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Date de fondation octobre 28, 1977
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Secteurs Maritime / Ferroviaire
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Vu 13
Description de l'entreprise
Orlando Employment Lawyer
In a time like this, we comprehend that you want a lawyer knowledgeable about the intricacies of work law. We will help you navigate this complicated procedure.
We represent employers and staff members in disagreements and lawsuits before administrative firms, 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 concerns we can handle in your place:
Wrongful termination
– Breach of agreement
– Violation of wage and hour laws, including purported class actions
– Violations of non-competition and non-disclosure agreements
– Discrimination (e.g., age, sex, race, religious beliefs, equivalent pay, impairment, and more).
– Failure to accommodate specials needs.
– Harassment
Today, you can speak with one of our staff member about your circumstance.
To seek advice from with an experienced employment law attorney serving Orlando.
855-780-9986
How Can Our Firm Help You?
Our firm does not tolerate discrimination of any kind. After we discover more about the case, we will discuss your alternatives. We will also:
– Gather evidence that supports your accusations.
– Interview your colleagues, employer, and other related parties.
– Determine how state and federal laws apply to your situations.
– File your case with the Equal Job Opportunity Commission (EEOC) or another appropriate company.
– Establish what changes or lodgings might meet your needs
Your labor and work lawyer’s main goal is to protect your legal rights.
How Long do You Need To File Your Orlando Employment Case?
Employment and labor cases generally do not fall under accident law, so the time frame for taking legal action is much shorter than some might expect.
Per the EEOC, you normally have up to 180 days to submit your case. This timeline could be longer based on your circumstance. You might have 300 days to submit. This makes looking for legal action important. If you fail to submit your case within the appropriate duration, employment 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 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), employment litigation may end up being essential.
Employment lawsuits involves issues including (but not limited to):
– Breach of agreement.
– Workplace harassment (racial, sexual, or otherwise).
– Trade secrets and non-compete contracts.
– Wrongful termination.
– Whistle-blowing and retaliation.
– Discrimination against secured statuses, including sex, disability, and race
Many of the issues noted above are federal criminal activities and need to be taken extremely seriously.
We Can Defend Your FMLA Rights
The FMLA is a federal statute that applies to employees who require to require time from work for particular medical or household factors. The FMLA allows the employee to take leave and go back to their task later.
In addition, the FMLA supplies household 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 employer should have at least 50 employees.
– The employee needs to have worked for the employer for a minimum of 12 months.
– The worker 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 a worker is denied leave or struck back versus for attempting to take leave. For instance, it is illegal for a company to reject or prevent a staff member from taking FMLA-qualifying leave.
In addition:
– It is illegal for a company to fire an employee or cancel his medical insurance due to the fact that he took FMLA leave.
– The employer needs to restore the staff member to the position he held when leave began.
– The employer likewise can not demote the staff member or transfer them to another place.
– An employer must notify an employee 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 recuperate any financial losses suffered, consisting of:
– Lost pay.
– Lost advantages.
– Various out-of-pocket costs
That amount is doubled if the court or jury discovers that the employer 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 (typically 40 and over).
– Citizenship status.
– Veteran status.
– Genetic details
Florida laws specifically prohibit discrimination versus individuals based on AIDS/HIV and sickle cell trait.
We Can Represent Your Age Discrimination Case
Age discrimination is treating an individual unfavorably in the work environment simply 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 unlawful to victimize an individual because they are over the age of 40. Age discrimination can often result in unfavorable psychological effects.
Our work and labor lawyers comprehend how this can affect a private, which is why we offer compassionate and personalized legal care.
How Age Discrimination can Present Itself
We put our customers’ legal requirements before our own, no matter what. You should have an experienced age discrimination lawyer to safeguard your rights if you are dealing with these circumstances:
– Restricted job improvement based on age.
– Adverse work environment through discrimination.
– Reduced settlement.
– Segregation based upon age.
– Discrimination against opportunities
We can prove that age was an identifying consider your employer’s decision to deny you particular things. If you seem like you’ve been rejected advantages or dealt with unfairly, the work lawyers at our law practice are here to represent you.
Submit an Assessment Request kind today
We Can Help if You Experienced Genetic Discrimination at Work
Discrimination based upon hereditary details is a federal criminal offense following the passing of the Genetic Information Nondiscrimination Act of 2008 (GINA).
The law restricts companies and health insurance coverage business from victimizing individuals if, based upon their genetic details, they are found to have an above-average danger of establishing severe illnesses or employment conditions.
It is also unlawful for employers to use the hereditary info of applicants and employees as the basis for certain choices, including work, promotion, and termination.
