Company Overview
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Categories Creative
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Founded 1973
Company Description
Orlando Employment Lawyer
In a time like this, we understand that you desire a lawyer knowledgeable about the complexities of employment law. We will help you browse this complex procedure.
We represent companies and staff members in conflicts 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 a few of the issues we can manage in your place:
Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure contracts
– Discrimination (e.g., age, sex, race, religion, equal pay, disability, and more).
– Failure to accommodate disabilities.
– Harassment
Today, you can speak with among our team members about your situation.
To speak with a knowledgeable employment law lawyer serving Orlando.
855-780-9986
How Can Our Firm Help You?
Our company does not tolerate 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 apply to your circumstances.
– File your case with the Equal Job Opportunity Commission (EEOC) or another relevant agency.
– Establish what modifications or accommodations might meet your needs
Your labor and work lawyer’s primary objective is to secure your legal rights.
For how long do You Have to File Your Orlando Employment Case?
Employment and labor cases usually do not fall under individual injury law, so the time frame for taking legal action is much shorter than some may expect.
Per the EEOC, you generally have up to 180 days to submit your case. This timeline might be longer based upon 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 disqualified to proceed.
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), work litigation might become required.
Employment lawsuits involves issues consisting of (however not limited to):
– Breach of contract.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, consisting of sex, impairment, and race
A lot of the problems listed above are federal criminal activities and must be taken very seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that applies to staff members who need to take time from work for particular medical or family factors. The FMLA enables the staff member to take leave and return to their job afterward.
In addition, the FMLA offers family leave for military service members and their families– if the leave is associated to that service member’s military commitments.
For the FMLA to use:
– The company must have at least 50 employees.
– The employee must have worked for the company for at least 12 months.
– The staff member must 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 an employee is denied leave or struck back versus for attempting to depart. For instance, it is unlawful for a company to reject or dissuade a worker from taking FMLA-qualifying leave.
In addition:
– It is illegal for a company to fire a staff member or cancel his medical insurance since he took FMLA leave.
– The company needs to restore the employee to the position he held when leave started.
– The employer also can not bench the staff member or move them to another area.
– A company must alert an employee in writing of his FMLA leave rights, particularly when the employer is conscious that the employee has an urgent requirement for leave.
Compensable Losses in FMLA Violation Cases
If the employer breaks the FMLA, an employee might be entitled to recover any financial losses suffered, including:
– Lost pay.
– Lost benefits.
– Various out-of-pocket expenditures
That amount 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 forbid 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 restrict discrimination versus people based upon AIDS/HIV and sickle cell characteristic.
We Can Represent Your Age Discrimination Case
Age discrimination is treating a private unfavorably in the work environment merely because 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 because they are over the age of 40. Age discrimination can often lead to adverse emotional effects.
Our employment and labor attorneys understand how this can impact an individual, which is why we supply compassionate and customized legal care.
How Age Discrimination can Present Itself
We place our customers’ legal needs before our own, no matter what. You should have a skilled age discrimination lawyer to safeguard your rights if you are dealing with these scenarios:
– Restricted job advancement based on age.
– Adverse workplace through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus benefits
We can show that age was an identifying aspect in your employer’s choice to deny you particular things. If you feel like you’ve been denied opportunities or dealt with unjustly, the work lawyers at our law practice are here to represent you.
Submit an Assessment Request type today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based on hereditary details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law forbids companies and medical insurance companies from victimizing people if, based on their genetic details, they are discovered to have an above-average risk of establishing serious illnesses or conditions.
It is also illegal for companies to utilize the genetic info of applicants and workers as the basis for particular decisions, including work, promo, and termination.
You Can not be Victimized if You are Pregnant
The Pregnancy Discrimination Act prohibits employers from discriminating versus applicants and employees on the basis of pregnancy and associated conditions.
The very same law likewise secures pregnant females versus work environment harassment and secures the exact same special needs rights for pregnant staff members as non-pregnant workers.
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 work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages
We will examine your situation to show that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws restrict companies from victimizing staff members and applicants based on their citizenship status. This consists of:
– S. residents.
– Asylees.
– Refugees.
– Recent long-term homeowners.
– Temporary citizens
However, if a long-term local does not request 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 impairments. Unfortunately, numerous companies decline tasks to these individuals. Some companies even reject their handicapped workers affordable lodgings.
This is where the lawyers at Bogin, Munns & Munns are available in. Our Orlando disability rights lawyers have comprehensive understanding and experience litigating disability discrimination cases. We have actually devoted ourselves to safeguarding the rights of individuals with impairments.
What does the Law Protect You Against?
According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is forbidden. Under the ADA, a company can not victimize a candidate based upon any physical or mental constraint.
It is illegal to discriminate versus certified people with impairments in practically any element of work, including, however not restricted to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promotions.
– Wages and payment.
– Benefits
We represent individuals who have been rejected access to work, education, service, and even government facilities. If you feel you have been victimized based on a special needs, consider 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 workplace, let the lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 forbids discrimination based upon an individual’s skin color. Any actions or harassment by companies based upon race is an infraction of the Civil liberty Act and is cause for a legal suit.
Some examples of civil liberties infractions include:
– Segregating employees based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s chance for job development or opportunity based upon race
– Discriminating against an employee because of their association with people of a certain race or ethnicity
We Can Protect You Against Sexual Harassment
Unwanted sexual advances is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment laws apply to virtually all employers and employment companies.
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 a responsibility to preserve a workplace that is without unwanted sexual advances. Our firm can provide thorough legal representation concerning your work or unwanted sexual advances matter.
