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

We represent companies and staff members in conflicts and akropolistravel.com 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 problems we can handle on your behalf:

Wrongful termination

• Breach of agreement
• Violation of wage and hour laws, consisting of purported class actions
• Violations of non-competition and non-disclosure arrangements
• Discrimination (e.g., age, sex, race, faith, equivalent pay, special needs, and more).
• Failure to accommodate impairments.
• Harassment
  
  Today, you can consult with one of our staff member about your situation.
  
  To talk to an experienced employment law legal representative serving Orlando. 855-780-9986
  
  How Can Our Firm Help You?
  
  Our company does not endure 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 coworkers, boss, and other related parties.
• Determine how state and federal laws apply to your circumstances.
• File your case with the Equal Employment Opportunity Commission (EEOC) or another pertinent firm.
• Establish what changes or lodgings might fulfill your requirements
  
  Your labor and employment legal representative's main goal is to safeguard your legal rights.
  
  How Long do You Need To File Your Orlando Employment Case?
  
  Employment and labor cases generally do not fall under injury law, so the time frame for taking legal action is much shorter than some might anticipate.
  
  Per the EEOC, you normally have up to 180 days to submit your case. This timeline could be longer based upon your circumstance. You could have 300 days to file. This makes looking for legal action important. If you stop working to submit your case within the proper duration, you could be disqualified to continue.
  
  Orlando Employment Law Lawyer Near Me. 855-780-9986
  
  We Can Manage Your Employment Litigation Case
  
  If an employer 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 lawsuits might end up being required.
  
  Employment lawsuits involves problems consisting of (but 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 safeguarded statuses, consisting of sex, impairment, and race
  
  A number of the issues listed above are federal criminal offenses and should 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 household factors. The FMLA enables the worker 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 obligations.
  
  For the FMLA to use:
  
  - The employer needs to have at least 50 workers.
• The staff member needs to have worked for the employer for at least 12 months.
• The staff member should have worked 1,250 hours in the 12 months immediately preceding the leave.
  
  You Have Rights if You Were Denied Leave
  
  Claims can arise when an employee is rejected leave or struck back against for trying to depart. For example, it is unlawful for an employer to reject or discourage a worker from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is illegal for a company to fire a worker or cancel his medical insurance since he took FMLA leave.
• The employer needs to restore the staff member to the position he held when leave started.
• The company also can not demote the staff member or move them to another area.
• An employer must alert a staff member in writing of his FMLA leave rights, especially when the company understands that the worker has an urgent requirement for leave.
  
  Compensable Losses in FMLA Violation Cases
  
  If the company breaks the FMLA, a staff member might be entitled to recuperate any financial losses suffered, consisting of:
  
  - Lost pay.
• Lost advantages.
• Various out-of-pocket expenditures
  
  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 forbid discrimination based on:
  
  - Religion.
• Disability.
• Race.
• Sex.
• Marital status.
• National origin.
• Color.
• Pregnancy.
• Age (usually 40 and over).
• Citizenship status.
• Veteran status.
• Genetic details
  
  Florida laws particularly prohibit discrimination versus people based upon AIDS/HIV and sickle cell trait.
  
  We Can Represent Your Age Discrimination Case
  
  Age discrimination is dealing with an individual unfavorably in the workplace 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 versus a private because they are over the age of 40. Age discrimination can often cause negative psychological impacts.
  
  Our work and labor lawyers understand how this can impact an individual, which is why we offer thoughtful and customized legal care.
  
  How Age Discrimination can Emerge
  
  We position our clients' legal needs before our own, no matter what. You are worthy of a skilled age to defend your rights if you are dealing with these circumstances:
  
  - Restricted job advancement based upon age.
• Adverse workplace through discrimination.
• Reduced compensation.
• Segregation based on age.
• Discrimination against benefits
  
  We can show that age was a figuring out factor in your company's decision to reject you specific things. If you feel like you have actually been rejected opportunities or treated unfairly, the employment attorneys at our law firm are here to represent you.
  
  Submit a Consultation Request form today
  
  We Can Help if You Experienced Genetic Discrimination at Work
  
  Discrimination based upon genetic 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 companies from victimizing individuals if, based upon their genetic information, they are discovered to have an above-average risk of developing severe diseases or conditions.
  
  It is likewise illegal for employers to use the genetic information of applicants and staff members as the basis for particular decisions, including work, promo, and termination.
  
