In a time like this, we understand that you desire a lawyer familiar with the intricacies of employment law. We will help you browse this complicated procedure.

We represent employers and staff members in disputes and lawsuits before administrative firms, 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 issues we can manage in your place:

Wrongful termination

• Breach of agreement
• 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 speak with among our team members about your scenario.
  
  To talk to a skilled work law lawyer serving Orlando. 855-780-9986
  
  How Can Our Firm Help You?
  
  Our company does not endure discrimination of any kind. After we learn more about the case, we will discuss your alternatives. We will also:
  
  - Gather evidence that supports your allegations.
• Interview your coworkers, manager, and other associated parties.
• Determine how state and federal laws use to your situations.
• File your case with the Equal Job Opportunity Commission (EEOC) or another relevant firm.
• Establish what modifications or accommodations might meet your needs
  
  Your labor and work lawyer's primary objective is to safeguard your legal rights.
  
  How Long do You Have to File Your Orlando Employment Case?
  
  Employment and labor cases usually do not fall under injury 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 on your situation. You could have 300 days to submit. This makes looking for legal action important. If you fail to submit your case within the proper period, you could be ineligible to proceed.
  
  Orlando Employment Law Lawyer Near Me. 855-780-9986
  
  We Can Manage Your Employment Litigation Case
  
  If an employer 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 lawsuits may become essential.
  
  Employment litigation involves concerns including (but not limited to):
  
  - Breach of agreement.
• Workplace harassment (racial, sexual, or otherwise).
• Trade tricks and non-compete contracts.
• Wrongful termination.
• Whistle-blowing and retaliation.
• Discrimination versus safeguarded statuses, including sex, impairment, and race
  
  Much of the concerns noted above are federal criminal activities and must be taken really seriously.
  
  We Can Defend Your FMLA Rights
  
  The FMLA is a federal statute that uses to employees who require to take some time from work for particular medical or family factors. The FMLA enables the employee to depart and go back to their task later.
  
  In addition, the FMLA offers 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 must have at least 50 staff members.
• The staff member should have worked for the employer for a minimum of 12 months.
• The employee should have worked 1,250 hours in the 12 months instantly preceding the leave.
  
  You Have Rights if You Were Denied Leave
  
  Claims can arise when a worker is rejected leave or retaliated versus for trying to take leave. For instance, it is illegal for a company to reject or discourage an employee from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is unlawful for a company to fire a worker or cancel his medical insurance since he took FMLA leave.
• The employer should restore the staff member to the position he held when leave began.
• The employer also can not demote the staff member or move them to another area.
• An employer must alert an employee in writing of his FMLA leave rights, particularly when the company knows that the worker has an immediate requirement for leave.
  
  Compensable Losses in FMLA Violation Cases
  
  If the employer breaks the FMLA, an employee may be entitled to recover any economic losses suffered, consisting of:
  
  - 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 restrict discrimination based on:
  
  - Religion.
• Disability.
• Race.
• Sex.
• Marital status.
• National origin.
• Color.
• Pregnancy.
• Age (generally 40 and over).
• Citizenship status.
• Veteran status.
• Genetic information
  
  Florida laws specifically restrict discrimination versus people based upon AIDS/HIV and sickle cell trait.
  
  We Can Represent Your Age Discrimination Case
  
  Age discrimination is dealing with a private unfavorably in the workplace merely 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 often cause adverse emotional results.
  
  Our work and labor attorneys understand how this can affect a private, which is why we offer compassionate and tailored legal care.
  
  How Age Discrimination can Present Itself
  
  We position our customers' legal requirements before our own, no matter what. You deserve a knowledgeable age discrimination lawyer to defend your rights if you are facing these situations:
  
  - Restricted task improvement based upon age.
• Adverse work environment through discrimination.
• Reduced compensation.
• Segregation based on age.
• Discrimination against benefits
  
  We can prove that age was a figuring out consider your employer's decision to reject you certain things. If you seem like you've been denied advantages or treated unjustly, the employment attorneys 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 criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
  
  The law restricts employers and medical insurance business from victimizing individuals if, based on their genetic information, they are discovered to have an above-average threat of developing severe illnesses or conditions.
  
  It is likewise illegal for employers to utilize the genetic information of applicants and employees as the basis for particular decisions, consisting of work, promotion, and termination.
  
  You Can not be Victimized if You are Pregnant
  
  The Pregnancy Discrimination Act forbids companies from discriminating against applicants and workers on the basis of pregnancy and associated conditions.
  
