is responsible for letting the employer understand that a lodging is required.

Then it depends on the company to deal with the candidate to finish the application procedure.

- Does a prospective company need to tell me why I didn't get the job? No, they do not. Employers might even be advised by their legal teams not to offer 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 secures individuals from discrimination in elements of work, including (but not limited to) pay, category, termination, employing, employment training, recommendation, promotion, and advantages based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.

- As an organization owner I am being sued by among my former workers. What are my rights? Your rights consist of a capability to strongly defend the claim. Or, if you perceive there to be liability, you have every right to engage in settlement conversations.

However, you must have a work legal representative help you with your valuation of the extent of liability and potential damages dealing with the business before you decide on whether to eliminate or settle.

- How can a Lawyer safeguard my organizations if I'm being unjustly targeted in an employment associated suit? It is constantly best for a company to speak to a work lawyer at the creation of an issue rather than waiting till fit is filed. Often times, the attorney can head-off a potential claim either through settlement or official resolution.

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

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

Such right is normally not otherwise available under most employment law statutes.

- What must a company do after the employer receives notice of a claim? Promptly contact an employment legal representative. There are substantial due dates and other requirements in reacting to a claim that need know-how in work law.

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

You ought to likewise develop a plan of action regarding whether to try an early settlement or fight all the way through trial.

- Do I need to verify the citizenship of my employees if I am a little service owner? Yes. Employers in the U.S. must validate both the identity and the employment 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 submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted paperwork declaring eligibility.

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

- I pay some of my staff members a salary. That implies I do not have to pay them overtime, correct? No, paying a staff member a true wage is however one action in properly classifying them as exempt from the overtime requirements under federal law.

They should also fit the "responsibilities test" which requires particular task responsibilities (and absence 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), eligible private employers are required to supply leave for selected military, family, and medical reasons.