In a time like this, we understand that you desire a legal representative knowledgeable about the complexities of employment law. We will assist you navigate this complex procedure.

We represent companies and workers in conflicts and lawsuits before administrative companies, 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 concerns we can manage on your behalf:

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 specials needs.
• Harassment
  
  Today, you can consult with among our staff member about your situation.
  
  To talk to an experienced work law attorney serving Orlando. 855-780-9986
  
  How Can Our Firm Help You?
  
  Our firm does not endure discrimination of any kind. After we find out more about the case, we will discuss your choices. We will likewise:
  
  - Gather proof that supports your claims.
• Interview your colleagues, boss, and other related parties.
• Determine how state and federal laws use to your scenarios.
• File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
• Establish what modifications or lodgings might satisfy your requirements
  
  Your labor and employment legal representative'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 injury law, so the time frame for taking legal action is much shorter than some may anticipate.
  
  Per the EEOC, you typically have up to 180 days to submit your case. This timeline might be longer based upon your scenario. You could have 300 days to file. This makes seeking legal action important. If you fail to submit your case within the suitable 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 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), employment lawsuits may end up being required.
  
  Employment lawsuits involves problems consisting of (however not limited to):
  
  - Breach of contract.
• Workplace harassment (racial, sexual, or otherwise).
• Trade tricks and non-compete agreements.
• Wrongful termination.
• Whistle-blowing and retaliation.
• Discrimination against protected statuses, consisting of sex, special needs, and race
  
  Many of the concerns listed above are federal crimes and should be taken extremely seriously.
  
  We Can Defend Your FMLA Rights
  
  The FMLA is a federal statute that uses to workers who need to take time from work for certain medical or household factors. The FMLA permits the employee to depart and return to their task later.
  
  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 apply:
  
  - The company must have at least 50 workers.
• The worker 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 immediately preceding the leave.
  
  You Have Rights if You Were Denied Leave
  
  Claims can arise when a worker is rejected leave or struck back against for trying to depart. For example, it is unlawful for a company to reject or prevent an employee from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is unlawful for a company to fire a worker or cancel his medical insurance coverage since he took FMLA leave.
• The employer must reinstate the staff member to the position he held when leave began.
• The company likewise can not bench the employee or employment move them to another location.
• A company should alert a worker in writing of his FMLA leave rights, specifically when the employer understands that the employee has an immediate requirement for leave.
  
  Compensable Losses in FMLA Violation Cases
  
  If the company breaches the FMLA, a worker might be entitled to recover any financial losses suffered, consisting of:
  
  - Lost pay.
• Lost benefits.
• Various out-of-pocket costs
  
  That amount is doubled if the court or jury finds that the company 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 restrict discrimination based on:
  
  - Religion.
• Disability.
• Race.
• Sex.
• Marital status.
• National origin.
• Color.
• Pregnancy.
• Age (normally 40 and over).
• Citizenship status.
• Veteran status.
• Genetic details
  
  Florida laws particularly restrict discrimination against people based upon AIDS/HIV and sickle cell quality.
  
  We Can Represent Your Age Discrimination Case
  
  Age discrimination is dealing with a private unfavorably in the workplace just 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 private because they are over the age of 40. Age discrimination can often cause unfavorable emotional effects.
  
  Our work and labor lawyers understand how this can impact a specific, which is why we provide compassionate and personalized legal care.
  
  How Age Discrimination can Present Itself
  
  We put our clients' legal needs before our own, no matter what. You deserve a knowledgeable age discrimination lawyer to safeguard your rights if you are facing these situations:
  
  - Restricted job development based upon age.
• Adverse workplace through discrimination.
• Reduced settlement.
• Segregation based on age.
• Discrimination versus privileges
  
  We can show that age was a determining aspect in your company's decision to reject you particular things. If you seem like you have actually been denied opportunities or dealt with unjustly, the work attorneys at our law firm are here to represent you.
  
  Submit a Consultation Request kind today
  
  We Can Help if You Experienced Genetic Discrimination at Work
  
  Discrimination based upon hereditary info is a federal crime following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
  
  The law prohibits employers and medical insurance business from discriminating versus individuals if, based on their genetic info, they are discovered to have an above-average risk of establishing serious diseases or conditions.
  
  It is likewise prohibited for companies to use the genetic information of applicants and staff members as the basis for certain choices, including employment, promotion, and termination.
  
  You Can not be Discriminated Against if You are Pregnant
  
  The Pregnancy Discrimination Act forbids employers from discriminating against applicants and staff members on the basis of pregnancy and related conditions.
  
