Overview

  • Founded Date November 27, 1954
  • Sectors Sales and Marketing
  • Posted Jobs 0
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Company Description

Orlando Employment Lawyer

In a time like this, we comprehend that you want a lawyer knowledgeable about the complexities of employment law. We will assist you navigate this complex procedure.

We represent employers and employees in conflicts and lawsuits before administrative agencies, federal courts, employment 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 handle in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, consisting of purported class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religious beliefs, equal pay, disability, and more).
– Failure to accommodate impairments.
– Harassment

Today, employment you can talk with one of our employee about your situation.

To speak with a skilled employment 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 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 modifications or lodgings could satisfy your needs

Your labor and employment lawyer’s primary goal is to safeguard your legal rights.

The length of time do You Have to File Your Orlando Employment Case?

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

Per the EEOC, you typically have up to 180 days to file your case. This timeline might be longer based on your situation. You might have 300 days to submit. This makes looking for legal action crucial. If you stop working to submit your case within the appropriate duration, 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 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 essential.

Employment lawsuits involves concerns including (however not limited to):

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

A lot of the issues listed above are federal criminal offenses and must be taken very 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 household factors. The FMLA allows the staff member to depart and employment go back to their task later.

In addition, the FMLA offers family leave for military service members and their households– if the leave is associated to that service member’s military obligations.

For the FMLA to apply:

– The company should have at least 50 workers.
– The staff member must have worked for the company for at least 12 months.
– The worker must 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 a staff member is rejected leave or retaliated versus for trying to take leave. For instance, it is illegal for an employer to deny or prevent a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for a company to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The company needs to reinstate the employee to the position he held when leave began.
– The employer likewise can not demote the staff member or transfer them to another area.
– A company must alert a worker in writing of his FMLA leave rights, especially when the company is mindful that the staff member has an urgent requirement for leave.

Compensable Losses in FMLA Violation Cases

If the employer violates the FMLA, a staff member may be entitled to recover any financial losses suffered, consisting of:

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

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 (generally 40 and over).
– Citizenship status.
– Veteran status.
– Genetic info

Florida laws specifically forbid discrimination versus individuals based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is treating a private unfavorably in the office simply 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 due to the fact that they are over the age of 40. Age discrimination can frequently result in adverse emotional effects.

Our work and labor lawyers comprehend how this can affect a specific, which is why we offer compassionate and customized legal care.

How Age Discrimination can Present Itself

We put our customers’ legal requirements before our own, no matter what. You are worthy of an experienced age discrimination lawyer to protect your rights if you are dealing with these scenarios:

– Restricted job improvement based upon age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus opportunities

We can prove that age was a determining consider your employer’s decision to reject you certain things. If you feel like you’ve been denied benefits or treated unjustly, the employment attorneys at our law company 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 business from discriminating versus individuals if, based upon their hereditary info, they are discovered to have an above-average threat of establishing severe illnesses or conditions.

It is likewise unlawful for employers to utilize the genetic details of applicants and workers as the basis for particular choices, including employment, promotion, and termination.

You Can not be Victimized 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 likewise secures pregnant females versus office harassment and secures the same impairment rights for pregnant workers 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) secures veterans from discrimination and retaliation in regard to:

– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment benefits

We will examine your circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws prohibit companies from discriminating against employees and applicants based on their citizenship status. This consists of:

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

However, if an irreversible homeowner does not make an application for naturalization within 6 months of becoming eligible, 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 cope with specials needs. Unfortunately, lots of companies decline tasks to these individuals. Some companies even reject their disabled workers sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando disability rights lawyers have extensive knowledge and experience litigating impairment discrimination cases. We have dedicated ourselves to securing 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 disability is restricted. Under the ADA, a company can not discriminate versus a candidate based on any physical or psychological restriction.

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

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

We represent individuals who have been denied access to work, education, business, and even government centers. If you feel you have actually been discriminated against based upon a special needs, think about working with our Central Florida disability rights team. We can figure out if your claim has legal benefit.

Our Firm does Not Tolerate Racial Discrimination

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

Some examples of civil rights infractions consist of:

– Segregating staff members based on race
– Creating a hostile workplace through racial harassment
– Restricting a worker’s chance for job advancement or opportunity based on race
– Discriminating versus a worker since of their association with people of a specific race or ethnic culture

We Can Protect You Against Sexual Harassment

Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to essentially all companies and employment firms.

Unwanted sexual advances laws protect staff members from:

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

Employers bear a responsibility to preserve a work environment that is totally free of sexual harassment. Our firm can offer thorough legal representation concerning your employment or sexual harassment matter.

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

Our team is here to help you if a staff member, coworker, company, or supervisor in the hospitality market broke federal or regional laws. We can take legal action for workplace violations including areas such as:

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

While Orlando is one of America’s most significant tourist destinations, workers who work at theme parks, hotels, and dining establishments should have to have level playing fields. We can take legal action if your rights were broken in these settings.

