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

We represent companies and employees in disputes and litigation before administrative companies, 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 concerns we can manage on your behalf:

Wrongful termination

• Breach of contract
• Violation of wage and hour laws, including supposed class actions
• Violations of non-competition and non-disclosure agreements
• Discrimination (e.g., age, sex, race, religion, job equal pay, special needs, and more).
• Failure to accommodate specials needs.
• Harassment
  
  Today, you can speak with one of our employee about your situation.
  
  To consult with an experienced work law legal representative serving Orlando. 855-780-9986
  
  How Can Our Firm Help You?
  
  Our firm does not endure discrimination of any kind. After we learn more about the case, we will discuss your choices. We will also:
  
  - Gather evidence that supports your allegations.
• Interview your colleagues, employer, and other associated parties.
• Determine how state and federal laws apply to your scenarios.
• File your case with the Equal Employment Opportunity Commission (EEOC) or another appropriate company.
• Establish what changes or lodgings might meet your requirements
  
  Your labor and work attorney's primary objective is to secure your legal rights.
  
  For how long do You Need 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 submit your case. This timeline could be longer based on your scenario. You could have 300 days to file. This makes seeking legal action essential. If you fail to submit your case within the proper duration, you might be ineligible to proceed.
  
  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 may end up being needed.
  
  Employment lawsuits includes issues including (but not limited to):
  
  - Breach of contract.
• Workplace harassment (racial, sexual, or otherwise).
• Trade secrets and non-compete agreements.
• Wrongful termination.
• Whistle-blowing and retaliation.
• Discrimination against safeguarded statuses, including sex, disability, and race
  
  Many of the issues listed above are federal criminal offenses and must be taken very seriously.
  
  We Can Defend Your FMLA Rights
  
  The FMLA is a federal statute that uses to staff members who need to require time from work for specific medical or household factors. The FMLA enables the worker to take leave and return to their task afterward.
  
  In addition, the FMLA supplies household leave for military service members and their households-- if the leave is related to that service member's military obligations.
  
  For the FMLA to use:
  
  - The company should have at least 50 staff members.
• The staff member needs to have worked for the employer for a minimum of 12 months.
• The staff member 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 develop when a worker is denied leave or retaliated versus for attempting to take leave. For job example, it is illegal for an employer to reject or prevent an employee from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is illegal for an employer to fire a worker or cancel his medical insurance coverage due to the fact that he took FMLA leave.
• The company must restore the staff member to the position he held when leave started.
• The company likewise can not demote the worker or move them to another place.
• A company needs to alert a worker in writing of his FMLA leave rights, specifically when the company understands that the employee has an urgent need for leave.
  
  Compensable Losses in FMLA Violation Cases
  
  If the company violates the FMLA, a worker may be entitled to recuperate 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 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 on:
  
  - Religion.
• Disability.
• Race.
• Sex.
• Marital status.
• National origin.
• Color.
• Pregnancy.
• Age (typically 40 and over).
• Citizenship status.
• Veteran status.
• Genetic info
  
  Florida laws specifically restrict discrimination against individuals based upon AIDS/HIV and sickle cell characteristic.
  
  We Can Represent Your Age Discrimination Case
  
  Age discrimination is dealing with a private unfavorably in the workplace simply due to the fact that 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 a specific since they are over the age of 40. Age discrimination can typically cause negative psychological impacts.
  
  Our work and labor attorneys understand how this can affect a specific, which is why we supply caring and tailored legal care.
  
  How Age Discrimination can Present Itself
  
  We place our customers' legal requirements before our own, no matter what. You deserve a knowledgeable age discrimination attorney to protect your rights if you are facing these situations:
  
  - Restricted task advancement based on age.
• Adverse workplace through discrimination.
• Reduced compensation.
• Segregation based upon age.
• Discrimination versus privileges
  
  We can prove that age was a determining consider your company's choice to reject you specific things. If you seem like you have actually been rejected opportunities or dealt with unfairly, the work lawyers at our law practice are here to represent you.
  
  Submit an Assessment Request form today
  
  We Can Help if You Experienced Genetic Discrimination at Work
  
  Discrimination based upon hereditary info is a federal criminal activity following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
  
  The law prohibits employers and medical insurance companies from victimizing people if, based upon their hereditary info, they are found to have an above-average risk of developing serious or conditions.
  