  The exact same law likewise secures pregnant women versus workplace harassment and secures the same impairment rights for pregnant employees 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) protects veterans from discrimination and retaliation in regard to:
  
  - Initial employment.
• Promotions.
• Reemployment.
• Retention.
• Employment benefits
  
  We will investigate your circumstance to prove that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws restrict companies from discriminating versus workers and candidates based on their citizenship status. This includes:
  
  - S. residents.
• Asylees.
• Refugees.
• Recent permanent locals.
• Temporary residents
  
  However, if an irreversible local does not make an application for naturalization within 6 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 impairments. Unfortunately, numerous companies decline jobs to these individuals. Some companies even deny their handicapped workers affordable accommodations.
  
  This is where the attorneys at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have substantial understanding and experience litigating disability discrimination cases. We have actually devoted ourselves to securing 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 prohibited. Under the ADA, a company can not discriminate versus a candidate based upon any physical or psychological limitation.
  
  It is illegal to discriminate versus qualified people with disabilities in nearly any aspect of employment, consisting of, but not limited to:
  
  - Hiring.
• Firing.
• Job applications.
• The interview procedure.
• Advancement and promos.
• Wages and compensation.
• Benefits
  
  We represent individuals who have actually been rejected access to employment, education, company, and even government facilities. If you feel you have actually been discriminated against based upon a special needs, think about working with our Central Florida disability rights team. We can determine if your claim has legal merit.
  
  Our Firm does Not Tolerate Racial Discrimination
  
  If you have been a victim of racial discrimination in the work environment, let the lawyers at Bogin, Munns & Munns help. The Civil Liberty Act of 1964 prohibits discrimination based upon a person's skin color. Any actions or harassment by employers based upon race is an offense of the Civil liberty Act and is cause for a legal match.
  
  Some examples of civil rights offenses include:
  
  - Segregating employees based upon race
• Creating a hostile work environment through racial harassment
• Restricting a staff member's possibility for job advancement or chance based upon race
• Victimizing a worker since of their association with people of a specific race or ethnicity
  
  We Can Protect You Against Sexual Harassment
  
  Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to practically all employers and employment service.
  
  Unwanted sexual advances laws safeguard staff members from:
  
  - Sexual advances
• Verbal or physical conduct of a sexual nature
• Requests for sexual favors
• Sexual jokes
  
  Employers bear a duty to maintain an office that is complimentary of sexual harassment. Our company can provide thorough legal representation concerning your employment or sexual harassment matter.
  
  You Can Be Treated Equally in the Hospitality Sector
  
  Our group is here to assist you if a staff member, coworker, employer, or supervisor in the hospitality market broke federal or local laws. We can take legal action for workplace violations involving locations such as:
  
  - Wrongful termination
• Discrimination versus protected groups
• Disability rights
• FMLA rights
  
  While Orlando is among America's most significant tourist destinations, workers who work at theme parks, hotels, and restaurants 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 on Your National Origin
  
  National origin discrimination involves treating people (candidates or employees) unfavorably due to the fact that they are from a specific nation, have an accent, or appear to be of a particular ethnic background.
  
  National origin discrimination likewise can involve treating individuals unfavorably because they are married to (or connected with) a person of a specific national origin. Discrimination can even happen when the employee and employer are of the very 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 tasks
• Promotions
• Layoffs
• Training
• Fringe
• Any other term or condition of work
  
  It is illegal to harass a person because of his/her national origin. Harassment can consist of, for employment example, offending or bad remarks about a person's nationwide origin, accent, or ethnic background.
  
  Although the law doesn't forbid simple teasing, offhand comments, or separated occurrences, harassment is prohibited when it creates a hostile workplace.
  
  The harasser can be the victim's supervisor, a colleague, or someone who is not a worker, such as a customer or customer.
  
  " 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 business. For example, an employer can not force you to talk without an accent if doing so would not hamper your job-related tasks.
  
  An employer can just need an employee to speak proficient English if this is needed to carry out the job efficiently. So, for example, your employer 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 discover themselves the target of employment-related lawsuits in spite of their finest practices. Some claims also subject the company officer to individual liability.
  
  Employment laws are intricate and changing all the time. It is vital to think about partnering with a labor and employment attorney in Orlando. We can browse your tight spot.
  
  Our attorneys represent companies in litigation before administrative firms, 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 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 specials needs
• Harassment
• Negligent hiring and supervision
• Retaliation
• Violation of wage and hour laws, consisting of purported class actions
• Violations of non-competition and non-disclosure arrangements
• Unemployment payment claims
• And other matters
  
  We understand employment litigation is charged with emotions and unfavorable promotion. However, we can help our customers decrease these negative impacts.
  
