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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 employment lawyers submit the many employment litigation cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, rejection of leave, and executive pay disagreements.

The work environment should be a safe place. Unfortunately, some workers are subjected to unfair and prohibited conditions by deceitful companies. Workers might not know what their rights in the workplace are, or may hesitate of speaking up versus their company in fear of retaliation. These labor violations can result in lost earnings and benefits, missed out on chances for improvement, and .

Unfair and prejudiced labor practices versus staff members can take many types, consisting of wrongful termination, discrimination, harassment, rejection to give a reasonable accommodation, denial of leave, company retaliation, and wage and employment hour violations. Workers who are victim to these and other unethical practices may not understand their rights, or may be afraid to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our employment lawyers manage a variety of civil lawsuits cases involving unreasonable labor practices against employees. Our attorneys have the knowledge, devotion, and experience needed to represent employees in a broad variety of labor disputes. In truth, Morgan & Morgan has been acknowledged for submitting more labor and employment cases than any other company.

If you think you might have been the victim of unjust or prohibited treatment in the work environment, contact us by finishing our free case assessment kind.

Learn If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you receive a suit.

How it works

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

Step 1

Submit.
your claim

With a complimentary case assessment, employment sending your case is simple with Morgan & Morgan.

Step 2

We take.
action

Our devoted team gets to work examining your claim.

Step 3

We fight.
for you

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

Client success.
stories that motivate and drive change

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

Results might differ depending on your specific facts and legal situations.

FAQ

Get the answer to commonly asked concerns about our legal services and find out how we may help 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 impairment).

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

Unfair Labor Practices (e.g., rejection of salaries, 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 factors that are unreasonable or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

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

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

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

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to victimize a task candidate or employee on the basis of race, color, religion, sex, national origin, special needs, 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 lots of types. Some examples include:

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

Passing over a certified female employee for a promotion in favor of a male worker with less experience.

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

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

Firing somebody based on a protected category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, assaults, risks, ridicule, offensive jokes, unwelcome sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, workplace harassment develops a hostile and abusive workplace.

Examples of work environment harassment include:

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

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual orientation.

Making unfavorable remarks about a worker’s religions.

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

Making negative remarks or jokes about the age of a worker 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 example, a worker may be forced to tolerate sexual harassment 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 workers’ rights, including the right to a base pay (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt employees.

However, some companies attempt to cut expenses by rejecting workers their rightful pay through deceiving techniques. This is called wage theft, and consists of examples such as:

Paying an employee less than the federal minimum wage.

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

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

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

Misclassifying an employee that needs to be paid overtime as “exempt” by promoting them to a “managerial” position without really changing the employee’s task tasks.

A few of the most susceptible occupations to overtime and minimum wage infractions include:

IT employees.

Service service technicians.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped workers.

Oil and gas field employees.

Call center employees.

Personal lenders, home mortgage brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a number of differences between staff members and self-employed employees, also called independent contractors or experts. Unlike workers, who are told when and where to work, ensured a routine wage amount, and entitled to employee benefits, among other criteria, independent specialists generally work on a short-term, agreement basis with a service, and are invoiced for their work. Independent contractors are not entitled to staff member benefits, and should file and withhold their own taxes, as well.

However, recently, some companies have actually abused category by misclassifying bonafide workers as contractors in an attempt to conserve cash and circumvent laws. This is most frequently seen among “gig economy” employees, such as rideshare chauffeurs and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent professional to not need to adhere to Equal Employment Opportunity Commission laws, which avoid employment discrimination.

Misclassifying a worker to prevent enrolling them in a health advantages plan.

Misclassifying staff members to prevent paying base pay.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of harming the track record of an individual through slanderous (spoken) or libelous (written) remarks. When libel happens in the office, it has the potential to hurt group spirits, produce alienation, or even cause long-lasting damage to a worker’s career potential customers.

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

An employer making damaging and unproven claims, such as claims of theft or incompetence, toward an employee throughout a performance review

A worker spreading out a damaging rumor about another staff member that triggers them to be turned down for a job elsewhere

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

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a staff member for submitting a problem or lawsuit against their company. This is considered employer retaliation. Although employees are legally protected against retaliation, it does not stop some employers from penalizing a staff member who submitted a complaint in a variety of ways, such as:

Reducing the employee’s wage

Demoting the worker

Re-assigning the employee to a less-desirable task

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

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

What If a Business Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), employers should offer unpaid leave time to staff members with a certifying family or individual medical scenario, such as leave for the birth or adoption of a child or delegate care for a partner, kid, or moms and dad with a severe health condition. If certified, employees are entitled to up to 12 weeks of unsettled leave time under the FMLA without fear of jeopardizing their job status.

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

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

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

Demoting a worker who took a leave of absence to care for a dying moms and dad without just cause

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

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

What Is Executive Compensation?

Executive settlement is the combination of base cash settlement, postponed compensation, efficiency benefits, stock alternatives, executive advantages, severance packages, and more, granted to high-level management employees. Executive payment bundles have actually come under increased examination by regulative agencies and shareholders alike. If you face a dispute throughout the settlement of your executive pay bundle, our attorneys may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have successfully pursued thousands of labor and employment claims for individuals who need it most.

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

If you or someone you know might have been treated poorly by an employer or another employee, do not hesitate to call our workplace. To discuss your legal rights and choices, fill out our complimentary, no-obligation case evaluation kind now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal group will gather records connected to your claim, including your contract, time sheets, and interactions through email or other job-related platforms.
These files will help your attorney understand the level of your claim and develop your case for compensation.

Investigation.
Your attorney and legal team will examine your office claim in fantastic detail to collect the necessary proof.
They will look at the files you provide and might likewise look at employment records, agreements, and other office information.

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