In a time like this, we understand that you want a legal representative familiar with the intricacies of employment law. We will assist you navigate this complicated procedure.

We represent employers and workers in disagreements and litigation before administrative firms, federal courts, and state courts. We likewise represent our customers in arbitrations and mediations.

We Handle the Following Labor and Employment Practice Areas

Here are a few of the problems we can handle in your place:

Wrongful termination

• Breach of contract
• Violation of wage and hour laws, including purported class actions
• Violations of non-competition and non-disclosure agreements
• Discrimination (e.g., age, sex, race, religion, equal pay, special needs, and more).
• Failure to accommodate disabilities.
• Harassment
  
  Today, you can talk with among our team members about your situation.
  
  To talk to a skilled 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 find out more about the case, we will discuss your alternatives. We will also:
  
  - Gather proof that supports your accusations.
• Interview your coworkers, employer, and other related parties.
• Determine how state and federal laws use to your scenarios.
• File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent company.
• Establish what modifications or lodgings might fulfill your requirements
  
  Your labor and work attorney's main objective is to safeguard 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 may expect.
  
  Per the EEOC, you normally have up to 180 days to submit your case. This timeline might be longer based on your circumstance. You could have 300 days to submit. This makes seeking legal action essential. If you fail to file 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 violates 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 may become necessary.
  
  Employment litigation includes concerns including (however not restricted to):
  
  - Breach of contract.
• Workplace harassment (racial, sexual, or otherwise).
• Trade secrets and non-compete contracts.
• Wrongful termination.
• Whistle-blowing and retaliation.
• Discrimination versus secured statuses, consisting of sex, disability, and race
  
  A number of the issues noted 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 staff members who require to take time from work for certain medical or family reasons. The FMLA permits the employee to take leave and go back to their task afterward.
  
  In addition, the FMLA offers family leave for military service members and their households-- if the leave is related to that service member's military commitments.
  
  For the FMLA to apply:
  
  - The employer needs to have at least 50 staff members.
• The staff member should have worked for the company for at least 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 occur when a staff member is rejected leave or retaliated versus for attempting to take leave. For example, it is unlawful for an employer to reject or discourage an employee from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is illegal for an employer to fire a staff member or cancel his medical insurance due to the fact that he took FMLA leave.
• The employer must renew the worker to the position he held when leave started.
• The employer likewise can not bench the worker or move them to another area.
• An employer must inform a worker in writing of his FMLA leave rights, particularly when the company is mindful that the employee has an urgent requirement 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, including:
  
  - Lost pay.
• Lost benefits.
• Various out-of-pocket expenditures
  
  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 (usually 40 and over).
• Citizenship status.
• Veteran status.
• Genetic info
  
  Florida laws particularly forbid 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 work environment merely since 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 illegal to discriminate against a specific since they are over the age of 40. Age discrimination can frequently cause negative emotional impacts.
  
  Our work and labor attorneys understand how this can affect a private, which is why we provide caring and customized legal care.
  
  How Age Discrimination can Present Itself
  
  We put our customers' legal requirements before our own, no matter what. You are worthy of an experienced age discrimination attorney to protect your rights if you are dealing with these situations:
  
  - Restricted job advancement based on age.
• Adverse workplace through discrimination.
• Reduced settlement.
• Segregation based upon age.
• Discrimination against advantages
  
  We can show that age was an identifying element in your company's decision to deny you particular things. If you feel like you have actually been denied benefits or dealt with unfairly, the work lawyers at our law office are here to represent you.
  
  Submit a Consultation Request form today
  
  We Can Help if You Experienced Genetic Discrimination at Work
  
  Discrimination based on genetic information is a federal criminal activity following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
  
  The law prohibits employers and health insurance coverage companies from victimizing people if, based upon their hereditary info, they are found to have an above-average danger of establishing major employment diseases or conditions.
  
  It is likewise prohibited for employers to utilize the hereditary information of applicants and employees as the basis for specific decisions, including work, promotion, and termination.
  
  You Can not be Discriminated Against if You are Pregnant
  
  The Pregnancy Discrimination Act forbids employers from discriminating versus applicants and employees on the basis of pregnancy and related conditions.
  