  The exact same law also secures pregnant women against workplace harassment and protects the same impairment rights for pregnant staff members as non-pregnant employees.
  
  Your Veteran Status ought 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 benefits
  
  We will investigate your scenario to show that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws forbid employers from discriminating against employees and candidates based on their citizenship status. This consists of:
  
  - S. people.
• Asylees.
• Refugees.
• Recent long-term homeowners.
• Temporary citizens
  
  However, if a long-term citizen does not get naturalization within 6 months of ending up being 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 cope with specials needs. Unfortunately, numerous companies decline tasks to these people. Some companies even reject their disabled workers sensible lodgings.
  
  This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando special needs rights attorneys have comprehensive understanding and experience litigating disability discrimination cases. We have actually devoted 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 disability is restricted. Under the ADA, an employer can not discriminate versus a candidate based on any physical or psychological limitation.
  
  It is prohibited to discriminate against certified people with specials needs in nearly any aspect of work, consisting of, but not restricted to:
  
  - Hiring.
• Firing.
• Job .
• The interview procedure.
• Advancement and promotions.
• Wages and settlement.
• Benefits
  
  We represent individuals who have been rejected access to employment, education, business, and even government facilities. If you feel you have actually been discriminated against based on a disability, think about dealing with our Central Florida impairment rights team. We can identify 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 workplace, let the lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 forbids discrimination based upon an individual's skin color. Any actions or harassment by companies based on race is a violation of the Civil Rights Act and is cause for a legal suit.
  
  Some examples of civil liberties infractions include:
  
  - Segregating workers based upon race
• Creating a hostile workplace 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 people of a certain race or ethnic background
  
  We Can Protect You Against Sexual Harassment
  
  Unwanted sexual advances is a type of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws use to virtually all companies and employment companies.
  
  Sexual harassment laws secure employees from:
  
  - Sexual advances
• Verbal or physical conduct of a sexual nature
• Ask for sexual favors
• Sexual jokes
  
  Employers bear a duty to keep an office that is devoid of sexual harassment. Our company can offer comprehensive legal representation regarding your employment or sexual harassment matter.
  
  You Deserve to Be Treated Equally in the Hospitality Sector
  
  Our team is here to help you if a worker, colleague, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment infractions including areas such as:
  
  - Wrongful termination
• Discrimination versus safeguarded groups
• Disability rights
• FMLA rights
  
  While Orlando is one of America's most significant traveler locations, staff members who work at style parks, hotels, and restaurants are worthy of to have equivalent opportunities. We can take legal action if your rights were violated in these settings.
  
  You Can not Be Victimized Based Upon Your National Origin
  
  National origin discrimination includes treating people (candidates or workers) unfavorably due to the fact that they are from a particular nation, have an accent, or appear to be of a specific ethnic background.
  
  National origin discrimination likewise can involve treating people unfavorably because they are married to (or connected with) an individual of a specific national origin. Discrimination can even occur when the staff member and employer are of the same origin.
  
  We Can Provide Legal Assistance in these Situations
  
  National origin discrimination laws forbid discrimination when it comes to any element of work, including:
  
  - Hiring
• Firing
• Pay
• Job assignments
• Promotions
• Layoffs
• Training
• Additional benefit
• Any other term or condition of work
  
  It is unlawful to bother a person since of his/her nationwide origin. Harassment can consist of, for instance, offending or negative remarks about an individual's nationwide origin, accent, or ethnic background.
  
  Although the law does not forbid easy teasing, offhand comments, or isolated incidents, harassment is prohibited when it produces a hostile workplace.
  
  The harasser can be the victim's supervisor, a colleague, or somebody who is not a staff member, such as a customer or client.
  
  " English-Only" Rules Are Illegal
  
  The law makes it prohibited for a company to carry out policies that target specific populations and are not essential to the operation of business. For circumstances, an employer can not force you to talk without an accent if doing so would not hinder your job-related duties.
  
  A company can only need a staff member to speak proficient English if this is required to carry out the task effectively. So, for example, your employer can not prevent you from speaking Spanish to your colleague on your lunch break.
  
  We Provide Legal Help for Employers Facing Accusations
  
  Unfortunately, companies can discover themselves the target of employment-related claims regardless of their best practices. Some claims likewise subject the company officer to individual liability.
  