  You Can not be Discriminated Against if You are Pregnant
  
  The Pregnancy Discrimination Act prohibits employers from victimizing candidates and workers on the basis of pregnancy and associated conditions.
  
  The same law also secures pregnant ladies against workplace harassment and protects the exact same impairment rights for pregnant workers 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) protects veterans from discrimination and retaliation in regard to:
  
  - Initial work.
• Promotions.
• Reemployment.
• Retention.
• Employment benefits
  
  We will examine your situation to show that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws forbid companies from discriminating against workers and candidates based upon their citizenship status. This includes:
  
  - S. citizens.
• Asylees.
• Refugees.
• Recent irreversible homeowners.
• Temporary citizens
  
  However, if a long-term resident does not get naturalization within six months of becoming qualified, 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 deal with specials needs. Unfortunately, many companies decline jobs to these individuals. Some companies even reject their handicapped workers sensible lodgings.
  
  This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando impairment rights legal representatives have comprehensive knowledge and experience litigating disability discrimination cases. We have actually dedicated ourselves to safeguarding the rights of individuals with disabilities.
  
  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 an applicant based upon any physical or psychological constraint.
  
  It is unlawful to victimize qualified people with impairments in almost any element of work, consisting of, however not restricted to:
  
  - Hiring.
• Firing.
• Job applications.
• The interview process.
• Advancement and promotions.
• Wages and payment.
• Benefits
  
  We represent individuals who have actually been denied access to work, education, business, and even government facilities. If you feel you have actually been discriminated against based upon a special needs, consider working with our Central Florida disability rights team. We can identify if your claim has legal benefit.
  
  Our Firm does Not Tolerate Racial Discrimination
  
  If you have actually been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns help. The Civil Rights Act of 1964 forbids discrimination based on an individual's skin color. Any actions or harassment by employers based on race is an infraction of the Civil liberty Act and is cause for a legal fit.
  
  Some examples of civil liberties infractions include:
  
  - Segregating staff members based upon race
• Creating a hostile workplace through racial harassment
• Restricting a staff member's opportunity for task improvement or opportunity based on race
• Discriminating against an employee since of their association with people of a particular race or ethnic background
  
  We Can Protect You Against Sexual Harassment
  
  Unwanted sexual advances is a type of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to virtually all companies and work companies.
  
  Sexual harassment laws secure workers from:
  
  - Sexual advances
• Verbal or physical conduct of a sexual nature
• Ask for sexual favors
• Sexual jokes
  
  Employers bear an obligation to maintain a workplace that is without sexual harassment. Our firm can supply extensive legal representation regarding your employment or sexual harassment matter.
  
  You Can Be Treated Equally in the Hospitality Sector
  
  Our team is here to assist you if a worker, coworker, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment infractions including locations such as:
  
  - Wrongful termination
• Discrimination versus safeguarded groups
• Disability rights
• FMLA rights
  
  While Orlando is one of America's most significant tourist locations, workers who work at amusement park, hotels, and dining establishments deserve to have equivalent chances. We can take legal action if your rights were breached in these settings.
  
  You Can not Be Discriminated Against Based on Your National Origin
  
  National origin discrimination involves treating individuals (applicants or employees) unfavorably due to the fact that they are from a particular nation, have an accent, or seem of a particular ethnic background.
  
  National origin discrimination likewise can involve dealing with individuals unfavorably because they are married to (or associated with) an individual of a certain national origin. Discrimination can even happen when the staff member and employer are of the exact same origin.
  
  We Can Provide Legal Assistance in these Situations
  
  National origin discrimination laws prohibited discrimination when it comes to any aspect of work, including:
  
  - Hiring
• Firing
• Pay
• Job assignments
• Promotions
• Layoffs
• Training
• Additional benefit
• Any other term or condition of work
  
  It is unlawful to bug a person because of his/her national origin. Harassment can include, for example, offending or derogatory remarks about a person's nationwide origin, accent, or ethnicity.
  
  Although the law doesn't forbid simple teasing, offhand remarks, or isolated events, harassment is prohibited when it produces a hostile work environment.
  
  The harasser can be the victim's manager, a coworker, or somebody who is not a staff member, such as a client or client.
  
  " English-Only" Rules Are Illegal
  
  The law makes it prohibited for an employer to carry out policies that target certain populations and are not essential to the operation of business. For example, an employer can not require you to talk without an accent if doing so would not hamper your occupational duties.
  
