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In a time like this, we understand that you desire a lawyer acquainted with the complexities of work law. We will help you browse this complicated process.

We represent employers and employees in disputes and litigation before administrative companies, 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 some of the problems we can handle on your behalf:

Wrongful termination

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

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

To seek advice from a skilled work law lawyer serving Orlando. 855-780-9986

How Can Our Firm Help You?

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

- Gather proof that supports your accusations.
Interview your coworkers, manager, and other related parties.
Determine how state and federal laws apply to your circumstances.
File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
Establish what changes or accommodations could fulfill your needs

Your labor and work lawyer's primary goal is to secure your legal rights.

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 might anticipate.

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

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 lawsuits might end up being necessary.

Employment litigation involves issues consisting of (however not limited to):

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

A lot of the concerns listed above are federal criminal activities and must be taken extremely seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that uses to workers who require to take some time from work for specific medical or household factors. The FMLA enables the staff member to take leave and return to their task afterward.

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

For the FMLA to use:

- The company must have at least 50 staff members.
The employee needs to have worked for the employer for a minimum of 12 months.
The worker 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 arise when a worker is rejected leave or retaliated versus for attempting to take leave. For example, it is illegal for a company to reject or prevent a worker from taking FMLA-qualifying leave.

In addition:

- It is unlawful for a company to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
The employer needs to reinstate the employee to the position he held when leave started.
The company likewise can not demote the staff member or transfer them to another place.
A company must notify an employee in writing of his FMLA leave rights, specifically when the employer knows that the staff member has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaks the FMLA, an employee may be entitled to recuperate any financial losses suffered, including:

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

That amount is doubled if the court or jury discovers that the company acted in bad faith and unreasonably.

Click to contact 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 info

Florida laws specifically prohibit discrimination against people based upon AIDS/HIV and sickle cell characteristic.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a specific 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 illegal to victimize an individual since they are over the age of 40. Age discrimination can frequently cause unfavorable psychological results.

Our work and labor lawyers comprehend how this can impact a specific, which is why we supply caring and customized legal care.

How Age Discrimination can Present Itself

We position our customers' legal needs before our own, no matter what. You deserve an experienced age discrimination attorney to defend your rights if you are dealing with these scenarios:

- Restricted job advancement based on age.
Adverse work environment through discrimination.
Reduced payment.
Segregation based on age.
Discrimination versus advantages

We can prove that age was a determining consider your employer's decision to deny you certain things. If you feel like you've been rejected opportunities or dealt with unfairly, the work lawyers at our law company are here to represent you.

Submit a Consultation Request form 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 forbids companies and medical insurance companies from victimizing individuals if, based upon their hereditary information, they are found to have an above-average risk of developing severe illnesses or conditions.

It is also illegal for companies to utilize the genetic info of applicants and employees as the basis for particular choices, including work, promo, and termination.

You Can not be Victimized if You are Pregnant

The Pregnancy Discrimination Act forbids companies from discriminating against applicants and employees on the basis of pregnancy and associated conditions.

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

Your Veteran Status should 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 circumstance to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws forbid companies from discriminating versus employees and applicants based upon their citizenship status. This consists of:

- S. citizens.
Asylees.
Refugees.
Recent permanent homeowners.
Temporary citizens

However, if an irreversible homeowner does not request naturalization within six 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 cope with impairments. Unfortunately, numerous employers decline tasks to these individuals. Some companies even deny their handicapped workers affordable lodgings.

This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando impairment rights attorneys have comprehensive understanding and experience litigating disability 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 on disability is forbidden. Under the ADA, a company can not victimize a candidate based on any physical or mental limitation.

It is unlawful to discriminate against certified people with disabilities in practically any element of employment, consisting of, however not limited to:

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

We represent people who have been rejected access to employment, education, service, and even federal government centers. If you feel you have been victimized based upon a disability, think about working with our Central Florida special needs rights team. We can determine 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 aid. The Civil Rights Act of 1964 restricts discrimination based on an individual's skin color. Any actions or harassment by companies based upon race is an infraction of the Civil Rights Act and is cause for a legal suit.

Some examples of civil liberties violations consist of:

- Segregating employees based on race
Creating a hostile work environment through racial harassment
Restricting a staff member's opportunity for task improvement or chance based upon race
Discriminating against a staff member due to the fact that of their association with people of a specific race or ethnic culture

We Can Protect You Against Sexual Harassment

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

Sexual harassment laws secure staff members from:

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

Employers bear an obligation to maintain a workplace that is totally free of sexual harassment. Our firm can offer comprehensive 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 help you if a staff member, colleague, employer, or manager in the hospitality market broke federal or local laws. We can take legal action for work environment violations including areas such as:

- Wrongful termination
Discrimination versus protected groups
Disability rights
FMLA rights

While Orlando is one of America's most significant tourist destinations, employees who work at amusement park, hotels, and dining establishments are worthy of to have level playing fields. We can take legal action if your rights were violated in these settings.