  It is also unlawful for employers to use the genetic info of applicants and employees as the basis for job specific decisions, consisting of employment, promo, and termination.
  
  You Can not be Discriminated Against if You are Pregnant
  
  The Pregnancy Discrimination Act forbids employers from discriminating versus candidates and staff members on the basis of pregnancy and related conditions.
  
  The exact same law also secures pregnant women versus workplace harassment and protects the same impairment rights for pregnant staff members as non-pregnant workers.
  
  Your Veteran Status ought 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 benefits
  
  We will examine your scenario to prove that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws prohibit companies from victimizing staff members and candidates based upon their citizenship status. This includes:
  
  - S. people.
• Asylees.
• Refugees.
• Recent long-term locals.
• Temporary citizens
  
  However, if an irreversible local does not make an application for naturalization within six months of becoming eligible, they will not be safeguarded 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 employers decline tasks to these individuals. Some companies even reject their handicapped employees affordable accommodations.
  
  This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando disability rights attorneys have comprehensive understanding and experience litigating special needs discrimination cases. We have dedicated ourselves to protecting 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 forbidden. Under the ADA, a company can not victimize an applicant based upon any physical or psychological restriction.
  
  It is unlawful to discriminate versus certified individuals with disabilities in practically any element of work, consisting of, but not restricted to:
  
  - Hiring.
• Firing.
• Job applications.
• The interview process.
• Advancement and promos.
• Wages and compensation.
• Benefits
  
  We represent people who have been denied access to work, education, organization, and even government facilities. If you feel you have actually been victimized based upon a disability, think about working with our Central Florida disability rights group. We can determine 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 attorneys at Bogin, Munns & Munns aid. The Civil Liberty Act of 1964 restricts discrimination based upon a person'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 match.
  
  Some examples of civil liberties offenses include:
  
  - Segregating workers based on race
• Creating a hostile workplace through racial harassment
• Restricting a staff member's chance for job development or opportunity based on race
• Victimizing an employee due to the fact that of their association with individuals of a certain race or ethnic culture
  
  We Can Protect You Against Unwanted Sexual Advances
  
  Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to practically all companies and employment service.
  
  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 maintain a workplace that is totally free of unwanted sexual advances. Our company can supply comprehensive legal representation concerning your work or unwanted sexual advances matter.
  
  You Have the Right to Be Treated Equally in the Hospitality Sector
  
  Our team is here to assist you if a staff member, colleague, company, or manager in the hospitality market broke federal or local laws. We can take legal action for workplace violations including areas such as:
  
  - Wrongful termination
• Discrimination versus protected groups
• Disability rights
• FMLA rights
  
  While Orlando is among America's most significant tourist destinations, staff members who work at theme parks, hotels, and dining establishments should have to have level playing fields. 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 dealing with individuals (applicants or employees) unfavorably since they are from a specific country, have an accent, or seem of a certain ethnic background.
  
  National origin discrimination also can include dealing with individuals unfavorably since they are married to (or connected with) an individual 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 prohibited discrimination when it pertains to any aspect of employment, consisting of:
  
  - Hiring
• Firing
• Pay
• Job assignments
• Promotions
• Layoffs
• Training
• Fringe benefits
• Any other term or condition of employment
  
  It is unlawful to pester a person due to the fact that of his or her national origin. Harassment can include, for instance, offensive or negative remarks about an individual's nationwide origin, accent, or ethnic culture.
  
  Although the law does not forbid simple teasing, offhand remarks, or separated occurrences, harassment is prohibited when it creates a hostile workplace.
  
  The harasser can be the victim's supervisor, a colleague, or somebody who is not an employee, such as a client or consumer.
  
  " English-Only" Rules Are Illegal
  
  The law makes it prohibited for an employer to execute policies that target particular populations and are not required to the operation of the organization. For example, a company can not require you to talk without an accent if doing so would not impede your occupational tasks.
  
  An employer can only require a worker to speak fluent English if this is needed to perform the job effectively. So, for example, 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 lawsuits regardless of their best practices. Some claims also subject the business officer to personal liability.
  
  Employment laws are intricate and changing all the time. It is critical to think about partnering with a labor and work legal representative in Orlando. We can navigate your hard circumstance.
  
