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Description de l'entreprise

Orlando Employment Lawyer

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

We represent companies and workers in disagreements and litigation 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 a few of the concerns we can manage on your behalf:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, employment religion, equivalent pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment

Today, you can speak to one of our staff member about your situation.

To seek advice from 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 choices. We will also:

– Gather evidence that supports your allegations.
– Interview your coworkers, employer, and other related celebrations.
– Determine how state and federal laws use to your situations.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
– Establish what modifications or lodgings might meet your requirements

Your labor and employment legal representative’s primary objective is to protect your legal rights.

For how long do You Have to File Your Orlando Employment Case?

Employment and labor cases generally do not fall under accident 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 circumstance. You could have 300 days to file. This makes seeking legal action vital. If you fail to file your case within the proper duration, 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), work litigation might end up being required.

Employment lawsuits includes concerns including (but not limited to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against safeguarded statuses, consisting of sex, special needs, and race

A number of the issues noted above are federal criminal activities and need to be taken very seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who require to take time from work for certain medical or household reasons. The FMLA enables the worker to depart and go back to their task afterward.

In addition, the FMLA supplies household 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 needs to 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 an employee is rejected leave or employment struck back versus for attempting to depart. For instance, it is illegal for an employer to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

– It is illegal for a company to fire a staff member or cancel his medical insurance coverage because he took FMLA leave.
– The employer must reinstate the employee to the position he held when leave began.
– The employer also can not bench the staff member or move them to another location.
– An employer must notify an employee in writing of his FMLA leave rights, specifically when the employer knows that the worker has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company violates the FMLA, an employee may be entitled to recuperate 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 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 forbid discrimination based on:

– Religion.
– Disability.
– Race.
– Sex.
– Marital status.
– National origin.
– Color.
– Pregnancy.
– Age (usually 40 and over).
– Citizenship status.
– Veteran status.
– Genetic information

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 dealing with an individual 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 unlawful to victimize an individual because they are over the age of 40. Age discrimination can typically lead to unfavorable emotional impacts.

Our work and labor lawyers understand 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 customers’ legal requirements before our own, no matter what. You should have a skilled age discrimination lawyer to protect your rights if you are facing these scenarios:

– Restricted job improvement based on age.
– Adverse work environment through discrimination.
– Reduced payment.
– Segregation based on age.
– Discrimination against advantages

We can show that age was a figuring out aspect in your company’s decision to deny you specific things. If you feel like you’ve been rejected privileges or dealt with unjustly, the employment lawyers at our law company are here to represent you.

Submit an Assessment Request type today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts companies and medical insurance business from victimizing people if, based on their hereditary info, they are discovered to have an above-average threat of establishing severe illnesses or conditions.

It is also illegal for companies to utilize the genetic details of candidates and staff members as the basis for certain decisions, including work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

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

The very same law also secures pregnant females versus office harassment and protects the exact same special needs rights for pregnant workers as non-pregnant employees.

Your Veteran Status need 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 employment.
– 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 employers from discriminating against employees and applicants based on their citizenship status. This includes:

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

However, if a permanent resident does not make an application for naturalization within six months of becoming qualified, 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 deal with specials needs. Unfortunately, many companies refuse jobs to these people. Some employers even reject their handicapped workers reasonable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have comprehensive knowledge and experience litigating impairment discrimination cases. We have dedicated ourselves to protecting the rights of individuals with impairments.

What does the Law Protect You Against?

According to the Americans with Disabilities Act of 1990 (ADA), discrimination based on special needs is prohibited. Under the ADA, a company can not victimize a candidate based upon any physical or psychological constraint.

It is unlawful to discriminate against qualified people with impairments in nearly any element of work, including, but not limited to:

– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promos.
– Wages and payment.
– Benefits

We represent people who have actually been denied access to work, education, company, and even federal government facilities. If you feel you have been victimized based upon a special needs, consider working with our Central Florida disability rights team. We can figure out if your claim has legal merit.

Our Firm does Not Tolerate Racial Discrimination

If you have been a victim of racial discrimination in the workplace, let the attorneys at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 forbids discrimination based on a person’s skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal match.

Some examples of civil liberties infractions consist of:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s possibility for job development or chance based upon race
– Victimizing a worker because of their association with people of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Unwanted sexual advances is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all companies and employment service.

Sexual harassment laws safeguard staff members from:

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

Employers bear an obligation to maintain a workplace that is without unwanted sexual advances. Our firm can provide extensive legal representation regarding your work or sexual harassment matter.

You Can Be Treated Equally in the Hospitality Sector

Our team is here to assist you if a worker, colleague, employer, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for office violations involving areas such as:

– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights

While Orlando is among America’s greatest tourist destinations, workers who operate at theme parks, hotels, and dining establishments should have to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based on Your National Origin

National origin discrimination includes dealing with people (candidates or employees) unfavorably because they are from a specific country, have an accent, or appear to be of a particular ethnic background.

