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Founded Date October 7, 1991
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Company Description
Orlando Employment Lawyer
In a time like this, we comprehend that you desire an attorney acquainted with the complexities of work law. We will help you browse this complex process.
We represent companies and staff members in disagreements and litigation before administrative agencies, 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 concerns we can handle on your behalf:
Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and more).
– Failure to accommodate impairments.
– Harassment
Today, you can talk with among our group members about your circumstance.
To seek advice from with an experienced work law attorney serving Orlando.
855-780-9986
How Can Our Firm Help You?
Our company does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your options. We will also:
– Gather proof that supports your claims.
– Interview your colleagues, employer, employment and other associated parties.
– Determine how state and federal laws apply to your scenarios.
– File your case with the Equal Employment Opportunity Commission (EEOC) or another relevant agency.
– Establish what changes or lodgings could fulfill your requirements
Your labor and employment lawyer’s main goal is to secure your legal rights.
The length of time do You Have to File Your Orlando Employment Case?
Employment and labor cases generally do not fall under individual injury law, so the time frame for taking legal action is much shorter than some may anticipate.
Per the EEOC, you normally have up to 180 days to file your case. This timeline might be longer based upon your circumstance. You could have 300 days to submit. This makes seeking legal action essential. If you fail to file your case within the proper period, you might be disqualified 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 become essential.
Employment litigation involves concerns including (but not limited to):
– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete arrangements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against protected statuses, consisting of sex, impairment, and race
Much of the concerns listed above are federal criminal offenses and ought to be taken extremely seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that uses to staff members who require to take some time from work for certain medical or family reasons. The FMLA allows the staff member to take leave and return to their task afterward.
In addition, the FMLA provides 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 use:
– The company needs to have at least 50 employees.
– The employee should have worked for the employer for at least 12 months.
– The staff member needs to have worked 1,250 hours in the 12 months right away preceding the leave.
You Have Rights if You Were Denied Leave
Claims can occur when a worker is denied leave or retaliated against for attempting to depart. For example, it is unlawful for an employer to reject or discourage a staff member from taking FMLA-qualifying leave.
In addition:
– It is illegal for an employer to fire a staff member or employment cancel his medical insurance coverage due to the fact that he took FMLA leave.
– The company must renew the staff member to the position he held when leave began.
– The company also can not bench the worker or transfer them to another place.
– 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 requirement for leave.
Compensable Losses in FMLA Violation Cases
If the company breaches the FMLA, a staff member may be entitled to recover any financial losses suffered, consisting of:
– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures
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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic details
Florida laws specifically prohibit discrimination against individuals based upon AIDS/HIV and sickle cell characteristic.
We Can Represent Your Age Discrimination Case
Age discrimination is dealing with a private unfavorably in the workplace 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 discriminate versus a specific since they are over the age of 40. Age discrimination can typically lead to adverse psychological effects.
Our employment and labor lawyers comprehend how this can impact a private, which is why we provide caring and customized legal care.
How Age Discrimination can Emerge
We place our clients’ legal requirements before our own, no matter what. You should have an experienced age discrimination lawyer to defend your rights if you are facing these situations:
– Restricted task development based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination versus advantages
We can prove that age was a determining element in your company’s choice to deny you certain things. If you feel like you’ve been rejected advantages or dealt with unfairly, the employment attorneys at our law company are here to represent you.
Submit a Consultation Request type today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based upon hereditary info is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids companies and health insurance coverage business from discriminating versus people if, based on their hereditary details, they are discovered to have an above-average threat of establishing major health problems or conditions.
It is likewise prohibited for companies to utilize the hereditary info of applicants and employment employees as the basis for specific decisions, including work, promotion, and termination.
You Can not be Discriminated Against if You are Pregnant
The Pregnancy Discrimination Act forbids employers from discriminating against applicants and workers on the basis of pregnancy and associated conditions.
The very same law also protects pregnant ladies versus office harassment and secures the very same impairment rights for pregnant staff members 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) safeguards veterans from discrimination and retaliation in regard to:
– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages
We will examine 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 staff members and applicants based upon their citizenship status. This consists of:
– S. residents.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary citizens
However, employment if an irreversible local does not use for naturalization within 6 months of becoming qualified, 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 specials needs. Unfortunately, numerous employers decline jobs to these individuals. Some employers even reject their handicapped employees reasonable lodgings.
This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando disability rights legal representatives have substantial knowledge and experience litigating impairment discrimination cases. We have dedicated ourselves to protecting the rights of individuals with disabilities.
What does the Law Protect You Against?
According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is restricted. Under the ADA, a company can not discriminate versus an applicant based on any physical or mental restriction.
It is illegal to discriminate against certified individuals with specials needs in nearly any element of work, employment including, but not limited to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promotions.
– Wages and compensation.
– Benefits
We represent individuals who have been rejected access to employment, education, company, and even government facilities. If you feel you have actually been victimized based on a special needs, consider working with our Central Florida impairment rights team. 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 workplace, let the attorneys at Bogin, employment Munns & Munns assistance. The Civil Liberty Act of 1964 prohibits discrimination based upon an individual’s skin color. Any actions or harassment by companies based on race is an offense of the Civil Rights Act and is cause for a legal suit.
Some examples of civil liberties violations include:
– Segregating workers based upon race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for job advancement or chance based on race
– Discriminating against a staff member due to the fact that of their association with people of a particular race or ethnic background
We Can Protect You Against Sexual Harassment
Unwanted sexual advances is a type of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws use to practically all companies and employment service.
Sexual harassment laws protect staff members from:
– Sexual advances
– Verbal or physical conduct of a sexual nature
– Ask for sexual favors
– Sexual jokes
Employers bear a responsibility to maintain a workplace that is devoid of sexual harassment. Our company can supply comprehensive legal representation regarding your employment or sexual harassment matter.
