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In a time like this, we comprehend that you want a lawyer acquainted with the intricacies of work law. We will help you navigate this complex process.

We represent employers and workers in disagreements and lawsuits before administrative firms, 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 some of the issues 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, employment sex, race, religious beliefs, equivalent pay, impairment, and more).
Failure to accommodate specials needs.
Harassment

Today, you can consult with one of our staff member about your scenario.

To seek advice from a knowledgeable employment law legal representative serving Orlando. 855-780-9986

How Can Our Firm Help You?

Our firm does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your options. We will likewise:

- Gather evidence that supports your allegations.
Interview your colleagues, employer, and other related parties.
Determine how state and federal laws use to your situations.
File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent company.
Establish what modifications or lodgings could fulfill your needs

Your labor and employment legal representative's main objective is to protect your legal rights.

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

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

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based upon your circumstance. You could have 300 days to file. This makes seeking legal action important. If you fail to submit your case within the proper period, you might be ineligible to continue.

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

We Can Manage Your Employment Litigation Case

If an employer breaches 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 needed.

Employment litigation involves issues including (but not restricted to):

- Breach of agreement.
Workplace harassment (racial, sexual, or otherwise).
Trade tricks and non-compete contracts.
Wrongful termination.
Whistle-blowing and retaliation.
Discrimination versus secured statuses, including sex, impairment, and race

Much of the concerns noted above are federal criminal offenses and ought to be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to employees who require to require time from work for particular medical or household factors. The FMLA enables the worker to take leave and return to their job later.

In addition, the FMLA provides household leave for military service members and their households-- if the leave is associated to that service member's military obligations.

For the FMLA to use:

- The company needs to have at least 50 workers.
The employee needs to have worked for the company for at least 12 months.
The employee should have worked 1,250 hours in the 12 months right away preceding the leave.

You Have Rights if You Were Denied Leave

Claims can emerge when an employee is denied leave or struck back against for attempting to take leave. For instance, it is illegal for a company to deny or discourage a worker from taking FMLA-qualifying leave.

In addition:

- It is illegal for a company to fire an employee or cancel his medical insurance since he took FMLA leave.
The employer must restore the staff member to the position he held when leave started.
The employer likewise can not demote the staff member or transfer them to another place.
An employer must inform a worker in writing of his FMLA leave rights, especially when the employer is mindful that the employee has an immediate requirement for leave.

Compensable Losses in FMLA Violation Cases

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

- Lost pay.
Lost benefits.
Various out-of-pocket expenses

That quantity is doubled if the court or jury discovers 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 upon:

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

Florida laws particularly prohibit discrimination versus individuals based on AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific unfavorably in the office 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 illegal to discriminate versus an individual because they are over the age of 40. Age discrimination can frequently cause negative psychological effects.

Our work and labor attorneys comprehend how this can affect a private, which is why we offer compassionate and individualized legal care.

How Age Discrimination can Present Itself

We position our clients' legal requirements before our own, no matter what. You should have an experienced age discrimination attorney to protect your rights if you are facing these circumstances:

- Restricted task improvement based on age.
Adverse work environment through discrimination.
Reduced compensation.
Segregation based on age.
Discrimination against privileges

We can show that age was a figuring out consider your employer's decision to reject you certain things. If you feel like you've been rejected benefits or treated unfairly, the work lawyers at our law firm are here to represent you.

Submit a Consultation Request kind today

We Can Help if You Experienced Genetic Discrimination at Work

Discrimination based upon genetic info is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts employers and medical insurance business from victimizing people if, based on their hereditary information, they are discovered to have an above-average risk of developing serious diseases or conditions.

It is likewise prohibited for companies to use the genetic details of applicants and workers as the basis for certain choices, consisting of employment, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act prohibits companies from discriminating versus applicants and employees on the basis of pregnancy and related conditions.

The exact same law also secures pregnant ladies 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 employment retaliation in regard to:

- Initial work.
Promotions.
Reemployment.
Retention.
Employment benefits

We will examine your situation to show that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

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

- S. people.
Asylees.
Refugees.
Recent irreversible residents.
Temporary citizens

However, if an irreversible local does not look for naturalization within six 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 companies refuse tasks to these individuals. Some employers even deny their handicapped employees sensible accommodations.

This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have comprehensive knowledge and experience litigating disability discrimination cases. We have dedicated ourselves to securing the rights of individuals with specials needs.

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, an employer can not discriminate versus a candidate based on any physical or psychological limitation.

It is illegal to victimize qualified people with impairments in almost any element of employment, including, but not limited to:

- Hiring.
Firing.
Job applications.
The interview process.
Advancement and promos.
Wages and compensation.
Benefits

We represent individuals who have been rejected access to work, education, business, and even federal government centers. If you feel you have actually been victimized based upon a special needs, think about dealing 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 workplace, let the lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 prohibits discrimination based on an individual's skin color. Any actions or harassment by employers based on race is an infraction of the Civil liberty Act and is cause for a legal fit.

Some examples of civil liberties infractions consist of:

- Segregating workers based upon race
Creating a hostile work environment through racial harassment
Restricting an employee's chance for task development or opportunity based on race
Victimizing a worker due to the fact that of their association with individuals of a certain race or ethnicity

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a form of sex discrimination that breaches Title VII of the Civil Rights Act of 1964. Unwanted sexual advances laws use to virtually all companies and employment service.

