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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.

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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s employment attorneys submit one of the most employment litigation cases in the country, including those involving wrongful termination, discrimination, harassment, wage theft, employee misclassification, disparagement, retaliation, rejection of leave, and executive pay conflicts.

The work environment needs to be a safe place. Unfortunately, employment some workers go through unjust and prohibited conditions by unethical employers. Workers may not know what their rights in the office are, or might be afraid of speaking out versus their employer in worry of retaliation. These labor offenses can result in lost salaries and benefits, missed out on chances for development, and undue tension.

Unfair and inequitable labor practices against workers can take lots of forms, consisting of wrongful termination, discrimination, harassment, refusal to give a sensible accommodation, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices may not understand their rights, or may hesitate to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our work attorneys deal with a range of civil litigation cases involving unfair labor practices against staff members. Our attorneys possess the knowledge, commitment, and experience required to represent employees in a vast array of labor conflicts. In truth, Morgan & Morgan has actually been recognized for filing more labor and work cases than any other company.

If you think you might have been the victim of unfair or illegal treatment in the office, contact us by completing our free case examination form.

Learn If You Are Eligible for a Labor and Employment Lawsuit

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How it works

It’s simple to begin.
The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

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Step 2

We take.
action

Our devoted group gets to work examining your claim.

Step 3

We fight.
for you

If we take on the case, our team battles to get you the results you should have.

Client success.
stories that motivate and drive modification

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

Results may vary depending upon your particular facts and legal scenarios.

FAQ

Get the answer to typically asked questions about our legal services and find out how we may 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, nationwide origin, religion, age, and employment impairment).

Harassment (e.g., Sexual Harassment, Hostile Work Environment).

Unfair Labor Practices (e.g., denial of wages, overtime, suggestion 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 employees are release for reasons that are unfair or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are numerous circumstances that may be grounds for a wrongful termination claim, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who will not do something prohibited for their employer.

If you believe you might have been fired without appropriate cause, our labor and work attorneys may have the ability to help you recover back pay, unpaid salaries, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is prohibited to victimize a task candidate or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, special needs, or age. However, some companies do simply that, resulting in a hostile and inequitable work environment where some workers are dealt with more positively than others.

Workplace discrimination can take numerous kinds. Some examples include:

Refusing to hire 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 opportunities for staff members of various religious backgrounds.

Imposing job eligibility criteria that deliberately evaluates out people with impairments.

Firing someone based on a protected category.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, assaults, dangers, ridicule, offending jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, work environment harassment develops a hostile and violent work environment.

Examples of workplace harassment include:

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

Telling a repulsive or employment sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making negative remarks about a staff member’s faiths.

Making prejudicial declarations about a worker’s birth place or household heritage.

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

Workplace harassment can likewise take the form of quid pro quo harassment. This indicates that the harassment results in an intangible modification in an employee’s employment status. For instance, a staff member may be forced to endure sexual harassment from a supervisor as a condition of their continued employment.

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

The Fair Labor Standards Act (FLSA) developed particular workers’ rights, consisting of the right to a base pay (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 try to cut costs by rejecting employees their rightful pay through sly approaches. This is called wage theft, and includes examples such as:

Paying a worker less than the federal minimum wage.

Giving an employee “comp time” or hours that can be used toward holiday or sick time, rather than overtime pay for hours worked over 40 in a work week.

Forcing tipped workers to pool their pointers with non-tipped workers, such as supervisors or cooks.

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

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

A few of the most susceptible occupations to overtime and base pay violations consist of:

IT employees.

Service professionals.

Installers.

Sales agents.

Nurses and healthcare employees.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal bankers, home mortgage brokers, and AMLs.

Retail workers.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of differences between staff members and self-employed workers, also called independent specialists or consultants. Unlike workers, who are informed when and where to work, ensured a regular wage amount, and entitled to employee benefits, to name a few criteria, independent professionals typically deal with a short-term, contract basis with a company, and are invoiced for their work. Independent specialists are not entitled to employee benefits, and need to file and keep their own taxes, also.

However, in the last few years, some employers have abused category by misclassifying bonafide workers as specialists in an effort to save cash and prevent laws. This is most typically seen among “gig economy” workers, such as rideshare chauffeurs and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent specialist to not have to comply with Equal Employment Opportunity Commission laws, which prevent employment discrimination.

Misclassifying an employee to avoid enrolling them in a health advantages prepare.

Misclassifying workers to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is typically defined as the act of damaging the credibility of an individual through slanderous (spoken) or defamatory (written) comments. When libel happens in the work environment, it has the prospective to hurt team morale, develop alienation, and even trigger long-lasting damage to a worker’s career prospects.

Employers are responsible for stopping hazardous gossiping amongst staff members if it is a routine and recognized incident in the workplace. Defamation of character in the office may consist of circumstances such as:

An employer making harmful and unfounded allegations, such as claims of theft or incompetence, towards an employee throughout an efficiency review

An employee spreading out a damaging report about another staff member that causes them to be refused for a job elsewhere

An employee spreading chatter about an employee that causes other coworkers to prevent them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize an employee for submitting a grievance or suit against their employer. This is thought about employer retaliation. Although employees are lawfully protected versus retaliation, it does not stop some employers from punishing an employee who filed a problem in a variety of methods, such as:

Reducing the employee’s income

Demoting the employee

Re-assigning the worker to a less-desirable job

Re-assigning the worker to a shift that creates a work-family conflict

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

What If a Company Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), companies need to provide overdue leave time to staff members with a qualifying family or individual medical scenario, such as leave for the birth or adoption of a child or delegate look after a spouse, kid, or moms and dad with a major health condition. If qualified, employees are entitled to up to 12 weeks of unsettled leave time under the FMLA without worry of threatening their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees certain defenses to current and former uniformed service members who might require to be absent from civilian work for a certain amount of time in order to serve in the .

Leave of lack can be unfairly rejected in a variety of methods, including:

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

Demoting an employee who took a leave of absence to look after a dying parent without just cause

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

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

What Is Executive Compensation?

Executive compensation is the mix of base money settlement, postponed payment, efficiency bonus offers, stock alternatives, executive benefits, severance plans, and more, granted to high-level management staff members. Executive compensation packages have actually come under increased examination by regulative agencies and investors alike. If you face a disagreement throughout the settlement of your executive pay package, our lawyers may be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor attorneys at Morgan & Morgan have actually effectively pursued thousands of labor and work claims for individuals who require it most.

In addition to our effective track record of representing victims of labor and work claims, our labor attorneys also represent employees 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 someone you know might have been dealt with incorrectly by an employer or another staff member, employment do not think twice to call our workplace. To discuss your legal rights and choices, complete our totally free, no-obligation case review form now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal team will collect records connected to your claim, including your agreement, time sheets, and interactions by means of email or other job-related platforms.
These files will assist your lawyer comprehend the degree of your claim and construct your case for compensation.

Investigation.
Your lawyer and legal group will examine your workplace claim in fantastic detail to gather the necessary proof.
They will take a look at the documents you provide and may also look at employment records, agreements, and other workplace information.

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

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