Benella

About Us

Orlando Employment Lawyer

In a time like this, employment we understand that you desire a lawyer familiar with the complexities of employment law. We will help you browse this complex process.

We represent companies and staff members in disputes and lawsuits before administrative firms, federal courts, and state courts. We also 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 in your place:

Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, consisting of supposed class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religion, equal pay, impairment, and employment more).
– Failure to accommodate specials needs.
– Harassment

Today, you can talk to among our employee about your situation.

To talk to a knowledgeable employment law attorney serving Orlando.
855-780-9986

How Can Our Firm Help You?

Our firm does not endure discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will also:

– Gather proof that supports your allegations.
– 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 relevant company.
– Establish what modifications or accommodations could meet your requirements

Your labor and work legal representative’s main objective is to protect your legal rights.

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 might anticipate.

Per the EEOC, you usually have up to 180 days to submit your case. This timeline might be longer based upon your circumstance. You could have 300 days to file. This makes looking for legal action crucial. If you stop working to file your case within the proper duration, you could be disqualified 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 required.

Employment lawsuits includes problems consisting of (but not restricted to):

– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade tricks and non-compete agreements.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination versus protected statuses, including sex, disability, and race

Many of the problems 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 uses to staff members who need to require time from work for particular medical or household reasons. The FMLA allows the employee to depart and go back to their job later.

In addition, the FMLA provides 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 use:

– The company must have at least 50 staff members.
– The employee needs to have worked for the employer 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 emerge when a staff member is rejected leave or retaliated against for trying to take leave. For instance, it is unlawful for an employer to deny or dissuade a staff member from taking FMLA-qualifying leave.

In addition:

– It is unlawful for an employer to fire an employee or cancel his medical insurance coverage since he took FMLA leave.
– The company needs to renew the staff member to the position he held when leave started.
– The company also can not bench the worker or move them to another area.
– An employer needs to notify a worker in writing of his FMLA leave rights, particularly when the employer understands that the employee has an urgent need for leave.

Compensable Losses in FMLA Violation Cases

If the company breaches the FMLA, a staff member may 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 (usually 40 and over).
– Citizenship status.
– Veteran status.
– Genetic details

Florida laws particularly prohibit discrimination against people based on AIDS/HIV and sickle cell quality.

We Can Represent Your Age Discrimination Case

Age discrimination is dealing with a private unfavorably in the office merely because 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 discriminate versus a specific since they are over the age of 40. Age discrimination can frequently result in adverse emotional results.

Our employment and labor lawyers comprehend how this can affect an individual, which is why we provide compassionate and customized legal care.

How Age Discrimination can Emerge

We place our clients’ legal requirements before our own, no matter what. You are worthy of a knowledgeable age discrimination attorney to defend your rights if you are dealing with these situations:

– Restricted task advancement based upon age.
– Adverse work environment through discrimination.
– Reduced compensation.
– Segregation based on age.
– Discrimination versus advantages

We can show that age was an identifying consider your employer’s decision to deny you specific things. If you seem like you have actually been denied benefits or dealt with unfairly, the employment attorneys at our law practice 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 details is a federal crime following the death of the Genetic Information Nondiscrimination Act of 2008 (GINA).

The law forbids employers and medical insurance business from discriminating against individuals if, based on their hereditary details, they are found to have an above-average threat of establishing serious health problems or conditions.

It is also illegal for companies to use the genetic details of applicants and employees as the basis for specific choices, including work, promotion, and termination.

You Can not be Discriminated Against if You are Pregnant

The Pregnancy Discrimination Act forbids employers from discriminating against applicants and workers on the basis of pregnancy and associated conditions.

The exact same law likewise secures pregnant ladies against work environment harassment and secures the very same special needs rights for pregnant workers as non-pregnant employees.

Your Veteran Status must 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 investigate 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 staff members and candidates based upon their citizenship status. This consists of:

– S. citizens.
– Asylees.
– Refugees.
– Recent irreversible homeowners.
– Temporary homeowners

However, if an irreversible citizen does not make an application for naturalization within 6 months of ending up being 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, lots of companies refuse tasks to these people. Some companies even reject their disabled staff members affordable accommodations.

This is where the lawyers at Bogin, Munns & Munns come in. Our Orlando disability rights legal representatives have comprehensive knowledge 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 upon impairment is prohibited. Under the ADA, a company can not discriminate against a candidate based on any physical or mental limitation.

It is illegal to victimize certified people with specials needs in nearly any element of work, consisting of, but not limited to:

– Hiring.
– Firing.
– Job applications.
– The interview procedure.
– Advancement and promos.
– Wages and compensation.
– Benefits

We represent people who have actually been rejected access to employment, education, organization, and even government centers. If you feel you have been discriminated versus based on an impairment, think about working with our Central Florida impairment rights group. We can figure out if your claim has legal benefit.

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 upon an individual’s skin color. Any actions or harassment by companies based on race is an offense of the Civil liberty Act and is cause for a legal fit.

Some examples of civil rights offenses consist of:

– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting a worker’s possibility for job advancement or chance based upon race
– Discriminating versus a staff member since of their association with people of a specific race or ethnicity

We Can Protect You Against Sexual Harassment

Sexual harassment is a kind of sex discrimination that breaks Title VII of the Civil Liberty Act of 1964. Unwanted sexual advances laws apply to virtually all companies and employment companies.

Sexual harassment laws safeguard employees from:

– Sexual advances
– Verbal or physical conduct of a sexual nature
– Requests for sexual favors
– Sexual jokes

Employers bear a duty to keep a work environment that is devoid of sexual harassment. Our firm can supply thorough legal representation regarding your work or unwanted sexual advances matter.

