In a time like this, we comprehend that you desire a legal representative familiar with the intricacies of employment law. We will help you navigate this complex process.

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

Wrongful termination

• Breach of contract
• Violation of wage and hour laws, consisting of purported class actions
• Violations of non-competition and non-disclosure agreements
• Discrimination (e.g., age, sex, race, religious beliefs, equal pay, impairment, and more).
• Failure to accommodate disabilities.
• Harassment
  
  Today, you can talk with among our staff member about your situation.
  
  To seek advice from a skilled employment law lawyer serving Orlando. 855-780-9986
  
  How Can Our Firm Help You?
  
  Our firm does not tolerate discrimination of any kind. After we find out more about the case, we will discuss your alternatives. We will likewise:
  
  - Gather evidence that supports your accusations.
• Interview your coworkers, employer, and other associated celebrations.
• Determine how state and federal laws use to your circumstances.
• File your case with the Equal Job Opportunity Commission (EEOC) or another pertinent firm.
• Establish what changes or accommodations might meet your requirements
  
  Your labor and employment lawyer's primary 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 may expect.
  
  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 vital. If you stop working 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 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 may end up being essential.
  
  Employment lawsuits involves concerns consisting of (however 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 protected statuses, consisting of sex, impairment, and race
  
  A number of the problems listed above are federal criminal offenses and must be taken really seriously.
  
  We Can Defend Your FMLA Rights
  
  The FMLA is a federal statute that applies to workers who require to require time from work for certain medical or family factors. The FMLA enables the worker to take leave and return to their task later.
  
  In addition, the FMLA provides household leave for military service members and their families-- if the leave is related to that service member's military commitments.
  
  For the FMLA to apply:
  
  - The employer should have at least 50 staff members.
• The staff member needs to have worked for the employer for a minimum of 12 months.
• The worker must have worked 1,250 hours in the 12 months right away preceding the leave.
  
  You Have Rights if You Were Denied Leave
  
  Claims can arise when a staff member is denied leave or retaliated against for attempting to depart. For instance, it is illegal for a company to deny or discourage a worker from taking FMLA-qualifying leave.
  
  In addition:
  
  - It is unlawful for a company to fire a staff member or cancel his medical insurance coverage due to the fact that he took FMLA leave.
• The employer should restore the staff member to the position he held when leave started.
• The company also can not bench the staff member or move them to another location.
• An employer must inform a staff member in writing of his FMLA leave rights, specifically when the employer understands that the staff member has an immediate need for leave.
  
  Compensable Losses in FMLA Violation Cases
  
  If the employer violates the FMLA, a staff member may be entitled to recuperate any economic losses suffered, including:
  
  - Lost pay.
• Lost advantages.
• Various out-of-pocket expenses
  
  That quantity 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 prohibit discrimination based upon:
  
  - Religion.
• Disability.
• Race.
• Sex.
• Marital status.
• National origin.
• Color.
• Pregnancy.
• Age (usually 40 and over).
• Citizenship status.
• Veteran status.
• Genetic info
  
  Florida laws particularly prohibit discrimination versus individuals based on AIDS/HIV and sickle cell characteristic.
  
  We Can Represent Your Age Discrimination Case
  
  Age discrimination is dealing with an individual unfavorably in the work environment merely 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 because they are over the age of 40. Age discrimination can frequently lead to unfavorable psychological effects.
  
  Our employment and labor lawyers comprehend how this can impact a private, which is why we supply caring and tailored legal care.
  
  How Age Discrimination can Emerge
  
  We put our clients' legal needs before our own, no matter what. You should have an experienced age discrimination attorney to defend your rights if you are facing these scenarios:
  
  - Restricted task improvement based upon age.
• Adverse work environment through discrimination.
• Reduced settlement.
• Segregation based upon age.
• Discrimination against opportunities
  
  We can prove that age was a figuring out consider your employer's choice to reject you particular things. If you feel like you have actually been rejected advantages or treated unjustly, the employment 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 on hereditary details is a federal criminal offense following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).
  
  The law restricts companies and medical insurance business from discriminating against individuals if, based on their hereditary information, they are discovered to have an above-average threat of developing serious diseases or conditions.
  
  It is also prohibited for employers to use the hereditary info of applicants and employees as the basis for certain choices, consisting of work, promotion, and termination.
  
  You Can not be Victimized if You are Pregnant
  
  The Pregnancy Discrimination Act forbids employers from victimizing candidates and workers on the basis of pregnancy and related conditions.
  