You Can not Be Discriminated Against Based on Your National Origin

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

National origin discrimination likewise can involve dealing with people unfavorably due to the fact that they are wed to (or associated with) a person of a certain national origin. Discrimination can even occur when the worker and company are of the exact same origin.

We Can Provide Legal Assistance in these Situations

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

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

It is unlawful to harass an individual due to the fact that of his or her national origin. Harassment can consist of, for instance, offending or derogatory remarks about an individual's nationwide origin, accent, or ethnicity.

Although the law doesn't restrict easy 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 a staff member, such as a client or customer.

" English-Only" Rules Are Illegal

The law makes it illegal for an employer to implement policies that target particular populations and are not required to the operation of the company. For instance, a company can not require you to talk without an accent if doing so would not restrain your occupational responsibilities.

A company can just require an employee to speak fluent English if this is needed to carry out the job effectively. 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, companies can find themselves the target of employment-related claims despite their best practices. Some claims likewise subject the business officer to personal liability.

Employment laws are complex and changing all the time. It is crucial to consider partnering with a labor and work attorney in Orlando. We can navigate your tight spot.

Our lawyers represent companies in litigation before administrative agencies, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Help with the Following Issues

If you discover yourself the subject of a labor and work suit, here are some scenarios we can help you with:

- Unlawful termination
Breach of agreement
Defamation
Discrimination
Failure to accommodate impairments
Harassment
Negligent hiring and guidance
Retaliation
Violation of wage and hour laws, including purported class actions
Violations of non-competition and non-disclosure agreements
Unemployment settlement claims
And other matters

We comprehend employment lawsuits is charged with emotions and unfavorable promotion. However, we can assist our customers reduce these unfavorable effects.

We also can be proactive in assisting our customers with the preparation and upkeep of staff member handbooks and policies for circulation and related training. Many times, this proactive method will work as an added defense to prospective claims.

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We enjoy to fulfill you in the area that is most convenient for you. With our primary office 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 assist you if a staff member, colleague, employer, or supervisor broke federal or regional laws.

Start Your Case Review Today

If you have a legal matter concerning discrimination, wrongful termination, or harassment complete our online Employment Law Questionnaire (for both staff members and employers).

We will evaluate your responses and offer you a call. During this short discussion, an attorney will go over your existing scenario and legal alternatives. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

- How can I ensure my company accommodates my special needs? It is up to the staff member to ensure the company knows of the special needs and to let the employer know that an accommodation is needed.

It is not the employer's duty to recognize that the worker has a requirement first.

Once a request is made, the worker and the company need to collaborate to discover if lodgings 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 after that decline to provide further alternatives, and employees can not refuse to describe which duties are being hampered by their disability or refuse to give medical proof of their special needs.

If the employee declines to offer pertinent medical evidence or describe why the lodging is required, the company can not be held responsible for not making the accommodation.

Even if an individual is filling out a job application, an employer might be needed to make lodgings to assist the candidate in filling it out.

However, like a worker, the applicant is accountable for letting the employer understand that a lodging is needed.

Then it is up to the company to deal with the candidate to finish the application procedure.

- 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 teams not to provide any factor when delivering 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 work, including (but not limited to) pay, category, termination, employing, employment training, referral, promotion, and benefits based upon (among other things) the individuals color, country of origin, race, gender, or status as a veteran.

- As a company owner I am being sued by one of my former workers. What are my rights? Your rights include a capability to vigorously protect the claim. Or, if you view there to be liability, you have every right to take part in settlement discussions.

However, you ought to have an assist you with your assessment of the degree of liability and prospective damages dealing with the company before you make a choice on whether to fight or settle.

- How can a Lawyer protect my organizations if I'm being unjustly targeted in a work associated suit? It is always best for an employer to talk with a work legal representative at the inception of an issue rather than waiting until match is submitted. Lot of times, the lawyer can head-off a prospective claim either through settlement or official resolution.

Employers likewise have rights not to be taken legal action against for frivolous claims.

While the concern of evidence is upon the employer to prove to the court that the claim is frivolous, if successful, and the company wins the case, it can create a right to an award of their attorney's costs payable by the worker.

Such right is usually not otherwise available under a lot of 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 reacting to a claim that need know-how in work law.

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

You ought to likewise develop a strategy of action regarding whether to attempt an early settlement or combat all the way through trial.

- Do I have to verify the citizenship of my employees if I am a small business owner? Yes. Employers in the U.S. need to validate both the identity and the work eligibility of each of their workers.

They must also validate whether their staff members are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.

An employer would file an I-9 (Employment Eligibility Verification Form) and look over the workers submitted documentation declaring eligibility.

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

- I pay a few of my employees an income. That implies I do not have to pay them overtime, correct? No, paying a worker a real income is but one step in properly categorizing them as exempt from the overtime requirements under federal law.

They must also fit the "tasks test" which requires particular task duties (and absence 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 employers are required to provide leave for selected military, family, and medical reasons.