  Our lawyers represent employers in litigation before administrative agencies, federal courts, and state courts. As kept in mind, we likewise 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 scenarios we can assist you with:
  
  - Unlawful termination
• Breach of agreement
• Defamation
• Discrimination
• Failure to accommodate disabilities
• 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 compensation claims
• And other matters
  
  We understand employment litigation is charged with emotions and negative publicity. However, we can assist our clients decrease these negative results.
  
  We also can be proactive in assisting our customers with the preparation and maintenance of employee handbooks and policies for distribution and associated training. Many times, this proactive method will work as an included defense to possible claims.
  
  Contact Bogin, Munns & Munns to get more information
  
  We have 13 places throughout Florida. We more than happy to fulfill you in the place that is most hassle-free 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 attorneys are here to help you if an employee, coworker, employer, or manager 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 companies).
  
  We will review your responses and offer you a call. During this short discussion, an attorney will discuss your present scenario and legal alternatives. You can also call to speak straight to a member of our personnel.
  
  Call or Submit Our Consultation Request Form Today
  
  - How can I ensure my company accommodates my disability? It is up to the worker to make certain the company understands of the special needs and to let the company know that an accommodation is required.
  
  It is not the employer's duty to recognize that the staff member has a need initially.
  
  Once a demand is made, the employee and the company need to work together to find if accommodations are really essential, and if so, what they will be.
  
  Both parties have a responsibility to be cooperative.
  
  An employer can not propose just one unhelpful option and after that decline to use additional alternatives, and staff members can not decline to describe which responsibilities are being hampered by their disability or refuse to provide medical proof of their impairment.
  
  If the staff member refuses to give appropriate medical proof or discuss why the lodging is needed, the company can not be held accountable for not making the accommodation.
  
  Even if an individual is submitting a job application, a company might be required to make lodgings to assist the applicant in filling it out.
  
  However, like an employee, the candidate is responsible for letting the employer know that an accommodation is needed.
  
  Then it is up to the employer to deal with the candidate to finish the application process.
  
  - Does a prospective company need 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 offer any reason when providing the bad news.
  
  - How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII secures individuals from discrimination in elements of employment, including (however not restricted to) pay, category, termination, employing, employment training, referral, 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 former workers. What are my rights? Your rights consist of an ability to strongly protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement discussions.
  
  However, you must have an employment attorney help you with your evaluation of the degree of liability and possible damages facing the company before you make a decision on whether to eliminate or settle.
  
  - How can an Attorney safeguard my services if I'm being unfairly targeted in an employment related suit? It is constantly best for an employer to speak with a work legal representative at the beginning of a concern instead of waiting until match is filed. Often times, the attorney can head-off a possible claim either through settlement or formal resolution.
  
  Employers also have rights not to be taken legal action against for frivolous claims.
  
  While the concern of evidence is upon the employer to show to the court that the claim is frivolous, if successful, and the company wins the case, it can produce a right to an award of their lawyer's charges payable by the staff member.
  
  Such right is typically not otherwise offered under a lot of work law statutes.
  
  - What must a company do after the employer gets notification of a claim? Promptly get in touch with an employment lawyer. There are considerable due dates and other requirements in reacting to a claim that need competence in employment law.
  
  When conference with the attorney, have him explain his opinion of the liability risks and degree of damages.
  
  You need to also develop a strategy of action as to whether to try an early settlement or battle all the method through trial.
  
  - Do I need to confirm the citizenship of my workers if I am a small company owner? Yes. Employers in the U.S. need to validate both the identity and the employment eligibility of each of their staff members.
  
  They need to also confirm whether their staff members are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.
  
  A company would file an I-9 (Employment Eligibility Verification Form) and examine the employees sent documentation alleging eligibility.
  
  By law, the employer should keep the I-9 kinds for all workers until 3 years after the date of hiring, or till 1 year after termination (whichever comes last).
  
  - I pay a few of my employees a wage. That indicates I do not have to pay them overtime, job correct? No, paying a worker a true salary is but one step in properly classifying them as exempt from the overtime requirements under federal law.
  
  They should also fit the "duties test" which needs particular job duties (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 Medical Leave Act (FMLA), qualified personal employers are needed to offer leave for picked military, household, and medical reasons.