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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 employment litigation cases in the nation, consisting of those including wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, rejection of leave, and conflicts.

The work environment should be a safe location. Unfortunately, some employees undergo unreasonable and illegal conditions by unethical employers. Workers may not understand what their rights in the workplace are, or might be scared of speaking up versus their employer in fear of retaliation. These labor violations can lead to lost wages and benefits, missed out on chances for development, and excessive tension.

Unfair and inequitable labor practices versus staff members can take numerous kinds, consisting of wrongful termination, discrimination, harassment, refusal to give a sensible accommodation, denial of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices may not know their rights, or may be afraid to speak up against their company for worry of retaliation.

At Morgan & Morgan, our employment attorneys manage a range of civil litigation cases including unreasonable labor practices versus employees. Our lawyers have the understanding, commitment, and experience required to represent employees in a broad variety of labor conflicts. In truth, Morgan & Morgan has actually been acknowledged for submitting more labor and work cases than any other firm.

If you believe you might have been the victim of unreasonable or unlawful treatment in the work environment, call us by completing our totally free case examination form.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you qualify for a suit.

How it works

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

Step 1

Submit.
your claim

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

Step 2

We take.
action

Our devoted team gets to work investigating your claim.

Step 3

We fight.
for you

If we handle the case, our group fights to get you the outcomes you should have.

Client success.
stories that influence and drive change

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

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

FAQ

Get the answer to typically asked concerns 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 individuals who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, nationwide origin, religion, age, and special needs).

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

Unfair Labor Practices (e.g., denial of salaries, overtime, idea 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 workers are release for reasons that are unreasonable or unlawful. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are lots of situations that might be grounds for a wrongful termination claim, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who won’t do something illegal for their company.

If you believe you might have been fired without appropriate cause, our labor and employment attorneys might have the ability to help you recover back pay, overdue incomes, and other kinds of payment.

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

It is prohibited to discriminate versus a job applicant or employee on the basis of race, color, faith, sex, nationwide origin, disability, or age. However, some companies do just that, resulting in a hostile and inequitable office where some workers are treated more positively than others.

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

Refusing to work with somebody on the basis of their skin color.

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

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

Imposing job eligibility criteria that intentionally screens out people with specials needs.

Firing somebody based on a protected classification.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, assaults, hazards, 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, office harassment develops a hostile and violent work environment.

Examples of office harassment include:

Making unwelcome comments about a worker’s appearance 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 comments about a staff member’s religious beliefs.

Making prejudicial declarations about an employee’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 also take the type of quid pro quo harassment. This indicates that the harassment leads to an intangible modification in a worker’s work status. For example, a worker may be forced to tolerate sexual harassment from a supervisor as a condition of their continued work.

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 since 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt workers.

However, some companies attempt to cut expenses by denying workers their rightful pay through deceitful techniques. This is called wage theft, and includes examples such as:

Paying an employee less than the federal base pay.

Giving an employee “comp time” or hours that can be used toward getaway or ill time, instead of overtime pay for employment hours worked over 40 in a work week.

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

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

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

Some of the most vulnerable occupations to overtime and base pay infractions consist of:

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare workers.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal bankers, home mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx chauffeurs.

Disaster relief workers.

Pizza shipment chauffeurs.

What Is Employee Misclassification?

There are a variety of distinctions in between employees and self-employed employees, also called independent professionals or consultants. Unlike staff members, who are informed when and where to work, ensured a routine wage quantity, and entitled to staff member benefits, to name a few requirements, independent contractors normally work on a short-term, contract basis with an organization, and are invoiced for their work. Independent professionals are not entitled to employee advantages, and should submit and withhold their own taxes, too.

However, in current years, some companies have actually abused classification by misclassifying bonafide employees as specialists in an attempt to save cash and prevent laws. This is most typically seen amongst “gig economy” employees, such as rideshare motorists and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying an employee as an independent specialist to not have to comply with Equal Job opportunity Commission laws, which avoid employment discrimination.

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

Misclassifying employees to prevent paying base pay.

How Is Defamation of Character Defined?

Defamation is usually defined as the act of harming the credibility of an individual through slanderous (spoken) or defamatory (written) comments. When disparagement happens in the office, it has the potential to harm group morale, produce alienation, and even cause long-term damage to a worker’s career prospects.

Employers are accountable for putting a stop to hazardous gossiping amongst staff members if it is a regular and known event in the office. Defamation of character in the workplace may consist of circumstances such as:

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

An employee spreading out a damaging report about another staff member that triggers them to be rejected for a job somewhere else

A worker dispersing gossip about a worker that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is prohibited for a business to penalize a worker for submitting a grievance or suit against their company. This is considered employer retaliation. Although employees are legally safeguarded against retaliation, it does not stop some employers from penalizing a worker who filed a complaint in a variety of methods, 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 employee from vital workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of absence laws differ from state to state, there are a number of federally mandated laws that secure staff members who should take a prolonged duration of time off from work.

Under the Family Medical Leave Act (FMLA), companies must use unpaid leave time to employees with a qualifying family or individual medical circumstance, such as leave for the birth or adoption of an infant or delegate take care of a partner, child, or moms and dad with a major health condition. If certified, workers are entitled to approximately 12 weeks of overdue 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 certain securities to present and previous uniformed service members who might need to be missing from civilian employment for a certain duration of time in order to serve in the militaries.

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

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

Demoting a staff member who took a leave of absence to take care of a passing away moms and dad without simply cause

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

Retaliating against a current 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 cash compensation, postponed settlement, efficiency rewards, stock alternatives, executive perks, severance bundles, and more, awarded to high-level management staff members. Executive payment packages have come under increased analysis by regulative agencies and investors alike. If you deal with a disagreement during the negotiation of your executive pay package, our lawyers might have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective performance history of representing victims of labor and employment 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 know might have been dealt with improperly by an employer or another employee, do not think twice to call our workplace. To discuss your legal rights and choices, fill out our totally free, no-obligation case evaluation kind now.

What Does a Work Attorney Do?

Documentation.
First, your designated legal group will collect records related to your claim, including your agreement, time sheets, and interactions via e-mail or other job-related platforms.
These files will help your attorney comprehend the extent of your claim and develop your case for compensation.

Investigation.
Your lawyer and legal team will examine your workplace claim in great detail to gather the necessary evidence.
They will look at the files you offer and may likewise look at work records, contracts, and other office information.

Negotiation.
Your attorney will work out with the defense, beyond the courtroom, to assist get you the settlement you might be entitled to.
If settlement negotiations are not successful, your attorney is prepared to go to trial and present your case in the greatest possible type.