You Can Be Treated Equally in the Hospitality Sector
Our group is here to assist you if an employee, colleague, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for work environment violations involving areas such as:
– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights
While Orlando is one of America’s biggest traveler destinations, workers who operate at amusement park, hotels, and dining establishments should have 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 includes treating people (applicants or employees) unfavorably because they are from a specific country, have an accent, or appear to be of a specific ethnic background.
National origin discrimination likewise can involve dealing with individuals unfavorably due to the fact that they are wed to (or associated with) an individual of a specific nationwide origin. Discrimination can even occur when the worker and company are of the very same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws forbid discrimination when it pertains to any element of employment, consisting of:
– Hiring
– Firing
– Pay
– Job tasks
– Promotions
– Layoffs
– Training
– Fringe benefits
– Any other term or condition of work
It is illegal to pester a person since of his or her nationwide origin. Harassment can include, for example, offensive or negative remarks about an individual’s nationwide origin, accent, or ethnic background.
Although the law doesn’t prohibit basic teasing, offhand remarks, or separated events, harassment is illegal when it creates a hostile workplace.
The harasser can be the victim’s supervisor, a coworker, or somebody who is not a staff member, such as a customer or customer.
” English-Only” Rules Are Illegal
The law makes it prohibited for a company to execute policies that target specific populations and are not needed to the operation of business. For example, a company can not force you to talk without an accent if doing so would not hamper your occupational responsibilities.
A company can just require an employee to speak proficient English if this is essential to perform the job successfully. So, for example, your employer 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 company officer to individual liability.
Employment laws are complex and changing all the time. It is critical to consider partnering with a labor and employment legal representative in Orlando. We can browse your challenging scenario.
Our attorneys represent employers in lawsuits before administrative firms, federal courts, and state courts. As kept in mind, 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 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 purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters
We understand employment lawsuits is charged with emotions and unfavorable publicity. However, we can assist our clients decrease these unfavorable results.
We also can be proactive in helping our customers with the preparation and maintenance of employee handbooks and policies for distribution and associated training. Often times, this proactive method will work as an added defense to prospective claims.
Contact Bogin, Munns & Munns to get more information
We have 13 locations throughout Florida. We are happy to meet you in the location that is most convenient for you. With our primary 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 attorneys are here to help you if a staff member, coworker, company, or manager broke federal or regional laws.
Start Your Case Review Today
If you have a legal matter worrying discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both employees and companies).
We will examine your answers and give you a call. During this brief conversation, a lawyer will go over your present scenario and legal alternatives. You can also call to speak directly to a member of our personnel.
Call or Submit Our Consultation Request Form Today
– How can I make sure my company accommodates my impairment? It depends on the worker to make sure the employer knows of the impairment and to let the company understand that an accommodation is needed.
It is not the company’s duty to acknowledge that the staff member has a requirement first.
Once a demand is made, the staff member and the company requirement to interact to discover if accommodations are actually essential, and if so, what they will be.
Both parties have an obligation to be cooperative.
A company can not propose just one unhelpful option and after that refuse to use further alternatives, and workers can not decline to discuss which duties are being impeded by their special needs or refuse to offer medical proof of their special needs.
If the employee declines to give appropriate medical proof or explain why the accommodation is needed, the company can not be held accountable for not making the lodging.
Even if an individual is filling out a job application, a company might be needed to make lodgings to assist the candidate in filling it out.
However, like an employee, the candidate is responsible for letting the company understand that an accommodation is required.
Then it depends on the employer to work with the candidate to complete the application process.
– Does a prospective company have to inform me why I didn’t get the task? No, they do not. Employers may even be advised by their legal groups not to give 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 secures people from discrimination in elements of work, consisting of (but not restricted to) pay, category, termination, hiring, work training, recommendation, promo, and benefits based on (amongst other things) the individuals color, country of origin, race, gender, or status as a veteran.
– As an entrepreneur I am being sued by among my previous employees. What are my rights? Your rights consist of an ability to vigorously protect the claim. Or, if you perceive there to be liability, employment you have every right to engage in settlement discussions.
However, you should have an employment lawyer help you with your evaluation of the extent of liability and possible damages dealing with the business before you decide on whether to combat or settle.
– How can an Attorney secure my organizations if I’m being unjustly targeted in a work related claim? It is always best for an employer to speak to an employment lawyer at the beginning of a concern rather than waiting up until fit is filed. Sometimes, the legal representative can head-off a potential claim either through settlement or official resolution.
Employers also have rights not to be sued for unimportant claims.
While the burden of evidence is upon the employer to show to the court that the claim is unimportant, if effective, and the employer wins the case, it can develop a right to an award of their lawyer’s costs payable by the worker.
Such right is usually not otherwise readily available under the majority of employment law statutes.
– What must a company do after the company gets notification of a claim? Promptly get in touch with an employment attorney. There are considerable due dates and other requirements in reacting to a claim that require know-how in work law.
When conference with the attorney, have him describe his viewpoint of the liability risks and level of damages.
You should likewise establish a strategy of action as to whether to attempt an early settlement or fight all the way through trial.
– Do I have to verify 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 must likewise confirm whether or not their staff members are U.S. residents. These regulations 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 documentation declaring eligibility.
By law, the employer should keep the I-9 kinds for all workers up until 3 years after the date of working with, or until 1 year after termination ( comes last).
– I pay some of my workers a salary. That implies I do not need to pay them overtime, correct? No, paying an employee a real wage is but one step in correctly classifying them as exempt from the overtime requirements under federal law.
They must likewise fit the “duties test” which needs specific job duties (and absence of others) before they can be considered exempt under the law.
– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), qualified private employers are required to supply leave for chosen military, family, and medical reasons.