  The exact same law also secures pregnant females versus workplace harassment and protects the same impairment rights for pregnant staff members as non-pregnant employees.
  
  Your Veteran Status need to not Matter in the Workplace
  
  The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) safeguards veterans from discrimination and retaliation in regard to:
  
  - Initial employment.
• Promotions.
• Reemployment.
• Retention.
• Employment benefits
  
  We will examine your circumstance to prove that you suffered discrimination due to your veteran status.
  
  You are Protected Against Citizenship Discrimination
  
  Federal laws prohibit employers from victimizing workers and based on their citizenship status. This consists of:
  
  - S. residents.
• Asylees.
• Refugees.
• Recent long-term citizens.
• Temporary citizens
  
  However, if a permanent citizen does not request naturalization within six months of ending up being 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 live with impairments. Unfortunately, numerous companies refuse tasks to these people. Some companies even deny their handicapped staff members reasonable lodgings.
  
  This is where the lawyers at Bogin, Munns & Munns can be found in. Our Orlando special needs rights lawyers have substantial understanding and experience litigating special needs discrimination cases. We have devoted ourselves to securing the rights of individuals with specials needs.
  
  What does the Law Protect You Against?
  
  According to the Americans with Disabilities Act of 1990 (ADA), discrimination based upon special needs is prohibited. Under the ADA, an employer can not discriminate against an applicant based on any physical or mental restriction.
  
  It is illegal to discriminate versus certified people with impairments in nearly any aspect of work, including, but not restricted to:
  
  - Hiring.
• Firing.
• Job applications.
• The interview procedure.
• Advancement and promos.
• Wages and payment.
• Benefits
  
  We represent people who have been denied access to work, education, organization, and even federal government centers. If you feel you have actually been victimized based upon a special needs, think about dealing with our Central Florida impairment 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 lawyers at Bogin, Munns & Munns assistance. The Civil Rights Act of 1964 forbids discrimination based on a person's skin color. Any actions or harassment by employers based on race is an infraction of the Civil Rights Act and is cause for a legal match.
  
  Some examples of civil rights offenses consist of:
  
  - Segregating staff members based on race
• Creating a hostile workplace through racial harassment
• Restricting a staff member's chance for job development or chance based on race
• Victimizing a staff member since of their association with individuals of a particular race or ethnicity
  
  We Can Protect You Against Unwanted Sexual Advances
  
  Sexual harassment is a type of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to practically all companies and employment 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 devoid of sexual harassment. Our firm can supply extensive legal representation concerning your work or sexual harassment matter.
  
  You Can Be Treated Equally in the Hospitality Sector
  
  Our team is here to assist you if an employee, coworker, company, or manager in the hospitality market broke federal or local laws. We can take legal action for office infractions involving areas such as:
  
  - Wrongful termination
• Discrimination versus safeguarded groups
• Disability rights
• FMLA rights
  
  While Orlando is among America's most significant tourist destinations, workers who operate at amusement park, hotels, and dining establishments deserve to have equal 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 people (candidates or workers) unfavorably due to the fact that they are from a specific country, have an accent, or seem of a certain ethnic background.
  
  National origin discrimination also can involve treating people unfavorably because they are wed 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 concerns any aspect of employment, consisting of:
  
  - Hiring
• Firing
• Pay
• Job projects
• Promotions
• Layoffs
• Training
• Additional benefit
• Any other term or condition of employment
  
  It is unlawful to pester an individual due to the fact that of his/her national origin. Harassment can include, for example, offensive or derogatory remarks about an individual's nationwide origin, accent, or ethnic background.
  
  Although the law doesn't restrict basic teasing, offhand remarks, or separated occurrences, harassment is illegal when it produces a hostile workplace.
  
  The harasser can be the victim's supervisor, a coworker, or somebody who is not a worker, such as a customer or customer.
  
  " English-Only" Rules Are Illegal
  
  The law makes it prohibited for a company to execute policies that target certain populations and are not necessary to the operation of the service. For example, a company can not require you to talk without an accent if doing so would not restrain your occupational duties.
  
  An employer can just require a worker to speak fluent English if this is required to carry out the job successfully. 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 despite their finest practices. Some claims also subject the company officer to personal liability.
  
  Employment laws are intricate and changing all the time. It is crucial to think about partnering with a labor and work attorney in Orlando. We can navigate your tight spot.
  
