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Labor And Employment Attorneys

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Mistreated on the Job?

Labor and Employment Attorneys

Rating Overview

Based on 55,000 Select Nationwide Reviews

– The Fee Is Free Unless You Win ®

. -America’s Largest Injury Law Firm ™.

– Protecting Families Since 1988.

– 25 Billion+ Won.

– 1,000+ Lawyers Nationwide.

Free Case Evaluation

Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work attorneys file one of the most work lawsuits cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, rejection of leave, and executive pay disputes.

The workplace ought to be a safe location. Unfortunately, some employees go through unjust and prohibited conditions by unscrupulous employers. Workers may not understand what their rights in the workplace are, or may be scared of speaking up versus their company in worry of retaliation. These labor violations can cause lost incomes and advantages, missed opportunities for improvement, and undue stress.

Unfair and prejudiced labor practices against employees can take lots of forms, including wrongful termination, discrimination, harassment, rejection to give an affordable accommodation, rejection of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand their rights, or might be afraid to speak up against their employer for fear of retaliation.

At Morgan & Morgan, our work attorneys manage a range of civil litigation cases including unfair labor practices versus staff members. Our lawyers have the knowledge, dedication, and experience required to represent employees in a vast array of labor disputes. In reality, Morgan & Morgan has actually been acknowledged for submitting more labor and employment cases than any other company.

If you believe you might have been the victim of unreasonable or illegal treatment in the workplace, contact us by completing our free case examination form.

Find Out If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you certify for a claim.

How it works

It’s easy to get going.
The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

With a free case assessment, sending your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted group gets to work investigating your claim.

Step 3

We fight.
for you

If we take on the case, our group fights to get you the results you deserve.

Client success.
stories that motivate and drive modification

Explore over 55,000 5-star reviews and 800 customer testimonials to find why people trust Morgan & Morgan.

Results might differ depending on your particular truths and legal circumstances.

FAQ

Get the answer to frequently asked concerns about our legal services and job discover how we might assist you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents individuals who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, national origin, faith, age, and impairment).

Harassment (e.g., Unwanted sexual advances, Hostile Workplace).

Unfair Labor Practices (e.g., rejection of incomes, overtime, idea pooling, and equivalent pay).

Misclassification.

Retaliation.

Denial of Leave (e.g. Family and Medical Leave Act).

Reemployment Rights Act (USERRA).

Americans with Disability Act claims.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

Sometimes staff members are let go for factors that are unfair or prohibited. This is described wrongful termination, wrongful discharge, or wrongful termination.

There are numerous scenarios that might be premises for a wrongful termination suit, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who won’t do something prohibited for their employer.

If you think you may have been fired without correct cause, our labor and employment attorneys might be able to assist you recuperate back pay, unsettled incomes, and other forms of settlement.

What Are one of the most Common Forms of Workplace Discrimination?

It is prohibited to victimize a task applicant or employee on the basis of race, color, religious beliefs, sex, nationwide origin, disability, or age. However, some companies do just that, causing a hostile and inequitable workplace where some workers are treated more positively than others.

Workplace discrimination can take many types. Some examples include:

Refusing to employ someone on the basis of their skin color.

Passing over a qualified female worker for a promo in favor of a male worker with less experience.

Not supplying equivalent training opportunities for workers of various religious backgrounds.

Imposing job eligibility criteria that intentionally screens out people with impairments.

Firing someone based on a safeguarded classification.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, attacks, threats, ridicule, offending jokes, unwelcome sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and abusive workplace.

Examples of office harassment include:

Making unwelcome comments about an employee’s appearance or body.

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual orientation.

Making negative comments about an employee’s religions.

Making prejudicial statements about a staff member’s birth place or family heritage.

Making unfavorable remarks or jokes about the age of an employee over the age of 40.

Workplace harassment can also take the form of quid pro quo harassment. This suggests that the harassment leads to an intangible modification in an employee’s work status. For instance, an employee might be forced to tolerate sexual harassment from a manager as a condition of their continued work.

Which Industries Have one of the most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established specific employees’ rights, including the right to a base pay (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt workers.

However, some companies attempt to cut costs by denying workers their rightful pay through sly approaches. This is called wage theft, and consists of examples such as:

Paying an employee less than the federal base pay.

Giving a worker “comp time” or hours that can be utilized towards getaway or ill time, instead of overtime pay for hours worked over 40 in a work week.

Forcing tipped workers to pool their ideas with non-tipped employees, such as managers or cooks.