  Employment laws are complex and altering all the time. It is vital to think about partnering with a labor and employment attorney in Orlando. We can navigate your challenging scenario.
  
  Our lawyers represent companies in lawsuits before administrative firms, 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 topic of a labor and employment claim, here are some situations we can assist you with:
  
  - Unlawful termination
• Breach of agreement
• Defamation
• Discrimination
• Failure to accommodate impairments
• 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 comprehend work lawsuits is charged with emotions and negative publicity. However, we can help our clients reduce these negative results.
  
  We likewise can be proactive in helping our clients with the preparation and maintenance of employee handbooks and policies for circulation and associated training. Many times, this proactive technique will work as an added defense to possible claims.
  
  Contact Bogin, Munns & Munns to Learn More
  
  We have 13 places throughout Florida. We enjoy to satisfy you in the area that is most practical for you. With our primary 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 employment attorneys are here to help you if a worker, coworker, employer, or supervisor broke federal or local laws.
  
  Start Your Case Review Today
  
  If you have a legal matter concerning discrimination, wrongful termination, or harassment submit our online Employment Law Questionnaire (for both staff members and companies).
  
  We will evaluate your responses and offer you a call. During this quick conversation, an attorney will go over your existing circumstance and legal choices. 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 ensure my employer accommodates my special needs? It depends on the worker to make certain the company understands of the impairment and to let the employer know that a lodging is required.
  
  It is not the employer's duty to acknowledge that the employee has a need first.
  
  Once a demand is made, the worker and the employer need to work together to find if accommodations are in fact necessary, and if so, what they will be.
  
  Both parties have a responsibility to be cooperative.
  
  A company can not propose only one unhelpful choice and after that refuse to use more options, and staff members can not decline to discuss which responsibilities are being hindered by their disability or employment refuse to offer medical evidence of their special needs.
  
  If the staff member declines to provide appropriate medical evidence or explain why the accommodation is required, the employer can not be held responsible for not making the accommodation.
  
  Even if an individual is completing a job application, a company might be required to make lodgings to assist the applicant in filling it out.
  
  However, like a worker, the applicant is accountable for letting the employer understand that a lodging is required.
  
  Then it depends on the employer to deal with the applicant to finish the application procedure.
  
  - Does a possible company have to tell me why I didn't get the task? No, they do not. Employers may even be advised by their legal teams not to offer any factor when providing the problem.
  
  - How does the Fair Labor employment 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 restricted to) pay, category, termination, working with, employment training, referral, promotion, and advantages based on (among other things) the individuals color, country of origin, race, gender, or status as a veteran.
  
  - As an organization owner I am being sued by among my previous employees. 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 discussions.
  
  However, you should have a work legal representative help you with your evaluation of the degree of liability and potential damages facing the company before you decide on whether to combat or settle.
  
  - How can an Attorney protect my organizations if I'm being unfairly targeted in a work associated lawsuit? It is constantly best for a company to speak with a work legal representative at the creation of an issue instead of waiting till fit is filed. Lot of times, the legal representative can head-off a possible claim either through settlement or formal resolution.
  
  Employers also have rights not to be sued for frivolous claims.
  
  While the problem of proof is upon the employer to show to the court that the claim is frivolous, if effective, and the employer wins the case, it can develop a right to an award of their lawyer's charges payable by the staff member.
  
  Such right is generally not otherwise readily available under a lot of employment law statutes.
  
  - What must a company do after the employer gets notice of a claim? Promptly contact an employment legal representative. There are substantial due dates and other requirements in reacting to a claim that need knowledge in work law.
  
  When meeting with the lawyer, have him explain his opinion of the liability dangers and level of damages.
  
  You ought to also develop a plan of action regarding whether to try an early settlement or battle all the way through trial.
  
  - Do I need to verify the citizenship of my staff members 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 should likewise confirm whether or not their workers are U.S. residents. These guidelines were enacted by the Immigration Reform and Control Act.
  
  A company would submit an I-9 (Employment Eligibility Verification Form) and look over the staff members sent documents alleging eligibility.
  
  By law, the company needs to keep the I-9 forms for all staff members up until 3 years after the date of hiring, 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 classifying them as exempt from the overtime requirements under federal law.
  
  They should likewise fit the "responsibilities test" which needs specific job tasks (and absence of others) before they can be thought about exempt under the law.
  
  - How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), qualified private companies are needed to supply leave for chosen military, household, and medical reasons.