Overview

  • Founded Date 18/06/2021
  • Sectors Health and fitness
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Company Description

Orlando Employment Lawyer

In a time like this, we understand that you want a lawyer knowledgeable about the complexities of work law. We will assist you browse this complex process.

We represent companies and staff members in disputes and litigation before administrative companies, federal courts, and state courts. We also represent our customers in and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are some of the problems we can manage in your place:

Wrongful termination
– Breach of contract
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure arrangements
– Discrimination (e.g., age, sex, race, religion, equivalent pay, special needs, and more).
– Failure to accommodate impairments.
– Harassment

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

To seek advice from with a skilled employment law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our company does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your options. We will also:

– Gather proof that supports your claims.
– Interview your colleagues, boss, and other related celebrations.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent agency.
– Establish what changes or accommodations could fulfill your requirements

Your labor and employment lawyer’s main goal is to protect your legal rights.

For how long do You Need 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 might anticipate.

Per the EEOC, you generally have up to 180 days to file your case. This timeline might be longer based on your circumstance. You might have 300 days to file. This makes seeking legal action crucial. If you stop working to submit your case within the proper duration, you might be disqualified to continue.

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

We Can Manage Your Employment Litigation Case

If a company 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 lawsuits might become needed.

Employment lawsuits includes concerns including (however 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 offenses and should be taken really seriously.

We Can Defend Your FMLA Rights

The FMLA is a federal statute that applies to employees who need to take time from work for specific medical or family reasons. The FMLA permits the employee to depart and return to their task afterward.

In addition, the FMLA offers 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 staff member must have worked for the company for at least 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 occur when a staff member is denied leave or struck back versus for employment attempting to depart. For instance, it is unlawful for an employer to reject or prevent an employee 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 must restore the worker to the position he held when leave began.
– The company also can not demote the staff member or transfer them to another area.
– An employer must alert a worker in writing of his FMLA leave rights, specifically when the employer understands that the worker has an immediate need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member may be entitled to recuperate any financial losses suffered, including:

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

That quantity is doubled if the court or jury finds that the employer 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 prohibit discrimination based upon:

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

Florida laws particularly prohibit discrimination against 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 office just due to the fact that of their age. If you have actually 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 discriminate versus a specific due to the fact that they are over the age of 40. Age discrimination can frequently lead to adverse emotional results.

Our work and labor attorneys understand how this can affect a private, which is why we provide thoughtful and tailored legal care.

How Age Discrimination can Present Itself

We put our customers’ legal requirements before our own, no matter what. You should have a knowledgeable age discrimination attorney to protect your rights if you are dealing with these scenarios:

– Restricted task improvement based on age.
– Adverse workplace through discrimination.
– Reduced payment.
– Segregation based upon age.
– Discrimination versus benefits

We can prove that age was a figuring out consider your employer’s choice to deny you particular things. If you feel like you’ve been rejected advantages or dealt with unfairly, the work attorneys 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 upon hereditary details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law restricts employers and health insurance business from victimizing individuals if, based upon their hereditary details, they are found to have an above-average threat of developing major illnesses or conditions.

It is also illegal for companies to utilize the hereditary information of candidates 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 prohibits companies from discriminating against candidates and employees on the basis of pregnancy and related conditions.

The same law also secures pregnant women versus work environment harassment and secures the same impairment rights for pregnant employees 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) protects veterans from discrimination and retaliation in regard to:

– Initial work.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages

We will investigate your situation to prove that you suffered discrimination due to your veteran status.

You are Protected Against Citizenship Discrimination

Federal laws restrict employers from victimizing workers and candidates based on their citizenship status. This includes:

– S. citizens.
– Asylees.
– Refugees.
– Recent permanent locals.
– Temporary locals

However, if a long-term local does not make an application for 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 refuse jobs to these people. Some employers even reject their disabled staff members affordable accommodations.

This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando special needs rights legal representatives have comprehensive understanding and experience litigating impairment discrimination cases. We have actually devoted ourselves to protecting 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 on disability is prohibited. Under the ADA, an employer can not victimize an applicant based upon any physical or psychological limitation.

It is unlawful to discriminate versus qualified individuals with impairments in practically any aspect of work, consisting of, however not restricted to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promotions.
– Wages and settlement.
– Benefits

We represent people who have actually been rejected access to employment, education, business, and even federal government centers. If you feel you have actually been discriminated against based on a special needs, consider dealing with our Central Florida special needs rights group. We can figure out if your claim has legal merit.

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 assistance. The Civil Liberty Act of 1964 forbids discrimination based upon a person’s skin color. Any actions or harassment by employers based on race is an offense of the Civil liberty Act and is cause for a legal match.

Some examples of civil liberties violations include:

– Segregating workers based upon race
– Creating a hostile workplace through racial harassment
– Restricting a staff member’s chance for job development or opportunity based upon race
– Victimizing an employee since of their association with people of a certain race or ethnic culture

We Can Protect You Against Unwanted Sexual Advances

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to essentially all employers and work companies.

Unwanted sexual advances laws safeguard workers from:

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

Employers bear a responsibility to keep a workplace that is without unwanted sexual advances. Our company can offer thorough legal representation regarding your work or sexual harassment matter.