Forcing workers to spend for tools of the trade or other expenditures that their company need to pay.

Misclassifying a worker that ought to be paid overtime as “exempt” by promoting them to a “managerial” position without in fact altering the employee’s job tasks.

Some of the most susceptible professions to overtime and minimum wage violations include:

IT workers.

Service technicians.

Installers.

Sales agents.

Nurses and health care workers.

Tipped workers.

Oil and gas field employees.

Call center workers.

Personal bankers, home mortgage brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx drivers.

Disaster relief employees.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of distinctions in between staff members and self-employed workers, also called independent specialists or experts. Unlike workers, who are informed when and where to work, guaranteed a routine wage amount, and entitled to worker benefits, amongst other criteria, independent professionals usually deal with a short-term, agreement basis with an organization, and are invoiced for their work. Independent specialists are not entitled to staff member benefits, and must submit and withhold their own taxes, as well.

However, over the last few years, some companies have actually abused classification by misclassifying bonafide employees as professionals in an attempt to conserve money and prevent laws. This is most commonly seen amongst “gig economy” employees, such as rideshare drivers and shipment motorists.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent specialist to not need to adhere to Equal Employment Opportunity Commission laws, which avoid work discrimination.

Misclassifying a worker to avoid registering them in a health advantages plan.

Misclassifying staff members to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of harming the reputation of an individual through slanderous (spoken) or defamatory (written) comments. When defamation takes place in the office, it has the potential to hurt group morale, create alienation, and even trigger long-term damage to a worker’s career potential customers.

Employers are responsible for stopping damaging gossiping amongst staff members if it is a routine and known event in the office. Defamation of character in the workplace might include circumstances such as:

A company making damaging and unfounded claims, such as claims of theft or incompetence, toward a worker during an efficiency evaluation

An employee spreading a harmful rumor about another employee that causes them to be declined for a task somewhere else

A staff member dispersing chatter about an employee that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is illegal for a company to punish a worker for job submitting a problem or claim versus their employer. This is considered company retaliation. Although workers are legally safeguarded against retaliation, it does not stop some companies from punishing an employee who submitted a grievance in a range of ways, such as:

Reducing the worker’s wage

Demoting the employee

Re-assigning the worker to a less-desirable task

Re-assigning the employee to a shift that creates a work-family dispute

Excluding the worker from important work environment activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws vary from state to state, there are a variety of federally mandated laws that protect workers who should take a prolonged period of time off from work.

Under the Leave Act (FMLA), companies should use unsettled leave time to employees with a certifying family or private medical scenario, such as leave for the birth or adoption of a baby or delegate take care of a spouse, child, or parent with a serious health condition. If qualified, staff members are entitled to as much as 12 weeks of overdue leave time under the FMLA without fear of threatening their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees particular protections to existing and former uniformed service members who may need to be absent from civilian employment for a certain amount of time in order to serve in the militaries.

Leave of lack can be unjustly denied in a number of methods, consisting of:

Firing a staff member who took a leave of absence for the birth or job adoption of their child without just cause

Demoting an employee who took a leave of lack to care for a passing away parent without just cause

Firing a re-employed service member who took a leave of lack to serve in the militaries without simply cause

Retaliating against an existing or former service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive settlement is the combination of base money compensation, delayed compensation, performance bonus offers, stock alternatives, executive benefits, severance packages, and more, job awarded to top-level management staff members. Executive compensation bundles have come under increased examination by regulative firms and investors alike. If you deal with a conflict throughout the settlement of your executive pay package, our attorneys may have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor attorneys at Morgan & Morgan have successfully pursued countless labor and work claims for individuals who need it most.

In addition to our effective track record of representing victims of labor and work claims, our labor attorneys likewise represent staff members before administrative agencies such as the Equal Job Opportunity Commission (EEOC), Department of Labor (DOL), Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or someone you understand might have been dealt with incorrectly by an employer or another staff member, do not be reluctant to call our office. To discuss your legal rights and options, fill out our free, no-obligation case evaluation kind now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal team will gather records associated with your claim, including your agreement, time sheets, and interactions by means of email or other work-related platforms.
These documents will help your lawyer comprehend the extent of your claim and develop your case for settlement.

Investigation.
Your attorney and legal group will examine your work environment claim in great information to collect the needed evidence.
They will take a look at the files you supply and might likewise take a look at employment records, contracts, and other workplace data.

Negotiation.
Your lawyer will work out with the defense, outside of the courtroom, to assist get you the settlement you might be entitled to.
If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the greatest possible type.