Sexual harassment laws safeguard workers from:

- Sexual advances - Verbal or physical conduct of a sexual nature
Ask for sexual favors
Sexual jokes

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

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

Our group is here to assist you if a staff member, coworker, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment infractions involving areas such as:

- Wrongful termination
Discrimination versus secured groups
Disability rights
FMLA rights

While Orlando is one of America's greatest tourist destinations, staff members who work at amusement park, hotels, and restaurants deserve to have equal chances. We can take legal action if your rights were broken in these settings.

You Can not Be Victimized Based Upon Your National Origin

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

National origin discrimination likewise can involve treating people unfavorably because they are wed to (or related to) a person of a specific national origin. Discrimination can even occur when the staff member and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws prohibited discrimination when it concerns any element of work, consisting of:

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

It is unlawful to bother a person due to the fact that of his or her nationwide origin. Harassment can include, for example, offensive or bad remarks about a person's national origin, accent, or ethnic culture.

Although the law doesn't prohibit simple teasing, offhand remarks, or isolated occurrences, harassment is prohibited when it develops a hostile work environment.

The harasser can be the victim's manager, a coworker, or someone who is not an employee, such as a client or client.

" English-Only" Rules Are Illegal

The law makes it unlawful for an employer to execute policies that target specific populations and are not needed to the operation of the organization. For circumstances, a company can not force you to talk without an accent if doing so would not hamper your job-related duties.

A company can only need a worker to speak fluent English if this is necessary to perform the job efficiently. So, for circumstances, your employer can not prevent you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Accusations

Unfortunately, companies can find themselves the target of employment-related claims regardless of their finest practices. Some claims also subject the business officer to individual liability.

Employment laws are complex and altering all the time. It is crucial to think about partnering with a labor and employment attorney in Orlando. We can navigate your tight spot.

Our attorneys represent employers in lawsuits before administrative agencies, 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 discover yourself the topic of a labor and employment lawsuit, here are some situations we can help 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 supposed class actions
Violations of non-competition and non-disclosure arrangements
Unemployment settlement claims
And other matters

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

We also can be proactive in assisting our customers with the preparation and maintenance of employee handbooks and employment policies for distribution and associated training. Often times, this proactive method will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to Learn More

We have 13 places throughout Florida. We are pleased to satisfy you in the area that is most convenient 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 work lawyers are here to assist you if a worker, colleague, employer, or supervisor 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 workers and employers).

We will review your answers and offer you a call. During this quick discussion, an attorney will discuss your current circumstance and legal alternatives. You can also call to speak straight to a member of our staff.

Call or Submit Our Consultation Request Form Today

- How can I make sure my company accommodates my special needs? It is up to the staff member to make sure the employer understands of the impairment and to let the employer understand that an accommodation is needed.

It is not the company's responsibility to recognize that the staff member has a requirement first.

Once a request is made, the employee and the company requirement to interact to discover if accommodations are actually required, and if so, what they will be.

Both celebrations have a responsibility to be cooperative.

A company can not propose just one unhelpful alternative and then refuse to provide further options, and staff members can not decline to explain which tasks are being restrained by their impairment or refuse to provide medical proof of their disability.

If the employee declines to provide pertinent medical evidence or describe why the accommodation is needed, the company can not be held liable for not making the accommodation.

Even if a person is completing a task application, a company might be required to make lodgings to assist the applicant in filling it out.

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

Then it depends on the employer to deal with the applicant to finish the application procedure.

- Does a prospective employer need 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 provide 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 protects individuals from discrimination in aspects of work, employment including (but not limited to) pay, classification, termination, employing, employment training, recommendation, promo, and benefits based upon (among other things) the people color, nation of origin, race, gender, or status as a veteran.

- As a company owner I am being sued by among my previous staff members. What are my rights? Your rights include a capability to intensely 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 assist you with your appraisal of the extent of liability and employment prospective damages dealing with the business before you decide on whether to combat or settle.

- How can a Lawyer secure my businesses if I'm being unfairly targeted in a work related suit? It is constantly best for a company to speak to an employment legal representative at the inception of an issue rather than waiting until fit is filed. Sometimes, the legal representative can head-off a potential claim either through settlement or formal resolution.

Employers also have rights not to be taken legal action against for unimportant claims.

While the concern of evidence is upon the employer to show 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 attorney's costs payable by the staff member.

Such right is usually not otherwise available under a lot of work law statutes.

- What must an employer do after the company receives notification of a claim? Promptly call an employment attorney. There are substantial 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 degree of damages.

You need to likewise establish a plan of action regarding whether to attempt an early settlement or combat all the method through trial.

- Do I need to verify the citizenship of my staff members if I am a small organization owner? Yes. Employers in the U.S. should verify both the identity and the employment eligibility of each of their workers.

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

A company would file an I-9 (Employment Eligibility Verification Form) and look over the workers sent paperwork declaring eligibility.

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

- I pay a few of my workers an income. That implies I do not need to pay them overtime, remedy? No, paying an employee a true wage is but one step in correctly categorizing them as exempt from the overtime requirements under federal law.

They need to likewise fit the "responsibilities test" which needs specific task 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 companies are needed to supply leave for picked military, household, and medical reasons.