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Labor and Employment Attorneys

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Based upon 55,000 Select Nationwide Reviews

– The Fee Is Free Unless You Win ®

. -America’s Largest Injury Law practice ™.

– Protecting Families Since 1988.

– 25 Billion+ Won.

– 1,000+ Lawyers Nationwide.

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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work lawyers submit the a lot of work lawsuits cases in the nation, consisting of those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, libel, retaliation, denial of leave, and employment executive pay disagreements.

The workplace needs to be a safe place. Unfortunately, some workers undergo unfair and unlawful conditions by unethical employers. Workers might not know what their rights in the office are, or might hesitate of speaking out against their company in fear of retaliation. These labor infractions can result in lost wages and advantages, missed out on opportunities for improvement, and excessive stress.

Unfair and inequitable labor practices versus staff members can take many forms, including wrongful termination, discrimination, harassment, refusal to offer a reasonable accommodation, rejection of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices may not understand their rights, or might be scared to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our work attorneys handle a range of civil lawsuits cases involving unreasonable labor practices versus workers. Our lawyers possess the understanding, commitment, and experience required to represent employees in a wide variety of labor disputes. In truth, Morgan & Morgan has been acknowledged for filing more labor and employment cases than any other firm.

If you think you may have been the victim of unfair or unlawful treatment in the workplace, call us by completing our free case assessment form.

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How it works

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Step 1

Submit.
your claim

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Step 2

We take.
action

Our devoted team gets to work investigating your claim.

Step 3

We combat.
for you

If we handle the case, our group battles to get you the outcomes you are worthy of.

Client success.
stories that motivate and drive change

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

Results might vary depending on your particular realities and legal situations.

FAQ

Get answers to commonly asked questions about our legal services and discover how we may assist you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents people who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, national origin, religious beliefs, age, and special needs).

Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).

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

Misclassification.

Retaliation.

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

Reemployment Rights Act (USERRA).

Americans with Disability Act declares.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

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

There are lots of circumstances that may be premises for a wrongful termination claim, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who will not do something unlawful for their employer.

If you think you might have been fired without correct cause, our labor and employment lawyers may be able to assist you recover back pay, unpaid salaries, and other forms of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is prohibited to discriminate against a task applicant or employee on the basis of race, color, religion, sex, national origin, impairment, or age. However, some companies do simply that, resulting in a hostile and inequitable office where some workers are treated more positively than others.

Workplace discrimination can take lots of types. Some examples include:

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

Passing over a qualified female worker for a promotion in favor of a male staff member with less experience.

Not providing equivalent training chances for employees of different spiritual backgrounds.

Imposing task eligibility requirements that deliberately evaluates out people with specials needs.

Firing somebody based on a safeguarded classification.

What Are Some Examples of Workplace Harassment?

When workers go through slurs, assaults, risks, ridicule, offending jokes, unwelcome sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and abusive work environment.

Examples of work environment harassment consist of:

Making unwelcome remarks about a worker’s look or body.

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual orientation.

Making negative comments about an employee’s religious beliefs.

Making prejudicial declarations about a staff member’s birthplace or household heritage.

Making unfavorable remarks or jokes about the age of a staff member over the age of 40.

Workplace harassment can also take the type of quid pro quo harassment. This means that the harassment results in an intangible change in a staff member’s employment status. For example, an employee might be forced to endure unwanted sexual advances from a manager as a condition of their continued employment.

Which Industries Have one of the most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) established particular employees’ rights, including the right to a minimum wage (set federally at $7.25 as of 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies try to cut expenses by rejecting workers their rightful pay through deceiving methods. This is called wage theft, and includes examples such as:

Paying an employee less than the federal minimum wage.

Giving a worker “comp time” or hours that can be used toward vacation or sick time, instead of overtime pay for hours worked over 40 in a work week.

Forcing tipped employees to pool their tips with non-tipped employees, such as supervisors or cooks.

to spend for tools of the trade or other expenditures that their employer should pay.

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

A few of the most vulnerable professions to overtime and minimum wage infractions consist of:

IT employees.

Service technicians.