You Can not Be Discriminated Against Based on Your National Origin

National origin discrimination involves dealing with people (candidates or workers) unfavorably because they are from a particular country, have an accent, or seem of a certain ethnic background.

National origin discrimination also can involve dealing with individuals unfavorably due to the fact that they are married to (or related to) an individual of a particular national origin. Discrimination can even take place when the employee and employer are of the exact same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is illegal to bother a person because of his/her nationwide origin. Harassment can include, for example, offending or negative remarks about an individual’s nationwide origin, accent, or ethnic background.

Although the law doesn’t restrict basic teasing, offhand remarks, or separated events, harassment is prohibited 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 client or consumer.

” English-Only” Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target particular populations and are not essential to the operation of the business. For example, an employer can not force you to talk without an accent if doing so would not impede your occupational duties.

An employer can just require a staff member to speak fluent English if this is needed to carry out the job successfully. So, for example, your company 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 claims in spite of their finest practices. Some claims also subject the company officer to individual liability.

Employment laws are intricate and altering all the time. It is crucial to think about partnering with a labor and work attorney in Orlando. We can browse your challenging situation.

Our lawyers represent employers in lawsuits 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 situations we can help you with:

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

We understand employment lawsuits is charged with emotions and negative promotion. However, we can assist our customers minimize these negative effects.

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

Contact Bogin, Munns & Munns to find out more

We have 13 places throughout Florida. We are pleased to fulfill you in the place that is most convenient for you. With our primary 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 work attorneys are here to help you if a worker, coworker, company, or supervisor broke federal or local laws.

Start Your Case Review Today

If you have a legal matter worrying discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both employees and companies).

We will evaluate your responses and employment provide you a call. During this quick discussion, a lawyer will discuss your present scenario and legal alternatives. You can also us to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make sure my employer accommodates my special needs? It depends on the worker to ensure the company knows of the impairment and to let the company know that an accommodation is needed.

It is not the employer’s obligation to recognize that the employee has a requirement first.

Once a request is made, the employee and the company need to collaborate to find if lodgings are really essential, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

An employer can not propose only one unhelpful choice and after that refuse to offer further options, and employees can not refuse to discuss which tasks are being restrained by their disability or refuse to offer medical proof of their disability.

If the employee declines to give relevant medical proof or describe why the accommodation is needed, the employer can not be held accountable for not making the lodging.

Even if a person is submitting a task application, an employer might be needed to make lodgings to help the applicant in filling it out.

However, like a staff member, the candidate is accountable for letting the company understand that an accommodation is required.

Then it is up to the company to deal with the applicant to complete the application procedure.

– Does a possible company have to inform 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 providing the problem.

– 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 employment, including (however not restricted to) pay, category, termination, working with, employment training, referral, promo, and advantages based on (amongst other things) the people color, nation of origin, race, gender, or employment status as a veteran.

– As a company owner I am being sued by among my previous employees. What are my rights? Your rights consist of a capability to vigorously defend the claim. Or, if you view there to be liability, you have every right to take part in settlement discussions.

However, you need to have a work attorney assist you with your valuation of the extent of liability and prospective damages dealing with the company before you make a decision on whether to eliminate or settle.

– How can a Lawyer safeguard my businesses if I’m being unfairly targeted in an employment related suit? It is constantly best for a company to talk to a work attorney at the creation of a problem instead of waiting until match is filed. Often times, the legal representative can head-off a possible claim either through settlement or formal resolution.

Employers likewise have rights not to be sued for pointless claims.

While the problem of proof is upon the company to show to the court that the claim is pointless, if successful, and the employer wins the case, it can create a right to an award of their lawyer’s costs payable by the staff member.

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

– What must a company do after the employer gets notification of a claim? Promptly get in touch with a work attorney. There are considerable deadlines and other requirements in reacting to a claim that require knowledge in employment law.

When conference with the lawyer, have him discuss his viewpoint of the liability dangers and level of damages.

You must likewise establish a strategy as to whether to try an early settlement or fight all the way through trial.

– Do I need to confirm the citizenship of my employees if I am a small business owner? Yes. Employers in the U.S. need to confirm both the identity and the employment eligibility of each of their employees.

They must likewise confirm whether their employees are U.S. residents. These policies were enacted by the Immigration Reform and Control Act.

A company would file an I-9 (Employment Eligibility Verification Form) and look over the staff members submitted documentation alleging eligibility.

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

– I pay a few of my workers an income. That indicates I do not have to pay them overtime, remedy? No, paying a staff member a true income is but one step in appropriately categorizing them as exempt from the overtime requirements under federal law.

They need to also fit the “responsibilities test” which requires specific job tasks (and absence of others) before they can be considered exempt under the law.

– How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible personal employers are required to offer leave for chosen military, family, and medical reasons.