You Can not be Victimized if You are Pregnant
The Pregnancy Discrimination Act forbids companies from victimizing applicants and staff members on the basis of pregnancy and related conditions.
The exact same law also safeguards pregnant females against work environment harassment and secures the exact same disability rights for pregnant staff members as non-pregnant staff members.
Your Veteran Status need to not Matter in the Workplace
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) secures veterans from discrimination and retaliation in regard to:
– Initial employment.
– Promotions.
– Reemployment.
– Retention.
– Employment advantages
We will examine your situation to prove that you suffered discrimination due to your veteran status.
You are Protected Against Citizenship Discrimination
Federal laws prohibit companies from victimizing staff members and candidates based on their citizenship status. This consists of:
– S. citizens.
– Asylees.
– Refugees.
– Recent permanent citizens.
– Temporary residents
However, if an irreversible local does not obtain naturalization within six 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 live with impairments. Unfortunately, many companies refuse tasks to these people. Some companies even reject their handicapped employees affordable accommodations.
This is where the attorneys at Bogin, Munns & Munns can be found in. Our Orlando impairment rights lawyers have comprehensive understanding and experience litigating disability discrimination cases. We have actually dedicated ourselves to protecting the rights of people 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 prohibited. Under the ADA, a company can not discriminate versus a candidate based on any physical or mental limitation.
It is prohibited to victimize qualified people with specials needs in practically any element of work, including, but not restricted to:
– Hiring.
– Firing.
– Job applications.
– The interview process.
– Advancement and promotions.
– Wages and settlement.
– Benefits
We represent people who have actually been rejected access to work, education, company, and even federal government facilities. If you feel you have been discriminated against based on a special needs, think about dealing with our Central Florida impairment rights team. We can identify 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 help. The Civil Liberty Act of 1964 prohibits discrimination based on a person’s skin color. Any actions or harassment by employers based upon race is a violation of the Civil liberty Act and is cause for a legal match.
Some examples of civil rights infractions include:
– Segregating workers based on race
– Creating a hostile work environment through racial harassment
– Restricting an employee’s chance for job development or chance based upon race
– Discriminating against an employee since of their association with individuals of a certain race or ethnic background
We Can Protect You Against Unwanted Sexual Advances
Sexual harassment is a type of sex discrimination that breaches Title VII of the Civil Liberty Act of 1964. Sexual harassment laws apply to practically all companies and employment agencies.
Unwanted sexual advances laws safeguard workers from:
– Sexual advances
– Verbal or physical conduct of a sexual nature
– Ask for sexual favors
– Sexual jokes
Employers bear a responsibility to preserve a workplace that is without sexual harassment. Our firm can offer detailed legal representation regarding your employment or unwanted sexual advances matter.
You Can Be Treated Equally in the Hospitality Sector
Our team is here to help you if a staff member, colleague, company, or supervisor in the hospitality industry broke federal or local laws. We can take legal action for work environment offenses involving locations such as:
– Wrongful termination
– Discrimination versus secured groups
– Disability rights
– FMLA rights
While Orlando is one of America’s most significant tourist locations, workers who work at amusement park, employment hotels, and dining establishments should have to have equal opportunities. We can take legal action if your rights were broken in these settings.
You Can not Be Discriminated Against Based on Your National Origin
National origin discrimination involves treating people (applicants or staff members) unfavorably since 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 people unfavorably since they are wed to (or related to) an individual of a certain national origin. Discrimination can even happen when the employee and employer are of the exact same origin.
We Can Provide Legal Assistance in these Situations
National origin discrimination laws forbid discrimination when it pertains to any element of work, consisting of:
– Hiring
– Firing
– Pay
– Job assignments
– Promotions
– Layoffs
– Training
– Fringe advantages
– Any other term or condition of employment
It is illegal to pester a person due to the fact that of his/her nationwide origin. Harassment can consist of, for example, offending or negative remarks about an individual’s national origin, accent, or ethnic culture.
Although the law does not restrict simple teasing, offhand comments, or separated occurrences, harassment is illegal when it develops a hostile workplace.
The harasser can be the victim’s supervisor, a coworker, or somebody who is not a staff member, such as a customer or client.
» English-Only » Rules Are Illegal
The law makes it prohibited for a company to execute policies that target particular populations and are not necessary to the operation of business. For circumstances, an employer can not require you to talk without an accent if doing so would not hinder your occupational duties.
A company can only need an employee to speak fluent English if this is required to carry out the task effectively. So, for example, your company 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 claims regardless of their best practices. Some claims also subject the business officer to individual liability.
Employment laws are intricate and changing all the time. It is important to think about partnering with a labor and work attorney in Orlando. We can navigate your challenging circumstance.