You Can Be Treated Equally in the Hospitality Sector

Our group is here to help you if a staff member, coworker, employer, or manager in the hospitality market broke federal or local laws. We can take legal action for office violations including areas such as:

– Wrongful termination
– Discrimination versus protected groups
– Disability rights
– FMLA rights

While Orlando is among America’s biggest traveler locations, staff members who operate at amusement park, 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 Discriminated Against Based on Your National Origin

National origin discrimination includes treating individuals (applicants or staff members) unfavorably because they are from a specific country, have an accent, or appear to be of a certain ethnic background.

National origin discrimination likewise can involve treating people unfavorably because they are married to (or associated with) a person of a specific national origin. Discrimination can even happen when the employee and company 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 element of employment, consisting of:

– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Additional benefit
– Any other term or condition of employment

It is unlawful to harass an individual since of his or her national origin. Harassment can consist of, for instance, offensive or bad remarks about an individual’s nationwide origin, accent, or ethnic background.

Although the law does not prohibit basic teasing, offhand comments, or isolated occurrences, harassment is unlawful when it creates a hostile work environment.

The harasser can be the victim’s supervisor, a coworker, or someone who is not a worker, such as a customer or customer.

” English-Only” Rules Are Illegal

The law makes it unlawful for a company to carry out policies that target particular populations and are not essential to the operation of business. For example, a company can not force you to talk without an accent if doing so would not impede your occupational responsibilities.

An employer can only need a worker to speak fluent English if this is necessary to perform the task efficiently. So, for instance, your company can not avoid you from speaking Spanish to your coworker on your lunch break.

We Provide Legal Help for Employers Facing Accusations

Unfortunately, companies can find themselves the target of employment-related suits despite their finest practices. Some claims also subject the company officer to personal liability.

Employment laws are complicated and changing all the time. It is important to consider partnering with a labor and employment employment legal representative in Orlando. We can browse your difficult situation.

Our attorneys represent employers in lawsuits before administrative firms, federal courts, and state courts. As noted, we likewise represent them in arbitrations and mediations.

We Can Assist With the Following Issues

If you discover yourself the topic of a labor and employment claim, here are some circumstances we can assist you with:

– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate impairments
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, including supposed class actions
– Violations of non-competition and non-disclosure agreements
– Unemployment compensation claims
– And other matters

We comprehend work litigation is charged with feelings and unfavorable publicity. However, we can assist our customers minimize these unfavorable impacts.

We likewise can be proactive in helping our clients with the preparation and maintenance of staff member handbooks and policies for circulation and related training. Many times, this proactive approach will work as an included defense to potential claims.

Contact Bogin, Munns & Munns to get more information

We have 13 areas throughout Florida. We enjoy to fulfill you in the area that is most practical for you. With our primary 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, 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 evaluate your answers and give you a call. During this brief conversation, an attorney will go over your present situation and legal alternatives. You can also call to speak directly to a member of our staff.

Call or Submit Our Consultation Request Form Today

– How can I make certain my company accommodates my disability? It is up to the staff member to make sure the employer understands of the special needs and to let the company know that an accommodation is needed.

It is not the employer’s obligation to recognize that the worker has a requirement first.

Once a demand is made, the worker and the company requirement to work together to discover if lodgings are really 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 provide further choices, and workers can not decline to discuss which duties are being hindered by their disability or refuse to provide medical evidence of their special needs.

If the staff member declines to give relevant medical evidence or explain why the accommodation is needed, the company can not be held responsible for not making the accommodation.

Even if an individual is completing a job application, an employer might be required to make lodgings to assist the candidate in filling it out.

However, like an employee, the applicant is accountable for letting the company understand that a lodging is needed.

Then it depends on the employer to deal with the candidate to finish the application process.

– Does a possible company need to inform me why I didn’t get the task? No, they do not. Employers might even be advised by their legal teams not to give any factor when delivering the bad news.

– How does the Fair Labor Standards Act (FLSA) work? Part of the Civil Liberty Act of 1964, Title VII secures individuals from discrimination in aspects of employment, including (but not limited to) pay, classification, termination, working with, employment training, recommendation, promotion, and benefits based on (to name a few 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 one of my previous workers. What are my rights? Your rights include 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 assist you with your evaluation of the level of liability and possible damages dealing with the company before you decide on whether to combat or settle.

– How can a Lawyer protect my businesses if I’m being unjustly targeted in a work related lawsuit? It is constantly best for an employer to talk with an employment lawyer at the creation of a concern instead of waiting until fit is filed. Often times, the legal representative can head-off a possible claim either through settlement or formal resolution.

Employers also have rights not to be demanded unimportant claims.

While the problem of evidence is upon the employer to show to the court that the claim is pointless, if successful, and the company wins the case, it can produce a right to an award of their attorney’s charges payable by the employee.

Such right is generally not otherwise readily available under most employment law statutes.

– What must an employer do after the employer receives notification of a claim? Promptly contact a work legal representative. There are substantial due dates and other requirements in responding to a claim that need knowledge in employment law.

When meeting with the attorney, have him describe his opinion of the liability dangers and extent of damages.

You need to likewise establish a plan of action as to whether to attempt an early or fight all the way through trial.

– Do I need to verify the citizenship of my staff members if I am a little organization owner? Yes. Employers in the U.S. need to validate both the identity and the work eligibility of each of their staff members.

They must likewise verify whether or not their staff members are U.S. residents. 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 submitted documents declaring 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 workers a salary. That means I do not have to pay them overtime, remedy? No, paying a worker a real salary is however one action in effectively classifying them as exempt from the overtime requirements under federal law.

They should also fit the “duties test” which needs particular 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) impact companies? Under the Family and Medical Leave Act (FMLA), eligible private companies are needed to offer leave for picked military, family, and medical reasons.