About Us

Orlando Employment Lawyer

In a time like this, we comprehend that you desire a lawyer familiar with the complexities of work law. We will assist you navigate this complicated procedure.

We represent companies and employees in disagreements and lawsuits before administrative firms, 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 some 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, religion, equivalent pay, disability, and more).
– Failure to accommodate specials needs.
– Harassment

Today, you can talk with one of our team members about your scenario.

To speak with a knowledgeable 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 likewise:

– Gather proof that supports your claims.
– Interview your coworkers, boss, and other associated celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate agency.
– Establish what changes or lodgings could fulfill your needs

Your labor and employment legal representative’s primary goal is to secure your legal rights.

The length of time do You Need To File Your Orlando Employment Case?

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

Per the EEOC, you normally have up to 180 days to submit your case. This timeline could be longer based upon your situation. You might have 300 days to submit. This makes looking for legal action crucial. If you fail to file your case within the proper duration, you might be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If a company violates federal laws, such as those set by Title VII, the Employee Retirement Income Security Act (ERISA), or employment the Family and Medical Leave Act (FMLA), work lawsuits might end up being needed.

Employment litigation includes concerns consisting of (but not limited to):

– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, consisting of sex, impairment, and race

Many of the issues noted above are federal criminal offenses and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who need to take some time from work for specific medical or . The FMLA allows the worker to take leave and go back to their job afterward.

In addition, the FMLA provides household 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 needs to have at least 50 staff members.
– The employee must have worked for the company for a minimum of 12 months.
– The employee should have worked 1,250 hours in the 12 months immediately preceding the leave.

You Have Rights if You Were Denied Leave

Claims can occur when an employee is denied leave or struck back against for attempting to depart. For instance, it is unlawful for an employer to deny or discourage an employee from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire a worker or cancel his medical insurance coverage because he took FMLA leave.
– The employer must restore the worker to the position he held when leave started.
– The company also can not demote the worker or move them to another location.
– A company must alert an employee in writing of his FMLA leave rights, particularly when the company understands that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

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

– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures

That quantity 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 on:

– 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 versus people based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating an individual unfavorably in the workplace just since 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 a specific because they are over the age of 40. Age discrimination can frequently lead to unfavorable psychological effects.

Our work and labor attorneys understand how this can impact an individual, which is why we provide caring and personalized legal care.

How Age Discrimination can Emerge

We put our customers’ 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 scenarios:

– Restricted task development based on age.
– Adverse workplace through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against benefits

We can show that age was a figuring out element in your employer’s decision to reject you specific things. If you feel like you’ve been rejected privileges or treated unfairly, the employment lawyers at our law office are here to represent you.

Submit an Assessment Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

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

The law restricts employers and health insurance coverage companies from discriminating against people if, based on their genetic information, they are found to have an above-average danger of developing severe illnesses or conditions.

It is likewise unlawful for companies to utilize the hereditary information of applicants and employees as the basis for specific decisions, including employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating against candidates and workers on the basis of pregnancy and associated conditions.

The exact same law also protects pregnant women against work environment harassment and secures the same disability rights for pregnant workers as non-pregnant staff members.

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 investigate your scenario to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from discriminating against staff members and applicants based upon their citizenship status. This consists of:

– S. residents.
– Asylees.
– Refugees.
– Recent long-term residents.
– Temporary homeowners

However, if a permanent homeowner does not get 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 deal with specials needs. Unfortunately, many employers refuse jobs to these individuals. Some companies even reject their disabled staff members affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights attorneys have substantial understanding and experience litigating impairment discrimination cases. We have actually committed 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 on special needs is prohibited. Under the ADA, an employer can not victimize an applicant based on any physical or psychological limitation.

It is prohibited to discriminate against certified individuals with specials needs in nearly any element of work, including, but not limited to:

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

We represent individuals who have actually been rejected access to employment, education, organization, and even government centers. If you feel you have been victimized based on a special needs, think about working with our Central Florida impairment rights group. 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 aid. 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 Rights Act and is cause for a legal fit.

Some examples of civil rights infractions include:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s chance for job improvement or opportunity based upon race
– Discriminating against a worker because of their association with people of a certain race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment laws use to essentially all companies and employment service.

Unwanted sexual advances laws secure employees from:

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

Employers bear a duty to preserve a workplace that is without sexual harassment. Our company can supply detailed legal representation regarding your employment or unwanted sexual advances matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist 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 offenses including areas such as:

– Wrongful termination
– Discrimination against safeguarded groups
– Disability rights
– FMLA rights

While Orlando is among America’s greatest tourist destinations, workers who work at amusement park, hotels, and dining establishments should have to have equivalent chances. 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 involves dealing with individuals (applicants or staff members) unfavorably because they are from a particular nation, have an accent, or seem of a specific ethnic background.