Our lawyers represent companies in lawsuits before administrative companies, federal courts, and state courts. As kept in mind, we also represent them in arbitrations and mediations.
We Can Help with the Following Issues
If you discover yourself the subject of a labor and employment suit, here are some circumstances we can assist you with:
– Unlawful termination
– Breach of contract
– Defamation
– Discrimination
– Failure to accommodate disabilities
– Harassment
– Negligent hiring and guidance
– Retaliation
– Violation of wage and hour laws, employment including purported class actions
– Violations of non-competition and non-disclosure contracts
– Unemployment settlement claims
– And other matters
We comprehend work litigation is charged with emotions and unfavorable publicity. However, we can assist our customers decrease these negative results.
We likewise can be proactive in helping our clients with the preparation and upkeep of worker handbooks and policies for circulation and employment associated training. Often times, this proactive method will work as an included defense to possible claims.
Contact Bogin, Munns & Munns for more information
We have 13 locations throughout Florida. We are pleased to meet you in the location 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 employment lawyers are here to help you if an employee, colleague, employer, or supervisor 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 employees and companies).
We will review your responses and give you a call. During this short conversation, a lawyer will review your existing situation and legal choices. You can likewise contact us to speak straight to a member of our staff.
Call or Submit Our Consultation Request Form Today
– How can I make certain my company accommodates my impairment? It depends on the employee to make sure the employer understands of the impairment and to let the company know that an accommodation is needed.
It is not the company’s obligation to recognize that the worker has a need initially.
Once a demand is made, the staff member and the company requirement to collaborate to find if accommodations are in fact needed, and if so, what they will be.
Both parties have an obligation to be cooperative.
An employer can not propose just one unhelpful option and after that decline to offer further choices, and employees can not decline to describe which responsibilities are being hindered by their disability or refuse to provide medical proof of their special needs.
If the employee refuses to offer appropriate medical proof or explain why the lodging is required, the company can not be held liable for not making the accommodation.
Even if an individual is completing a job application, a company might be required to make lodgings to help the candidate in filling it out.
However, like a staff member, the candidate is accountable for letting the employer know that a lodging is needed.
Then it depends on the company to deal with the candidate to complete the application process.
– Does a potential employer have to tell me why I didn’t get the task? No, they do not. Employers might even be advised by their legal teams not to provide 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 individuals from discrimination in elements of work, consisting of (however not limited to) pay, category, termination, hiring, employment training, recommendation, promo, and employment benefits based upon (to name a few things) the individuals color, country 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 include a capability to vigorously protect the claim. Or, if you perceive there to be liability, you have every right to participate in settlement conversations.
However, you must have an employment lawyer assist you with your valuation of the level of liability and potential damages dealing with the company before you decide on whether to eliminate or settle.
– How can a Lawyer safeguard my organizations if I’m being unjustly targeted in an employment related lawsuit? It is constantly best for an employer to talk to an employment legal representative at the creation of a problem instead of waiting until match is filed. Many times, the legal representative can head-off a possible claim either through settlement or formal resolution.
Employers likewise have rights not to be claims.
While the concern of proof is upon the company to show to the court that the claim is pointless, if effective, and the employer wins the case, it can produce a right to an award of their attorney’s fees payable by the employee.
Such right is typically not otherwise readily available under the majority of work law statutes.
– What must an employer do after the employer receives notice of a claim? Promptly get in touch with an employment lawyer. There are significant deadlines and other requirements in reacting to a claim that require knowledge in employment law.
When meeting with the lawyer, have him describe his opinion of the liability risks and extent of damages.
You should likewise develop a strategy of action regarding whether to attempt an early settlement or combat all the way through trial.
– Do I have to verify the citizenship of my staff members if I am a little organization owner? Yes. Employers in the U.S. should confirm both the identity and the employment eligibility of each of their employees.
They should likewise confirm whether their employees are U.S. people. These policies were enacted by the Immigration Reform and Control Act.
An employer would file an I-9 (Employment Eligibility Verification Form) and examine the employees submitted documentation declaring eligibility.
By law, the employer needs to keep the I-9 kinds for all workers until 3 years after the date of employing, or until 1 year after termination (whichever comes last).
– I pay a few of my workers a wage. That indicates I do not have to pay them overtime, correct? No, paying an employee a true salary is but one step in correctly categorizing them as exempt from the overtime requirements under federal law.
They must also fit the « responsibilities test » which requires particular task responsibilities (and lack of others) before they can be considered exempt under the law.
– How does the Family and Medical Leave Act (FMLA) impact employers? Under the Family and Medical Leave Act (FMLA), qualified private companies are required to offer leave for picked military, family, and medical factors.