  The same law likewise secures pregnant ladies against workplace harassment and secures the same special needs rights for pregnant employees as non-pregnant employees.
  
  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 examine your scenario to prove that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws restrict companies from victimizing workers and candidates based on their citizenship status. This consists of:
  
  - S. residents.
• Asylees.
• Refugees.
• Recent irreversible citizens.
• Temporary homeowners
  
  However, if a permanent local does not look for naturalization within six months of becoming 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 employers refuse tasks to these people. Some employers even deny their disabled employees reasonable accommodations.
  
  This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights lawyers have substantial knowledge and experience litigating impairment discrimination cases. We have committed 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 disability is prohibited. Under the ADA, a company can not discriminate versus a candidate based on any physical or mental limitation.
  
  It is illegal to discriminate versus qualified individuals with impairments in practically any element of employment, consisting of, however not restricted to:
  
  - Hiring.
• Firing.
• Job applications.
• The interview procedure.
• Advancement and promos.
• Wages and payment.
• Benefits
  
  We represent individuals who have been denied access to work, education, company, and even federal government centers. If you feel you have been victimized based upon an impairment, consider working with our Central Florida special needs rights group. 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 office, let the attorneys at Bogin, Munns & Munns aid. The Civil Rights Act of 1964 forbids discrimination based upon an individual's skin color. Any actions or harassment by employers based upon race is an offense of the Civil Rights Act and is cause for a legal match.
  
  Some examples of civil rights infractions consist of:
  
  - Segregating workers based upon race
• Creating a hostile workplace through racial harassment
• Restricting a staff member's chance for job advancement or chance based upon race
• Victimizing an employee due to the fact that of their association with people of a specific race or ethnic culture
  
  We Can Protect You Against Sexual Harassment
  
  Unwanted sexual advances is a form of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Sexual harassment laws use to virtually all companies and employment service.
  
  Sexual harassment laws safeguard workers from:
  
  - Sexual advances
• Verbal or physical conduct of a sexual nature
• Requests for sexual favors
• Sexual jokes
  
  Employers bear an obligation to keep a workplace that is complimentary of unwanted sexual advances. Our firm can provide detailed legal representation concerning your employment or sexual harassment matter.
  
  You Have the Right to Be Treated Equally in the Hospitality Sector
  
  Our team is here to help you if a staff member, coworker, company, or employment manager in the hospitality industry broke federal or regional laws. We can take legal action for work environment infractions involving locations such as:
  
  - Wrongful termination
• Discrimination versus protected groups
• Disability rights
• FMLA rights
  
  While Orlando is one of America's greatest traveler destinations, staff members who operate at style parks, 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 Victimized Based Upon Your National Origin
  
  National origin discrimination includes dealing with individuals (candidates or employees) unfavorably because they are from a specific nation, have an accent, or seem of a particular ethnic background.
  
  National origin discrimination also can involve dealing with individuals unfavorably due to the fact that they are married to (or connected with) an individual of a particular nationwide origin. Discrimination can even occur when the employee and employer are of the very same origin.
  
  We Can Provide Legal Assistance in these Situations
  
  National origin discrimination laws forbid discrimination when it concerns any element of employment, including:
  
  - Hiring
• Firing
• Pay
• Job assignments
• Promotions
• Layoffs
• Training
• Fringe advantages
• Any other term or condition of employment
  
  It is unlawful to bug an individual because of his or her nationwide origin. Harassment can include, for employment example, employment offending or derogatory remarks about a person's national origin, accent, employment or ethnic background.
  
  Although the law doesn't prohibit easy teasing, offhand remarks, or separated events, harassment is unlawful when it produces a hostile work environment.
  
  The harasser can be the victim's manager, a colleague, or someone who is not an employee, such as a client or customer.
  
  " English-Only" Rules Are Illegal
  
  The law makes it illegal for a company to implement policies that target certain populations and are not essential to the operation of business. For instance, an employer can not force you to talk without an accent if doing so would not hamper your occupational tasks.
  