Installers.

Sales representatives.

Nurses and healthcare employees.

Tipped workers.

Oil and employment gas field employees.

Call center workers.

Personal lenders, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx chauffeurs.

Disaster relief employees.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of distinctions in between employees and self-employed employees, likewise referred to as independent professionals or experts. Unlike workers, who are told when and where to work, ensured a regular wage quantity, and entitled to worker advantages, to name a few criteria, independent specialists usually deal with a short-term, contract basis with a service, and are invoiced for their work. Independent professionals are not entitled to worker advantages, and should submit and withhold their own taxes, too.

However, recently, some employers have abused classification by misclassifying bonafide staff members as specialists in an attempt to save money and employment prevent laws. This is most typically seen among “gig economy” employees, such as rideshare chauffeurs and delivery motorists.

Some examples of misclassifications include:

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

Misclassifying an employee to prevent registering them in a health advantages plan.

Misclassifying staff members to avoid paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is normally specified as the act of harming the credibility of a person through slanderous (spoken) or defamatory (written) remarks. When disparagement happens in the workplace, it has the potential to hurt team spirits, create alienation, or even cause long-lasting damage to an employee’s profession potential customers.

Employers are accountable for putting a stop to harmful gossiping amongst workers if it is a routine and known incident in the work environment. Defamation of character in the workplace may consist of instances such as:

An employer making damaging and unproven allegations, such as claims of theft or incompetence, toward an employee during an efficiency evaluation

An employee spreading out a damaging rumor about another employee that causes them to be refused for a job somewhere else

An employee dispersing chatter about a worker that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a staff member for submitting a problem or claim against their employer. This is considered employer retaliation. Although employees are legally protected against retaliation, it does not stop some companies from punishing an employee who submitted a problem in a variety of ways, such as:

Reducing the employee’s income

Demoting the worker

Re-assigning the employee to a less-desirable task

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

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

What If a Business Denies a Leave of Absence?

While leave of absence laws differ from state to state, there are a variety of federally mandated laws that safeguard staff members who must take an extended period of time off from work.

Under the Family Medical Leave Act (FMLA), companies need to use overdue leave time to workers with a certifying family or specific medical situation, such as leave for the birth or adoption of an infant or delegate take care of a spouse, kid, or parent with a major health condition. If certified, workers are entitled to approximately 12 weeks of unsettled leave time under the FMLA without worry of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances particular protections to present and former uniformed service members who may need to be missing from civilian work for a particular duration of time in order to serve in the militaries.

Leave of lack can be unjustly rejected in a number of ways, including:

Firing an employee who took a leave of absence for the birth or adoption of their infant without simply cause

Demoting a staff member who took a leave of absence to care for a dying 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 previous service member who took a leave of lack to serve in the armed forces

What Is Executive Compensation?

Executive compensation is the mix of base money payment, delayed payment, efficiency perks, employment stock options, executive perks, employment severance plans, and more, granted to top-level management workers. Executive payment bundles have come under increased analysis by regulative firms and investors alike. If you face a conflict during the negotiation of your executive pay plan, our attorneys might be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor attorneys at Morgan & Morgan have effectively pursued countless labor and employment claims for individuals who require it most.

In addition to our effective performance history of representing victims of labor and work claims, our labor lawyers also represent workers before administrative companies such as the Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or somebody you understand may have been treated incorrectly by an employer or another employee, do not think twice to call our office. To discuss your legal rights and choices, fill out our totally free, no-obligation case evaluation form now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal group will collect records associated with your claim, including your contract, time sheets, and interactions through e-mail or other work-related platforms.
These files will assist your lawyer understand the degree of your claim and develop your case for compensation.

Investigation.
Your attorney and legal group will investigate your workplace claim in fantastic detail to collect the required evidence.
They will take a look at the files you supply and might also look at work records, agreements, and other workplace data.

Negotiation.
Your lawyer will negotiate with the defense, beyond the courtroom, to help get you the payment you may be entitled to.
If settlement negotiations are unsuccessful, your attorney is prepared to go to trial and present your case in the greatest possible form.

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