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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 practice ™.

– 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 the a lot of work litigation cases in the country, consisting of those involving wrongful termination, discrimination, harassment, wage theft, employee misclassification, character assassination, retaliation, denial of leave, and executive pay disputes.

The office ought to be a safe place. Unfortunately, some employees are subjected to unreasonable and prohibited conditions by unethical employers. Workers may not know what their rights in the workplace are, or may hesitate of speaking out against their company in fear of retaliation. These labor offenses can lead to lost earnings and benefits, missed out on chances for improvement, and undue stress.

Unfair and discriminatory labor practices against employees can take lots of types, including wrongful termination, discrimination, harassment, rejection to give a reasonable accommodation, rejection of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not know their rights, or may hesitate to speak out against their company for fear of retaliation.

At Morgan & Morgan, our employment lawyers manage a variety of civil lawsuits cases including unfair labor practices versus staff members. Our attorneys have the knowledge, dedication, and experience required to represent employees in a large range of labor conflicts. In truth, Morgan & Morgan has actually been acknowledged for submitting more labor and employment cases than any other company.

If you believe you may have been the victim of unreasonable or prohibited treatment in the work environment, call us by finishing our complimentary case examination kind.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you certify for a claim.

How it works

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

Step 1

Submit.
your claim

With a free case examination, submitting your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our dedicated team gets to work investigating your claim.

Step 3

We combat.
for you

If we handle 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 reviews and 800 customer reviews to discover why people trust Morgan & Morgan.

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

FAQ

Get answers to commonly asked questions about our legal services and find out how we might 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, nationwide origin, religious beliefs, age, and special needs).

Harassment (e.g., Unwanted sexual advances, 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 staff members are let go for factors that are unfair or illegal. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are lots of situations that may be premises for a wrongful termination lawsuit, including:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who won’t do something prohibited for their company.

If you believe you may have been fired without proper cause, our labor and employment attorneys may have the ability to assist you recuperate back pay, unpaid salaries, and other forms of payment.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to victimize a job candidate or staff member on the basis of race, color, religion, sex, national origin, impairment, or age. However, some employers do simply that, causing a hostile and inequitable work environment where some employees are dealt with more favorably than others.

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

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

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

Not supplying equal training chances for staff members of different religious backgrounds.

Imposing task eligibility requirements that intentionally screens out individuals with specials needs.

Firing somebody based upon a protected classification.

What Are Some Examples of Workplace Harassment?

When employees are subjected to slurs, attacks, threats, ridicule, offending jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment creates a hostile and violent workplace.

Examples of workplace harassment consist of:

Making unwanted comments 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 preference.

Making negative remarks about a staff member’s religions.

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

Making negative remarks or jokes about the age of a worker over the age of 40.

Workplace harassment can likewise take the type of quid pro quo harassment. This suggests that the harassment leads to an intangible change in a worker’s employment status. For instance, a worker might be required to tolerate sexual harassment from a supervisor as a condition of their continued work.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) developed certain employees’ rights, consisting of 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 employees.

However, some companies try to cut costs by denying 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 base pay.

Giving an employee “comp time” or hours that can be utilized towards getaway 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 managers or cooks.

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

Misclassifying a worker that must be paid overtime as “exempt” by promoting them to a “managerial” position without really changing the employee’s job duties.

A few of the most vulnerable professions to overtime and base pay violations consist of:

IT employees.

Service technicians.

Installers.

Sales representatives.

Nurses and health care employees.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal bankers, home loan brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx chauffeurs.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a number of distinctions between workers and self-employed employees, also known as independent professionals or specialists. Unlike workers, who are informed when and where to work, guaranteed a routine wage amount, and entitled to worker advantages, amongst other requirements, independent professionals normally work on a short-term, contract basis with an organization, and are invoiced for their work. Independent professionals are not entitled to worker advantages, and referall.us must submit and keep their own taxes, also.

However, over the last few years, some employers have abused category by misclassifying bonafide staff members as specialists in an attempt to conserve money and prevent laws. This is most commonly seen among “gig economy” employees, such as rideshare drivers and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent professional to not need to adhere to Equal Job opportunity Commission laws, which avoid work discrimination.

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

Misclassifying staff members to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of harming the reputation of a person through slanderous (spoken) or defamatory (written) remarks. When defamation happens in the workplace, it has the potential to damage team morale, create alienation, or even trigger long-term damage to an employee’s career prospects.

Employers are accountable for stopping hazardous gossiping among workers if it is a regular and known event in the work environment. Defamation of character in the workplace may consist of instances such as:

A company making hazardous and unproven claims, such as claims of theft or incompetence, towards an employee throughout an efficiency evaluation

A worker spreading a harmful rumor about another employee that triggers them to be rejected for a job somewhere else

An employee dispersing chatter about a worker that causes other coworkers to prevent them

What Is Considered Employer Retaliation?

It is unlawful for a business to penalize a worker for submitting a complaint or claim against their employer. This is considered company retaliation. Although workers are lawfully secured versus retaliation, it does not stop some companies from penalizing a worker who submitted a complaint in a range of ways, such as:

Reducing the worker’s wage

Demoting the worker

Re-assigning the employee to a less-desirable task

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

Excluding the employee from essential office 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 safeguard employees who need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies need to provide unpaid leave time to employees with a qualifying household or individual medical circumstance, such as leave for the birth or of an infant or delegate take care of a spouse, child, or moms and dad with a major health condition. If qualified, staff members are entitled to approximately 12 weeks of overdue 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, warranties particular securities to current and previous uniformed service members who may require to be missing from civilian employment for a particular amount of time in order to serve in the militaries.

Leave of lack can be unjustly denied in a number of ways, consisting of:

Firing an employee who took a leave of lack for the birth or adoption of their baby without just cause

Demoting a staff member who took a leave of absence to take care of 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 just cause

Retaliating against an existing or former 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 payment, postponed payment, performance rewards, stock choices, executive advantages, severance bundles, and more, granted to top-level management workers. Executive payment plans have actually come under increased scrutiny by regulatory companies and shareholders alike. If you deal with a dispute throughout the settlement of your executive pay plan, our lawyers may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor lawyers at Morgan & Morgan have effectively pursued countless labor and work claims for the individuals who need it most.

In addition to our effective performance history of representing victims of labor and work claims, our labor attorneys also represent employees before administrative agencies 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 know may have been treated incorrectly by an employer or another worker, do not think twice to contact our workplace. To discuss your legal rights and options, submit our totally free, no-obligation case review form now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal team will collect records connected to your claim, including your contract, time sheets, and interactions by means of e-mail or other job-related platforms.
These files will help your attorney understand the extent of your claim and construct your case for payment.

Investigation.
Your lawyer and legal team will investigate your work environment claim in excellent detail to gather the needed evidence.
They will take a look at the documents you offer and may also look at work records, contracts, and other office data.

Negotiation.
Your lawyer will work out with the defense, outside of the courtroom, to assist get you the compensation 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 type.