National origin discrimination also can include dealing with people unfavorably due to the fact that they are married to (or connected with) an individual of a certain nationwide origin. Discrimination can even happen when the staff member and employer are of the very same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any aspect of work, including:

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

It is illegal to bother an individual since of his/her national origin. Harassment can consist of, for instance, offensive or negative remarks about an individual’s nationwide origin, employment accent, employment or ethnicity.

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

The harasser can be the victim’s manager, a coworker, or somebody who is not a staff member, such as a customer or client.

 » English-Only » Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target particular populations and are not required to the operation of the company. For circumstances, an employer can not force you to talk without an accent if doing so would not impede your job-related responsibilities.

An employer can only need a staff member to speak proficient English if this is necessary to perform the task efficiently. So, for example, your employer 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 discover themselves the target of employment-related lawsuits regardless of their best practices. Some claims also subject the business officer to personal liability.

Employment laws are complicated and changing all the time. It is crucial to consider partnering with a labor and work lawyer in Orlando. We can browse your hard circumstance.

Our lawyers 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 Help with the Following Issues

If you find yourself the subject of a labor and employment suit, here are some situations we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and employment non-disclosure contracts
– Unemployment payment claims
– And other matters

We comprehend work litigation is charged with feelings and negative promotion. However, we can help our clients reduce these unfavorable results.

We likewise can be proactive in assisting our customers with the preparation and upkeep of staff member handbooks and policies for distribution and associated training. Sometimes, this proactive method will work as an added defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We more than happy to fulfill you in the area 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 employment employment attorneys are here to help you if a staff member, colleague, employer, or supervisor broke federal or local 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 employees and companies).

We will examine your answers and give you a call. During this quick conversation, an attorney will discuss your current scenario and legal options. You can also call to speak straight to a member of our personnel.

Call or Submit Our Consultation Request Form Today

– How can I make certain my employer accommodates my impairment? It is up to the employee to make sure the company knows of the special needs and to let the employer know that a lodging is needed.

It is not the company’s obligation to acknowledge that the employee has a requirement initially.

Once a request is made, the employee and the company requirement to work together to find if lodgings are really needed, and if so, what they will be.

Both parties have a responsibility to be cooperative.

A company can not propose just one unhelpful alternative and then decline to offer additional choices, and staff members can not refuse to explain which tasks are being hindered by their impairment or refuse to give medical proof of their disability.

If the staff member refuses to provide relevant medical proof or discuss why the lodging is needed, the employer can not be held liable for not making the lodging.

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

However, like an employee, the applicant is accountable for letting the employer understand that a lodging is required.

Then it depends on the employer to deal with the candidate to complete the application process.

– Does a potential employer have to tell me why I didn’t get the job? No, they do not. Employers might even be advised by their legal groups not to offer any factor when providing the problem.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards individuals from discrimination in aspects of employment, including (however not restricted to) pay, category, termination, employing, employment training, recommendation, promo, and benefits based upon (amongst other things) the people color, country of origin, race, gender, or status as a veteran.

– As a company owner I am being sued by one of my former employees. What are my rights? Your rights include a capability to intensely defend the claim. Or, if you view there to be liability, you have every right to engage in settlement conversations.

However, you ought to have a work legal representative assist you with your assessment of the level of liability and potential damages dealing with the business before you decide on whether to eliminate or settle.

– How can an Attorney protect my organizations if I’m being unjustly targeted in a work related claim? It is always best for a company to talk with an employment legal representative at the inception of a concern instead of waiting till match is filed. Lot of times, the lawyer can head-off a potential claim either through negotiation or official resolution.

Employers also have rights not to be claims.

While the problem of evidence is upon the employer to prove to the court that the claim is pointless, if successful, and the employer wins the case, it can develop a right to an award of their lawyer’s costs payable by the employee.

Such right is normally not otherwise available under many work law statutes.

– What must a company do after the employer receives notification of a claim? Promptly contact a work lawyer. There are substantial deadlines and other requirements in responding to a claim that need proficiency in employment law.

When meeting with the attorney, have him discuss his opinion of the liability dangers and extent of damages.

You should also develop a strategy as to whether to try an early settlement or combat all the way through trial.

– Do I need to confirm 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 employment eligibility of each of their staff members.

They should also validate whether their staff members are U.S. people. These regulations were enacted by the Immigration Reform and Control Act.

An employer would submit an I-9 (Employment Eligibility Verification Form) and look over the employees sent documents declaring eligibility.

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

– I pay a few of my employees an income. That means I do not need to pay them overtime, correct? No, paying a staff member a real salary is but one step in appropriately classifying them as exempt from the overtime requirements under federal law.

They need to also fit the « responsibilities test » which requires specific task duties (and absence 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), qualified personal employers are needed to supply leave for picked military, family, and medical reasons.