  A company can just require a staff member to speak proficient English if this is needed to perform the task successfully. 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 lawsuits in spite of their best practices. Some claims also subject the company officer to personal liability.
  
  Employment laws are complex and changing all the time. It is vital to consider partnering with a labor and employment attorney in Orlando. We can navigate your tight spot.
  
  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 Help with the Following Issues
  
  If you find yourself the subject of a labor and employment suit, here are some situations we can help you with:
  
  - Unlawful termination
• Breach of agreement
• 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 agreements
• Unemployment compensation claims
• And other matters
  
  We understand work lawsuits is charged with feelings and negative publicity. However, we can assist our clients minimize 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. Lot of times, this proactive approach will work as an added defense to potential claims.
  
  Contact Bogin, Munns & Munns to find out more
  
  We have 13 places throughout Florida. We more than happy to satisfy you in the area that is most convenient 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 work attorneys are here to assist you if a worker, colleague, 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 submit our online Employment Law Questionnaire (for both workers and companies).
  
  We will examine your responses and provide you a call. During this short conversation, an attorney will review your current 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 ensure my employer accommodates my disability? It is up to the worker to ensure the company understands of the special needs and to let the employer understand that a lodging is needed.
  
  It is not the company's obligation to acknowledge that the staff member has a requirement initially.
  
  Once a demand is made, the staff member and the company requirement to interact to find if lodgings are in fact needed, and if so, what they will be.
  
  Both parties have a duty to be cooperative.
  
  An employer can not propose only one unhelpful alternative and after that refuse to offer further choices, and workers can not decline to describe which tasks are being hampered by their impairment or refuse to give medical proof of their disability.
  
  If the employee declines to offer appropriate medical proof or discuss why the accommodation is required, the company can not be held liable for not making the accommodation.
  
  Even if an individual is completing a task application, an employer might be needed to make lodgings to assist the candidate in filling it out.
  
  However, like an employee, the candidate is accountable for letting the company know that a lodging is needed.
  
  Then it is up to the company to work with the candidate to complete the application procedure.
  
  - Does a prospective employer need to inform me why I didn't get the job? No, they do not. Employers may even be instructed by their legal groups not to provide 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 protects people from discrimination in aspects of employment, consisting of (but not limited to) pay, category, termination, employing, employment training, recommendation, promotion, and benefits based upon (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.
  
  - As an entrepreneur I am being sued by one of my former employees. 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 engage in settlement conversations.
  
  However, you ought to have a work attorney help you with your evaluation of the degree of liability and possible damages dealing with the business before you make a decision on whether to eliminate or settle.
  
  - How can an Attorney protect my organizations if I'm being unfairly targeted in an employment associated claim? It is constantly best for an employer to speak with a work lawyer at the beginning of a problem rather than waiting till fit is filed. Sometimes, the legal representative can head-off a prospective claim either through negotiation or formal resolution.
  
  Employers likewise have rights not to be demanded pointless claims.
  
  While the concern of proof is upon the employer to show to the court that the claim is unimportant, if effective, and ura.cc the employer wins the case, it can create a right to an award of their attorney's costs payable by the worker.
  
  Such right is typically not otherwise readily available under many employment law statutes.
  
  - What must a company do after the company gets notice of a claim? Promptly call a work attorney. There are significant due dates and other requirements in reacting to a claim that need knowledge in work law.
  
  When conference with the lawyer, have him discuss his opinion of the liability risks and extent of damages.
  
  You need to also establish a plan of action as to whether to try an early settlement or battle all the method through trial.
  
  - Do I have to verify the citizenship of my staff members if I am a small company owner? Yes. Employers in the U.S. should validate both the identity and the employment eligibility of each of their staff members.
  
  They must likewise confirm whether or not their staff members are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.
  
  A company would submit an I-9 (Employment Eligibility Verification Form) and examine the staff members submitted paperwork declaring eligibility.
  
  By law, the company needs to keep the I-9 forms for all employees till 3 years after the date of employing, or until 1 year after termination (whichever comes last).
  
  - I pay some of my workers an income. That suggests I do not have to pay them overtime, correct? No, paying a worker a real wage is however one action in appropriately classifying them as exempt from the overtime requirements under federal law.
  
  They need to also fit the "responsibilities test" which needs specific task duties (and lack of others) before they can be considered exempt under the law.
  
  - How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible personal companies are needed to provide leave for picked military, family, and medical reasons.