You Deserve to Be Treated Equally in the Hospitality Sector
Our team is here to assist you if a staff member, coworker, employer, or manager in the hospitality market broke federal or regional laws. We can take legal action for workplace infractions including locations such as:
– Wrongful termination
– Discrimination versus safeguarded groups
– Disability rights
– FMLA rights
While Orlando is one of America’s biggest traveler locations, employees who operate at amusement park, hotels, and dining establishments deserve to have equivalent opportunities. 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 (candidates or employees) unfavorably because they are from a specific country, have an accent, or employment appear to be of a particular ethnic background.
National origin discrimination also can involve dealing with individuals unfavorably due to the fact that they are wed to (or related to) a person of a specific national origin. Discrimination can even take place when the worker 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 element of work, consisting of:
– Hiring
– Firing
– Pay
– Job tasks
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment
It is unlawful to bother an individual because of his or her national origin. Harassment can consist of, for example, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic background.
Although the law doesn’t forbid simple teasing, offhand comments, or isolated incidents, harassment is unlawful when it creates a hostile workplace.
The harasser can be the victim’s manager, a coworker, or someone who is not an employee, such as a customer or consumer.
” English-Only” Rules Are Illegal
The law makes it prohibited for a company to implement policies that target certain populations and are not essential to the operation of the business. For example, a company can not force you to talk without an accent if doing so would not impede your job-related responsibilities.
A company can only require an employee to speak fluent English if this is essential to perform the task efficiently. So, for instance, your company can not prevent you from speaking Spanish to your colleague on your lunch break.
We Provide Legal Help for Employers Facing Accusations
Unfortunately, employers can find themselves the target of employment-related suits in spite of their best practices. Some claims also subject the business officer to personal liability.
Employment laws are complicated and changing all the time. It is crucial to consider partnering with a labor and work lawyer in Orlando. We can navigate your tight spot.
Our attorneys represent in lawsuits before administrative agencies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.
We Can Assist With the Following Issues
If you find yourself the topic of a labor and employment lawsuit, here are some scenarios 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 comprehend employment lawsuits is charged with emotions and unfavorable publicity. However, we can help our customers reduce these negative impacts.
We also can be proactive in assisting our customers with the preparation and upkeep of worker handbooks and policies for circulation and related training. Sometimes, 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 fulfill you in the location that is most practical for you. With our main 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 lawyers are here to help you if an employee, coworker, company, or manager 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 workers and companies).
We will review your answers and provide you a call. During this brief conversation, a lawyer will go over your present circumstance and legal choices. You can also call to speak straight 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 depends on the worker to make sure the employer knows of the disability and to let the employer know that an accommodation is required.
It is not the employer’s duty to acknowledge that the employee has a requirement first.
Once a request is made, the staff member and employment the employer need to collaborate to find if lodgings are actually required, and if so, what they will be.
Both parties have a responsibility to be cooperative.
An employer can not propose only one unhelpful alternative and after that refuse to provide additional choices, and staff members can not decline to discuss which responsibilities are being restrained by their disability or refuse to give medical proof of their disability.
If the employee declines to give pertinent medical evidence or discuss why the lodging is required, the employer can not be held responsible for not making the lodging.
Even if an individual is submitting a job application, an employer might be required to make accommodations to assist the applicant in filling it out.
However, like an employee, the applicant is accountable for letting the company know that an accommodation is required.
Then it is up to the company to deal with the candidate to complete the application procedure.
– Does a potential company have to inform me why I didn’t get the job? No, they do not. Employers may even be advised by their legal groups not to give 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 secures individuals from discrimination in aspects of work, consisting of (but not limited to) pay, classification, termination, working with, work training, employment recommendation, promotion, and advantages based upon (to name a few things) the individuals color, nation of origin, race, gender, or status as a veteran.
– As a service owner I am being taken legal action against by one of my previous staff members. What are my rights? Your rights consist of a capability to intensely protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.
However, you should have an employment legal representative assist you with your appraisal of the level of liability and possible damages dealing with the company before you make a decision on whether to eliminate or settle.
– How can a Lawyer safeguard my companies if I’m being unfairly targeted in an employment related suit? It is constantly best for an employer to talk with a work attorney at the inception of a concern rather than waiting until suit is filed. Sometimes, the legal representative can head-off a potential claim either through negotiation or formal resolution.
Employers also have rights not to be demanded unimportant claims.
While the burden of proof is upon the company 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 charges payable by the worker.
Such right is typically not otherwise readily available under most work law statutes.
– What must an employer do after the company receives notification of a claim? Promptly get in touch with a work 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 degree of damages.
You must also develop a strategy of action regarding whether to try an early settlement or combat all the way through trial.
– Do I have to confirm the citizenship of my employees if I am a little company owner? Yes. Employers in the U.S. should verify both the identity and the work eligibility of each of their workers.
They should likewise confirm whether their staff members are U.S. people. 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 documentation alleging eligibility.
By law, the company must keep the I-9 kinds for all workers till 3 years after the date of employing, or until 1 year after termination (whichever comes last).
– I pay some of my employees a wage. That means I do not need to pay them overtime, remedy? No, paying an employee a true income is but one step in appropriately categorizing them as exempt from the overtime requirements under federal law.
They must also fit the “duties test” which needs specific task responsibilities (and lack of others) before they can be considered exempt under the law.
– How does the Family and Medical Leave Act (FMLA) impact companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are required to provide leave for picked military, family, and medical factors.