  Our lawyers represent employers in lawsuits before administrative companies, 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 topic of a labor and employment lawsuit, here are some circumstances we can assist you with:
  
  - Unlawful termination
• Breach of contract
• Defamation
• Discrimination
• Failure to accommodate impairments
• Harassment
• Negligent hiring and job guidance
• Retaliation
• Violation of wage and hour laws, consisting of purported class actions
• Violations of non-competition and non-disclosure agreements
• Unemployment compensation claims
• And other matters
  
  We understand employment lawsuits is charged with feelings and unfavorable promotion. However, we can assist our clients reduce these negative impacts.
  
  We also can be proactive in assisting our clients with the preparation and maintenance of staff member handbooks and policies for circulation and related training. Sometimes, this proactive method will work as an added defense to potential claims.
  
  Contact Bogin, Munns & Munns to Learn More
  
  We have 13 locations throughout Florida. We more than happy to satisfy you in the place that is most convenient for you. With our main 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 work attorneys are here to help you if an employee, coworker, employer, or supervisor broke federal or local 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 staff members and companies).
  
  We will evaluate your responses and offer you a call. During this short discussion, an attorney will review your existing situation and legal options. You can likewise contact us to speak directly to a member of our staff.
  
  Call or Submit Our Consultation Request Form Today
  
  - How can I ensure my company accommodates my disability? It is up to the staff member to make certain the company knows of the disability and to let the company know that a lodging is needed.
  
  It is not the company's obligation to recognize that the worker has a need first.
  
  Once a request is made, the worker and the employer need to collaborate to find if lodgings are actually necessary, and if so, what they will be.
  
  Both celebrations have a duty to be cooperative.
  
  A company can not propose just one unhelpful choice and after that decline to use additional choices, and staff members can not refuse to explain which responsibilities are being hampered by their special needs or refuse to provide medical evidence of their special needs.
  
  If the employee refuses to offer pertinent medical evidence or explain why the accommodation is needed, the employer can not be held responsible for not making the lodging.
  
  Even if a person is completing a job application, an employer may be required to make accommodations to assist the applicant in filling it out.
  
  However, like a staff member, the applicant is accountable for letting the company understand that an accommodation is required.
  
  Then it depends on the employer to work with the candidate to complete the application procedure.
  
  - Does a possible company need to tell me why I didn't get the job? No, they do not. Employers may even be advised 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 safeguards people from discrimination in aspects of employment, consisting of (however not restricted to) pay, classification, termination, employing, employment training, recommendation, promotion, and advantages based on (to name a few things) the people color, nation of origin, race, gender, or status as a veteran.
  
  - As a company owner I am being taken legal action against by among my former employees. What are my rights? Your rights include an ability to intensely protect 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 legal representative assist you with your assessment of the level of liability and possible damages dealing with the business before you decide on whether to eliminate or settle.
  
  - How can a Lawyer protect my services if I'm being unjustly targeted in an employment related lawsuit? It is always best for an employer to talk with a work legal representative at the beginning of a concern instead of waiting until suit is filed. Sometimes, the legal representative can head-off a potential claim either through settlement or formal resolution.
  
  Employers also have rights not to be demanded unimportant claims.
  
  While the concern of evidence is upon the company to prove to the court that the claim is frivolous, if effective, and the employer wins the case, it can create a right to an award of their attorney's charges payable by the employee.
  
  Such right is generally not otherwise available under many work law statutes.
  
  - What must an employer do after the company receives notice of a claim? Promptly contact an employment legal representative. There are significant deadlines and other requirements in reacting to a claim that require competence in employment law.
  
  When conference with the attorney, have him explain his viewpoint of the liability risks and degree of damages.
  
  You must also establish a strategy regarding whether to attempt an early settlement or fight all the method through trial.
  
  - Do I need to verify the citizenship of my staff members if I am a small company owner? Yes. Employers in the U.S. must validate both the identity and the work eligibility of each of their staff members.
  
  They should likewise validate whether or not their employees are U.S. citizens. These policies were enacted by the Immigration Reform and Control Act.
  
  An employer would file an I-9 (Employment Eligibility Verification Form) and look over the staff members sent documentation declaring eligibility.
  
  By law, the company should keep the I-9 types for all workers 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 means I do not have to pay them overtime, fix? No, paying a worker a true salary is but one action in properly categorizing them as exempt from the overtime requirements under federal law.
  
  They must also fit the "responsibilities test" which needs particular job duties (and lack of others) before they can be considered 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 needed to provide leave for selected military, family, and medical reasons.