  We also can be proactive in helping our clients with the preparation and upkeep of staff member handbooks and policies for distribution and related training. Lot of times, this proactive method will work as an added defense to possible claims.
  
  Contact Bogin, Munns & Munns to read more
  
  We have 13 locations throughout Florida. We enjoy to satisfy you in the location that is most convenient 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 a worker, colleague, employer, or supervisor broke federal or local laws.
  
  Start Your Case Review Today
  
  If you have a legal matter concerning discrimination, wrongful termination, employment or harassment complete our online Employment Law Questionnaire (for both employees and employers).
  
  We will examine your responses and offer you a call. During this quick discussion, a lawyer will review your current situation and legal alternatives. You can likewise contact us to speak directly to a member of our personnel.
  
  Call or Submit Our Consultation Request Form Today
  
  - How can I make sure my company accommodates my impairment? It is up to the staff member to make sure the company understands of the disability and to let the employer know that a lodging is required.
  
  It is not the employer's responsibility to recognize that the worker has a requirement first.
  
  Once a request is made, the staff member and the employer requirement to collaborate to find if accommodations are actually essential, and if so, what they will be.
  
  Both parties have an obligation to be cooperative.
  
  An employer can not propose only one unhelpful option and then decline to provide more choices, and workers can not refuse to explain which tasks are being hampered by their special needs or refuse to provide medical evidence of their special needs.
  
  If the employee declines to give pertinent medical proof or explain why the accommodation is required, the employer can not be held accountable for not making the lodging.
  
  Even if a person is submitting a task application, a company might be needed to make lodgings to help the applicant in filling it out.
  
  However, like a worker, the candidate is accountable for letting the employer understand that an accommodation is needed.
  
  Then it is up to the company to work with the applicant to finish the application procedure.
  
  - Does a potential employer need 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 offer any reason when providing the problem.
  
  - How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Rights Act of 1964, Title VII safeguards people from discrimination in elements of work, consisting of (however not restricted to) pay, classification, termination, hiring, work training, referral, promotion, and benefits based upon (among other things) the people color, nation of origin, race, gender, or status as a veteran.
  
  - As an entrepreneur I am being taken legal action against by among my former workers. What are my rights? Your rights include an ability to intensely safeguard the claim. Or, if you perceive there to be liability, you have every right to take part in settlement conversations.
  
  However, you should have a work legal representative assist you with your appraisal of the extent of liability and potential damages facing 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 a work associated lawsuit? It is always best for an employer to talk with an employment attorney at the inception of a problem instead of waiting until suit is filed. Often times, the attorney can head-off a potential claim either through negotiation or formal resolution.
  
  Employers also have rights not to be demanded frivolous claims.
  
  While the problem of evidence is upon the company to show to the court that the claim is frivolous, if successful, and the employer wins the case, it can develop a right to an award of their lawyer's costs payable by the worker.
  
  Such right is typically not otherwise offered under a lot of employment law statutes.
  
  - What must a company do after the company receives notification of a claim? Promptly call an employment legal representative. There are significant deadlines and other requirements in responding to a claim that need competence in employment law.
  
  When meeting with the attorney, have him describe his viewpoint of the liability risks and level of damages.
  
  You should also develop a strategy as to whether to try an early settlement or battle all the way through trial.
  
  - Do I have to confirm the citizenship of my workers if I am a small organization owner? Yes. Employers in the U.S. need to validate both the identity and the work eligibility of each of their employees.
  
  They should likewise verify whether or not their workers are U.S. citizens. These guidelines were enacted by the Immigration Reform and Control Act.
  
  A company would submit an I-9 (Employment Eligibility Verification Form) and examine the employees sent paperwork alleging eligibility.
  
  By law, the employer must keep the I-9 forms for all employees till 3 years after the date of working with, or up until 1 year after termination (whichever comes last).
  
  - I pay a few of my employees an income. That suggests I do not have to pay them overtime, fix? No, paying a staff member a true income is but one step in appropriately classifying them as exempt from the overtime requirements under federal law.
  
  They should also fit the "tasks test" which needs specific job tasks (and lack of others) before they can be thought about exempt under the law.
  
  - How does the Family and Medical Leave Act (FMLA) effect employers? Under the Family and Medical Leave Act (FMLA), eligible private companies are needed to provide leave for selected military, family, and medical reasons.