  An employer can only need a worker to speak fluent English if this is required to perform the job efficiently. 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 discover themselves the target of employment-related lawsuits in spite of their finest practices. Some claims likewise 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 attorney in Orlando. We can navigate your tough 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 find yourself the topic of a labor and work claim, here are some circumstances we can help you with:
  
  - Unlawful termination
• Breach of agreement
• Defamation
• Discrimination
• Failure to accommodate disabilities
• Harassment
• Negligent hiring and supervision
• Retaliation
• Violation of wage and hour laws, consisting of purported class actions
• Violations of non-competition and non-disclosure contracts
• Unemployment payment claims
• And other matters
  
  We comprehend work lawsuits is charged with emotions and unfavorable promotion. However, we can help our customers lessen these negative effects.
  
  We also can be proactive in assisting our clients with the preparation and upkeep of employee handbooks and policies for circulation and related training. Sometimes, this proactive method will work as an added defense to prospective claims.
  
  Contact Bogin, Munns & Munns for more information
  
  We have 13 areas throughout Florida. We enjoy to meet you in the location that is most 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 employment lawyers are here to help you if a worker, colleague, company, employment or supervisor broke federal or local laws.
  
  Start Your Case Review Today
  
  If you have a legal matter concerning discrimination, wrongful termination, or harassment fill out our online Employment Law Questionnaire (for both workers and companies).
  
  We will evaluate your answers and give you a call. During this short discussion, a lawyer will discuss your current scenario and legal options. 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 impairment? It is up to the employee to make sure the company understands of the special needs and to let the company understand that an accommodation is required.
  
  It is not the company's obligation to recognize that the employee has a requirement initially.
  
  Once a demand is made, the staff member and the employer requirement to collaborate to find if lodgings are in fact essential, and if so, what they will be.
  
  Both parties have a duty to be cooperative.
  
  An employer can not propose only one unhelpful option and then decline to use more choices, and employment employees can not decline to explain which tasks are being hindered by their special needs or refuse to give medical proof of their special needs.
  
  If the worker declines to provide pertinent medical evidence or explain why the lodging is required, the company can not be held accountable for not making the accommodation.
  
  Even if a person is completing a job application, a company might be required to make lodgings to help the applicant in filling it out.
  
  However, like a staff member, the applicant is accountable for letting the employer understand that an accommodation is needed.
  
  Then it depends on the employer to work with the candidate to finish the application process.
  
  - Does a potential employer have to tell me why I didn't get the task? No, they do not. Employers may even be instructed by their legal groups not to provide any factor when providing the bad news.
  
  - How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII protects individuals from discrimination in elements of work, consisting of (but not limited to) pay, category, termination, employing, work training, referral, promotion, and advantages based on (amongst other things) the people color, country of origin, race, gender, or status as a veteran.
  
  - As a business owner I am being sued by among my former workers. What are my rights? Your rights include a capability to intensely defend 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 a work lawyer assist you with your valuation of the extent of liability and possible damages dealing with the company before you decide on whether to eliminate or settle.
  
  - How can an Attorney protect my businesses if I'm being unjustly targeted in a work related claim? It is always best for a company to speak with a work legal representative at the creation of an issue instead of waiting till fit 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 taken legal action against for pointless claims.
  
  While the problem of evidence is upon the company to prove to the court that the claim is pointless, if effective, and the employer wins the case, it can create a right to an award of their lawyer's fees payable by the staff member.
  
  Such right is generally not otherwise offered under many work law statutes.
  
  - What must a company do after the company gets notice of a claim? Promptly contact an employment attorney. There are considerable deadlines and other requirements in reacting to a claim that need proficiency in work law.
  
  When meeting with the lawyer, have him describe his opinion of the liability threats and extent of damages.
  
  You should likewise establish a strategy regarding whether to try an early settlement or fight all the method through trial.
  
  - Do I need to verify the citizenship of my employees if I am a small company owner? Yes. Employers in the U.S. should verify both the identity and the employment eligibility of each of their employees.
  
  They need to also verify 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 needs to keep the I-9 types for all employees up until 3 years after the date of employing, or up until 1 year after termination (whichever comes last).
  
  - I pay a few of my workers a salary. That means I do not need to pay them overtime, remedy? No, paying a staff member a real income is however one step in appropriately categorizing them as exempt from the overtime requirements under federal law.
  
  They must also fit the "responsibilities test" which needs specific task tasks (and absence 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), eligible personal companies are required to offer leave for selected military, family, and medical reasons.