You Deserve to Be Treated Equally in the Hospitality Sector

Our group is here to assist you if a staff member, colleague, employer, or manager in the hospitality industry broke federal or local laws. We can take legal action for work environment offenses including locations such as:

– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights

While Orlando is among America’s most significant traveler locations, staff members who operate at amusement park, hotels, and restaurants should have to have level playing fields. We can take legal action if your rights were breached in these settings.

You Can not Be Victimized Based Upon Your National Origin

National origin discrimination involves dealing with people (candidates or employees) unfavorably because they are from a specific nation, have an accent, or appear to be of a particular ethnic background.

National origin discrimination likewise can include dealing with people unfavorably since they are married to (or connected with) a person of a particular nationwide origin. Discrimination can even happen when the worker and company are of the same origin.

We Can Provide Legal Assistance in these Situations

National origin discrimination laws forbid discrimination when it pertains to any element of employment, including:

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

It is illegal to harass an individual since of his/her national origin. Harassment can include, for example, offensive or bad remarks about a person’s nationwide origin, accent, or ethnic culture.

Although the law doesn’t forbid easy teasing, offhand remarks, or isolated incidents, harassment is illegal when it produces a hostile workplace.

The harasser can be the victim’s supervisor, a colleague, or someone who is not a staff member, such as a client 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 service. For example, an employer can not force you to talk without an accent if doing so would not impede your occupational responsibilities.

A company can only need a staff member to speak fluent English if this is needed to perform the job successfully. So, for instance, your company can not prevent you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

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

Employment laws are complex and changing all the time. It is critical to think about partnering with a labor and work attorney in Orlando. We can navigate your difficult circumstance.

Our attorneys represent companies in litigation before administrative agencies, 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 work lawsuit, here are some situations we can help you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters

We understand employment litigation is charged with feelings and unfavorable promotion. However, we can assist our clients reduce these negative results.

We also can be proactive in assisting our clients with the preparation and upkeep of employee handbooks and policies for circulation and associated training. Sometimes, this proactive approach will work as an included defense to prospective claims.

Contact Bogin, Munns & Munns to read more

We have 13 locations throughout Florida. We more than happy to fulfill you in the area that is most hassle-free for you. With our main 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 an employee, colleague, employer, or manager broke federal or regional 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 workers and employers).

We will examine your responses and provide you a call. During this short discussion, an attorney will discuss your present situation and legal alternatives. You can also contact us to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my impairment? It is up to the worker to make certain the company knows of the impairment and to let the company understand that a lodging is required.

It is not the employer’s obligation to acknowledge that the staff member has a need initially.

Once a demand employment is made, the worker and the employer requirement to interact to find if accommodations are really essential, and if so, what they will be.

Both celebrations have an obligation to be cooperative.

A company can not propose only one unhelpful choice and then decline to use further choices, and workers can not refuse to discuss which responsibilities are being hampered by their special needs or refuse to provide medical proof of their special needs.

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

Even if a person is submitting a job application, an employer may be needed to make lodgings to help the candidate in filling it out.

However, like a worker, the applicant is accountable for letting the company understand that an accommodation is needed.

Then it depends on the employer to work with the applicant to finish the application process.

– Does a possible employer need to inform me why I didn’t get the task? No, they do not. Employers may even be instructed by their legal teams not to give any reason when delivering 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, consisting of (but not limited to) pay, category, termination, hiring, work training, recommendation, promo, and advantages based on (amongst other things) the individuals color, nation of origin, race, gender, or status as a veteran.

– As an entrepreneur I am being sued by among my former employees. What are my rights? Your rights consist of a capability to intensely protect the claim. Or, if you view there to be liability, you have every right to participate in settlement conversations.

However, you ought to have an employment legal representative help you with your assessment of the degree of liability and possible damages dealing with the company before you decide on whether to fight or settle.

– How can an Attorney safeguard my businesses if I’m being unjustly targeted in an employment associated claim? It is always best for an employer to talk with a work attorney at the creation of a concern instead of waiting until match is submitted. Many times, the attorney can head-off a possible claim either through negotiation or official resolution.

Employers likewise have rights not to be demanded unimportant claims.

While the concern of proof is upon the employer to prove to the court that the claim is pointless, if effective, and the employer wins the case, it can develop a right to an award of their lawyer’s fees payable by the worker.

Such right is typically not otherwise available under the majority of employment law statutes.

– What must a company do after the employer gets notification of a claim? Promptly call a work attorney. There are considerable deadlines and other requirements in reacting to a claim that need proficiency in employment law.

When conference with the lawyer, have him explain his opinion of the liability risks and extent of damages.

You should likewise develop a strategy of action as to whether to try an early settlement or fight all the way through trial.

– Do I need to validate the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. need to confirm both the identity and the work eligibility of each of their staff members.

They need to likewise confirm whether or not their staff members 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 workers sent documents declaring eligibility.

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

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

They should likewise fit the “responsibilities test” which requires certain job responsibilities (and lack of others) before they can be thought about exempt under the law.

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