In a time like this, we understand that you want an attorney acquainted with the complexities of work law. We will assist you browse this complex procedure.
We represent companies and workers in disagreements and litigation before administrative companies, 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 a few of the concerns we can manage on your behalf:
Wrongful termination
- Breach of agreement
- Violation of wage and hour laws, consisting of supposed class actions
- Violations of non-competition and non-disclosure agreements
- Discrimination (e.g., age, sex, race, religious beliefs, equal pay, disability, and more).
- Failure to accommodate impairments.
- Harassment
Today, you can consult with one of our team members about your circumstance.
To speak with a skilled employment 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 learn more about the case, we will discuss your alternatives. We will also:
- Gather evidence that supports your claims.
- Interview your coworkers, employer, 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 company.
- Establish what modifications or accommodations could meet your requirements
Your labor and work legal representative's main objective is to safeguard your legal rights.
For 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 might be longer based upon your situation. You might have 300 days to file. This makes looking for legal action essential. If you fail to submit your case within the proper period, you could be ineligible to proceed.
Orlando Employment Law Lawyer Near Me.
855-780-9986
We Can Manage Your Employment Litigation Case
If a company 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 litigation may end up being required.
Employment lawsuits includes problems consisting of (however not limited to):
- Breach of agreement.
- Workplace harassment (racial, sexual, or otherwise).
- Trade secrets and non-compete contracts.
- Wrongful termination.
- Whistle-blowing and retaliation.
- Discrimination versus safeguarded statuses, consisting of sex, impairment, and race
A number of the issues listed above are federal criminal offenses and need to be taken extremely seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that applies to workers who require to take some time from work for specific medical or family factors. The FMLA permits the worker to take leave and return to their task later.
In addition, the FMLA supplies family leave for military service members and their households-- if the leave is related to that service member's military responsibilities.
For the FMLA to apply:
- The company must have at least 50 employees.
- The employee should have worked for the employer for a minimum of 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 develop when an employee is rejected leave or retaliated versus for trying to depart. For instance, it is illegal for an employer to reject or prevent an employee from taking FMLA-qualifying leave.
In addition:
- It is illegal for an employer to fire an employee or cancel his medical insurance coverage since he took FMLA leave.
- The company must renew the worker to the position he held when leave started.
- The company likewise can not bench the worker or transfer them to another location.
- An employer needs to notify a staff member in writing of his FMLA leave rights, particularly when the employer knows that the employee has an immediate need for leave.
Compensable Losses in FMLA Violation Cases
If the employer violates the FMLA, an employee might be entitled to recuperate any financial losses suffered, consisting of:
- Lost pay.
- Lost benefits.
- Various out-of-pocket expenses
That quantity is doubled if the court or jury finds 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 on:
- Religion.
- Disability.
- Race.
- Sex.
- Marital status.
- National origin.
- Color.
- Pregnancy.
- Age (generally 40 and over).
- Citizenship status.
- Veteran status.
- Genetic details
Florida laws specifically forbid discrimination versus individuals based on AIDS/HIV and sickle cell trait.
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'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 discriminate against a private because they are over the age of 40. Age discrimination can often result in adverse emotional impacts.
Our work and labor lawyers comprehend how this can affect a specific, which is why we supply thoughtful and personalized legal care.
How Age Discrimination can Emerge
We place our clients' legal needs before our own, no matter what. You deserve a skilled age discrimination attorney to defend your rights if you are dealing with these situations:
- Restricted job advancement based upon age.
- Adverse workplace through discrimination.
- Reduced settlement.
- Segregation based upon age.
- Discrimination versus advantages
We can prove that age was a figuring out consider your company's decision to reject you specific things. If you feel like you have actually been rejected advantages or treated unfairly, the employment attorneys at our law practice are here to represent you.
Submit a Consultation Request form today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based on hereditary info is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids employers and medical insurance companies from victimizing individuals if, based on their hereditary info, they are found to have an above-average risk of developing major illnesses or conditions.
