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Labor And Employment Attorneys

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Mistreated on the Job?

Labor and Employment Attorneys

Rating Overview

Based upon 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 lawyers submit one of the most employment lawsuits cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, defamation, retaliation, rejection of leave, and executive pay disagreements.

The office must be a safe place. Unfortunately, some employees go through unjust and illegal conditions by unethical companies. Workers might not understand what their rights in the workplace are, or might hesitate of speaking up versus their company in fear of retaliation. These labor violations can result in lost wages and benefits, missed opportunities for development, and excessive tension.

Unfair and discriminatory labor practices versus workers can take many kinds, including wrongful termination, discrimination, harassment, refusal to give a sensible accommodation, denial of leave, company retaliation, employment and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand their rights, or may be scared to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our employment attorneys deal with a range of civil litigation cases including unreasonable labor practices versus workers. Our attorneys possess the understanding, commitment, and experience needed to represent employees in a wide variety of labor disputes. In fact, Morgan & Morgan has actually been acknowledged for employment submitting more labor and employment cases than any other firm.

If you believe you may have been the victim of unjust or illegal treatment in the office, contact us by completing our complimentary case evaluation form.

Learn If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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

Step 1

Submit.
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With a complimentary case evaluation, sending your case is simple with Morgan & Morgan.

Step 2

We take.
action

Our dedicated group gets to work investigating your claim.

Step 3

We battle.
for you

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

Client success.
stories that motivate and drive modification

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

Results might differ depending on your specific realities and legal scenarios.

FAQ

Get answers to commonly asked questions about our legal services and discover how we may help 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, nationwide origin, religious beliefs, age, and disability).

Harassment (e.g., Sexual Harassment, Hostile Workplace).

Unfair Labor Practices (e.g., rejection of incomes, overtime, suggestion pooling, and equal 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 employees are let go for reasons that are unfair or unlawful. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be grounds for a wrongful termination lawsuit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who will not do something unlawful for their company.

If you think you might have been fired without correct cause, our labor and employment attorneys may be able to help you recover back pay, overdue earnings, and other types of payment.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to discriminate against a job applicant or worker on the basis of race, color, religion, sex, national origin, disability, or employment age. However, some employers do simply that, leading to a hostile and inequitable workplace where some employees are treated more favorably than others.

Workplace discrimination can take numerous kinds. Some examples include:

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

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

Not offering equal training chances for workers of different religious backgrounds.

Imposing task eligibility criteria that intentionally evaluates out individuals with impairments.

Firing someone based upon a protected category.

What Are Some Examples of Workplace Harassment?

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

Examples of work environment harassment include:

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

Telling a vulgar or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making negative remarks about a staff member’s religious beliefs.

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

Making negative comments or jokes about the age of a staff member over the age of 40.

Workplace harassment can also take the type of quid professional quo harassment. This suggests that the harassment results in an intangible modification in an employee’s work status. For instance, a worker might be required to tolerate unwanted sexual advances from a supervisor as a condition of their continued employment.

Which Industries Have the Most Overtime and Base Pay Violations?

The Standards Act (FLSA) established certain workers’ rights, consisting of 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 employers attempt to cut costs by rejecting employees their rightful pay through deceiving methods. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal minimum wage.

Giving a worker « comp time » or hours that can be utilized towards vacation 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 supervisors or cooks.

Forcing employees to spend for tools of the trade or other costs that their company must pay.

Misclassifying a worker that ought to be paid overtime as « exempt » by promoting them to a « managerial » position without actually changing the worker’s task duties.

A few of the most susceptible professions to overtime and minimum wage offenses include:

IT workers.

Service specialists.

Installers.

Sales agents.

Nurses and health care workers.

Tipped staff members.

Oil and gas field employees.

Call center workers.

Personal bankers, home loan brokers, and AMLs.

Retail employees.

Strippers.

FedEx drivers.

Disaster relief employees.

Pizza shipment chauffeurs.

What Is Employee Misclassification?

There are a number of differences between employees and self-employed employees, also called independent contractors or consultants. Unlike staff members, who are told when and where to work, guaranteed a regular wage quantity, and entitled to employee advantages, amongst other requirements, independent specialists generally deal with a short-term, contract basis with a company, and are invoiced for their work. Independent specialists are not entitled to staff member advantages, and should file and keep their own taxes, too.

However, recently, some companies have abused category by misclassifying bonafide staff members as specialists in an attempt to save money and prevent laws. This is most commonly seen amongst « gig economy » workers, such as rideshare motorists and delivery drivers.

Some examples of misclassifications include:

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

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

Misclassifying employees to avoid paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of damaging the credibility of a person through slanderous (spoken) or defamatory (written) comments. When character assassination happens in the work environment, it has the prospective to hurt group morale, develop alienation, and even cause long-lasting damage to an employee’s career potential customers.

Employers are accountable for stopping harmful gossiping among staff members if it is a regular and recognized occurrence in the workplace. Defamation of character in the office may include instances such as:

An employer making hazardous and unproven accusations, such as claims of theft or incompetence, towards a staff member during a performance evaluation

An employee spreading a damaging rumor about another employee that triggers them to be refused for a task elsewhere

A worker spreading gossip about a worker that triggers other coworkers to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to punish an employee for submitting a complaint or claim versus their employer. This is thought about employer retaliation. Although workers are lawfully secured against retaliation, it doesn’t stop some employers from penalizing a staff member who filed a complaint in a range of methods, such as:

Reducing the employee’s wage

Demoting the worker

Re-assigning the employee to a less-desirable job

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

Excluding the employee from important workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), companies need to offer overdue leave time to staff members with a qualifying household or individual medical circumstance, such as leave for the birth or adoption of an infant or delegate look after a partner, child, or moms and dad with a major health condition. If certified, employees are entitled to up to 12 weeks of unpaid leave time under the FMLA without worry of endangering their job status.

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

Leave of absence can be unjustly rejected in a variety of methods, 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 look after a passing away parent without simply cause

Firing a re-employed service member who took a leave of absence to serve in the armed forces without simply cause

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

What Is Executive Compensation?

Executive payment is the mix of base money compensation, deferred payment, efficiency bonuses, stock alternatives, executive perks, severance bundles, and more, granted to top-level management workers. Executive compensation packages have actually come under increased scrutiny by regulatory firms and investors alike. If you face a dispute throughout the settlement 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 legal representatives at Morgan & Morgan have actually effectively pursued countless labor and employment claims for individuals who require it most.

In addition to our successful performance history of representing victims of labor and employment claims, our labor lawyers likewise represent employees before administrative firms 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 treated incorrectly by an employer or another employee, do not be reluctant to call our workplace. To discuss your legal rights and alternatives, fill out our complimentary, no-obligation case evaluation kind now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal group will gather records associated with your claim, including your contract, employment time sheets, and communications by means of email or other work-related platforms.
These documents will help your attorney understand the degree of your claim and build your case for compensation.

Investigation.
Your attorney and legal team will examine your work environment claim in fantastic detail to gather the required proof.
They will take a look at the documents you offer and might likewise take a look at work records, contracts, and other workplace data.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to assist get you the payment you may be entitled to.
If settlement negotiations are not successful, your lawyer is prepared to go to trial and present your case in the greatest possible kind.

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