National origin discrimination likewise can include treating individuals unfavorably since they are married to (or associated with) a person of a certain nationwide origin. Discrimination can even happen when the employee and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it concerns any element of employment, consisting of:

– Hiring
– Firing
– Pay
– Job projects
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment

It is unlawful to pester a person because of his or her national origin. Harassment can consist of, for example, offensive or bad remarks about an individual’s national origin, accent, or ethnic background.

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

The harasser can be the victim’s supervisor, a coworker, or someone who is not an employee, such as a customer or consumer.

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to carry out policies that target certain populations and are not required to the operation of business. For circumstances, employment an employer can not force you to talk without an accent if doing so would not restrain your job-related tasks.

A company can just need a worker to speak fluent English if this is needed to carry out the task efficiently. So, for circumstances, your employer can not avoid you from speaking Spanish to your colleague on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, employers can discover themselves the target of employment-related lawsuits in spite of their finest practices. Some claims also subject the business officer to individual liability.

Employment laws are intricate and changing 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 lawyers represent companies in litigation before administrative companies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.

We Can Aid With the Following Issues

If you discover yourself the topic of a labor and employment claim, here are some scenarios we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate specials needs
– Harassment
– Negligent hiring and supervision
– Retaliation
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment compensation claims
– And other matters

We understand work litigation is charged with emotions and negative publicity. However, we can help our customers decrease these unfavorable results.

We likewise can be proactive in helping our customers with the preparation and maintenance of staff member handbooks and policies for circulation and associated training. Often times, this proactive method will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to get more information

We have 13 places throughout Florida. We more than happy to meet you in the area that is most practical 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 worker, coworker, employer, or manager broke federal or regional 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 employees and employers).

We will review your responses and offer you a call. During this quick conversation, a lawyer will go over your present scenario and legal options. You can likewise contact us 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 special needs? It is up to the worker to ensure the employer understands of the special needs and to let the company understand that an accommodation is needed.

It is not the employer’s duty to recognize that the employee has a need initially.

Once a request is made, the employee and the employer need to interact to find if accommodations are actually needed, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

An employer can not propose just one unhelpful alternative and then refuse to provide more choices, and staff members can not refuse to discuss which responsibilities are being hampered by their disability or refuse to provide medical evidence of their disability.

If the employee refuses to give pertinent medical proof or discuss why the accommodation is required, the employer can not be held liable for not making the accommodation.

Even if an individual is completing a task application, a company may be needed to make lodgings to help 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 depends on the employer to deal with the candidate to complete the application process.

– Does a possible company have 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 give any reason when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures people from discrimination in aspects of employment, including (but not restricted to) pay, classification, termination, employment employing, work training, recommendation, promotion, and benefits based on (to name a few things) the individuals color, country of origin, race, gender, or status as a veteran.

– As a service owner I am being taken legal action against by one of my former employees. What are my rights? Your rights include an ability to vigorously safeguard the claim. Or, if you view there to be liability, you have every right to take part in settlement conversations.

However, you must have a work lawyer assist you with your evaluation of the extent of liability and prospective damages dealing with the company before you decide on whether to eliminate or settle.

– How can a Lawyer safeguard my services if I’m being unfairly targeted in an employment related claim? It is constantly best for an employer to speak with an employment legal representative at the creation of an issue rather than waiting up until suit is submitted. Many times, the lawyer can head-off a potential claim either through settlement or official resolution.

Employers also have rights not to be sued for frivolous claims.

While the burden of proof is upon the employer to show to the court that the claim is unimportant, if successful, and the employer wins the case, it can create a right to an award of their attorney’s fees payable by the employee.

Such right is typically not otherwise readily available under most work law statutes.

– What must a company do after the company receives notification of a claim? Promptly call a work attorney. There are significant deadlines and other requirements in reacting to a claim that require knowledge in employment law.

When conference with the attorney, have him discuss his viewpoint of the liability threats and extent of damages.

You must likewise establish a plan of action as to whether to try an early settlement or combat all the way through trial.

– Do I have to validate the citizenship of my employees if I am a small company owner? Yes. Employers in the U.S. must confirm both the identity and the employment eligibility of each of their staff members.

They must likewise confirm whether or employment not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.

A company would file an I-9 (Employment Eligibility Verification Form) and examine the staff members sent documents alleging eligibility.

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

– I pay a few of my staff members a wage. That implies I do not have to pay them overtime, fix? No, paying an employee a true wage is however one step in correctly classifying them as exempt from the overtime requirements under federal law.

They must likewise fit the “duties test” which needs certain task tasks (and lack of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are needed to supply leave for picked military, family, and medical factors.