It is also prohibited for employers to use the genetic details of applicants and employees as the basis for specific choices, consisting of work, promotion, and employment 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 very same law also secures pregnant women against work environment harassment and secures the exact same special needs rights for pregnant staff members as non-pregnant staff members.
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 examine your scenario to show that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws prohibit companies from discriminating against workers and applicants based upon their citizenship status. This consists of:
- S. citizens.
- Asylees.
- Refugees.
- Recent irreversible residents.
- Temporary locals
However, if a permanent citizen does not request naturalization within six 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 live with specials needs. Unfortunately, many employers refuse tasks to these individuals. Some employers even deny their disabled employees reasonable lodgings.
This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando disability rights lawyers have extensive understanding and experience litigating disability discrimination cases. We have dedicated 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 forbidden. Under the ADA, a company can not discriminate against an applicant based upon any physical or mental restriction.
It is prohibited to discriminate versus certified people with disabilities in almost any element of employment, consisting of, but not limited to:
- Hiring.
- Firing.
- Job applications.
- The interview procedure.
- Advancement and promos.
- Wages and compensation.
- Benefits
We represent people who have actually been denied access to employment, employment education, organization, and even government facilities. If you feel you have been discriminated against based on a special needs, 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 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 companies based on race is a violation of the Civil liberty Act and is cause for a legal suit.
Some examples of civil rights infractions include:
- Segregating workers based on race
- Creating a hostile work environment through racial harassment
- Restricting a staff member's chance for job advancement or opportunity based on race
- Victimizing a staff member due to the fact that of their association with people of a certain race or ethnicity
We Can Protect You Against Sexual Harassment
Unwanted sexual advances is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all employers and employment service.
Sexual harassment laws secure employees from:
- Sexual advances
- Verbal or physical conduct of a sexual nature
- Ask for sexual favors
- Sexual jokes
Employers bear a duty to maintain an office that is without sexual harassment. Our firm can provide detailed legal representation concerning your employment or sexual harassment matter.
You Can Be Treated Equally in the Hospitality Sector
Our group is here to help you if an employee, coworker, employer, or supervisor in the hospitality market broke federal or local laws. We can take legal action for office infractions including locations such as:
- Wrongful termination
- Discrimination versus safeguarded groups
- Disability rights
- FMLA rights
While Orlando is one of America's biggest traveler locations, staff members who operate at amusement park, hotels, and dining establishments deserve to have level playing fields. We can take legal action if your rights were violated in these settings.
You Can not Be Victimized Based on Your National Origin
National origin discrimination involves dealing with people (applicants or employees) 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 involve dealing with people unfavorably due to the fact that they are wed to (or related to) an individual of a particular national origin. Discrimination can even happen when the worker and employer are of the very same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws forbid discrimination when it comes to any aspect of employment, including:
- Hiring
- Firing
- Pay
- Job tasks
- Promotions
- Layoffs
- Training
- Fringe advantages
- Any other term or condition of employment
It is unlawful to pester a person due to the fact that of his/her national origin. Harassment can include, for example, offensive or negative remarks about a person's national origin, accent, or ethnicity.
Although the law does not forbid basic teasing, offhand comments, or separated occurrences, harassment is unlawful when it produces a hostile workplace.
The harasser can be the victim's manager, a colleague, or someone who is not an employee, such as a client or consumer.
" English-Only" Rules Are Illegal
The law makes it prohibited for a company to implement policies that target specific populations and are not necessary to the operation of business. For circumstances, a company can not require you to talk without an accent if doing so would not hamper your occupational duties.
A company can only need a worker to speak fluent English if this is necessary 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, employers can find 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 intricate and altering all the time. It is crucial to think about partnering with a labor and employment lawyer in Orlando. We can browse your tight spot.
Our attorneys represent companies in litigation before administrative companies, federal courts, and state courts. As noted, we likewise 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 situations we can help 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 purported class actions
- Violations of non-competition and non-disclosure arrangements
- Unemployment payment claims
- And other matters
We comprehend employment lawsuits is charged with feelings and unfavorable publicity. However, we can assist our clients minimize these unfavorable effects.
We also can be proactive in assisting our clients with the preparation and maintenance of employee handbooks and policies for distribution and related training. Lot of times, this proactive technique will work as an added defense to prospective claims.
Contact Bogin, Munns & Munns for more information
We have 13 locations throughout Florida. We are pleased to satisfy you in the place that is most convenient for you. With our main workplace in Orlando, we have 12 other workplaces in:
- Clermont
- Cocoa
- Daytona
- Gainesville
- Kissimmee
- Leesburg
- Melbourne
- Ocala
- Orange City
- Cloud
- Titusville
- The Villages
Our labor and employment work attorneys are here to help you if a staff member, coworker, employer, or manager 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 staff members and companies).
We will evaluate your responses and offer you a call. During this quick conversation, a lawyer will review your existing circumstance and legal options. You can also contact us to speak straight to a member of our personnel.
Call or Submit Our Consultation Request Form Today
- How can I ensure my employer accommodates my special needs? It is up to the employee to make certain the employer knows of the disability and to let the company understand that an accommodation is required.
It is not the employer's obligation to acknowledge that the worker has a need initially.
Once a demand is made, the employee and the company requirement to work together to discover if lodgings are in fact essential, and if so, what they will be.
Both celebrations have an obligation to be cooperative.
An employer can not propose just one unhelpful option and after that decline to use additional options, and staff members can not refuse to describe which duties are being hindered by their disability or refuse to offer medical proof of their impairment.
If the employee refuses to give appropriate medical proof or discuss why the accommodation is required, the employer can not be held liable for not making the lodging.
Even if a person is submitting a job application, a company may be required to make lodgings to assist the candidate in filling it out.
However, like an employee, the candidate is accountable for letting the employer know that a lodging is required.
Then it is up to the company to work with the applicant to finish the application process.
- Does a potential employer need to tell me why I didn't get the job? No, they do not. Employers might even be instructed by their legal groups not to provide any factor 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 individuals from discrimination in aspects of work, including (however not limited to) pay, category, termination, working with, employment training, referral, promo, and benefits based on (among other things) the individuals color, country of origin, employment race, gender, or status as a veteran.
- As a company owner I am being taken legal action against by among my previous workers. What are my rights? Your rights include a capability to vigorously defend the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.
However, you need to have an employment legal representative help you with your evaluation of the level of liability and possible damages dealing with the company before you decide on whether to combat or settle.
- How can a Lawyer protect my businesses if I'm being unfairly targeted in a work associated suit? It is constantly best for an employer to talk with an employment lawyer at the beginning of a problem instead of waiting until fit is filed. Sometimes, the lawyer can head-off a potential claim either through settlement or formal resolution.
Employers likewise have rights not to be demanded pointless claims.
While the problem of proof is upon the company to prove to the court that the claim is unimportant, if effective, and the employer wins the case, it can create a right to an award of their attorney's charges payable by the staff member.
Such right is generally not otherwise readily available under a lot of employment law statutes.
- What must a company do after the company receives notification of a claim? Promptly contact a work legal representative. There are considerable deadlines and other requirements in reacting to a claim that need expertise in work law.
When conference with the attorney, have him discuss his opinion of the liability risks and extent of damages.
You should also establish a strategy as to whether to attempt an early settlement or battle all the way through trial.
- Do I need to verify the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. should validate both the identity and the work eligibility of each of their staff members.
They must likewise validate whether or not their workers are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.
An employer would submit an I-9 (Employment Eligibility Verification Form) and examine the workers sent paperwork declaring eligibility.
By law, the employer needs to keep the I-9 kinds for all workers until 3 years after the date of hiring, or till 1 year after termination (whichever comes last).
- I pay some of my employees an income. That indicates I do not have to pay them overtime, correct? No, paying an employee a true wage is however one action in effectively classifying them as exempt from the overtime requirements under federal law.
They should also fit the "responsibilities test" which requires specific 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 offer leave for selected military, household, and medical factors.
