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About Us

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 lawyers submit the most work lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, libel, retaliation, rejection of leave, and executive pay disagreements.

The work environment must be a safe place. Unfortunately, some workers are subjected to unfair and prohibited conditions by unscrupulous employers. Workers may not know what their rights in the work environment are, or may be scared of speaking up versus their company in fear of retaliation. These labor offenses can result in lost earnings and advantages, missed chances for development, and unnecessary tension.

Unfair and inequitable labor practices against staff members can take many types, including wrongful termination, referall.us discrimination, harassment, rejection to give a sensible accommodation, denial of leave, company retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices may not understand their rights, or might hesitate to speak out versus their employer for worry of retaliation.

At Morgan & Morgan, our work attorneys deal with a range of civil litigation cases including unfair labor practices versus staff members. Our lawyers have the knowledge, commitment, and experience needed to represent workers in a vast array of labor disputes. In reality, Morgan & Morgan has been recognized for submitting more labor and employment cases than any other firm.

If you believe you might have been the victim of unfair or illegal treatment in the workplace, call us by completing our totally free case evaluation kind.

Find Out If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you receive 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 complimentary case examination, submitting your case is simple with Morgan & Morgan.

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 group battles to get you the outcomes you deserve.

Client success.
stories that inspire and drive change

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

Results may differ depending upon your specific truths and legal circumstances.

FAQ

Get responses to typically asked concerns 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, national origin, religion, age, and impairment).

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

Unfair Labor adremcareers.com Practices (e.g., rejection 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 let go for factors that are unfair or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are lots of situations that might be grounds for a wrongful termination suit, consisting of:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who will not do something illegal for their company.

If you believe you may have been fired without appropriate cause, our labor and work lawyers may have the ability to help you recuperate back pay, unsettled incomes, and other types of payment.

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

It is unlawful to discriminate versus a task candidate or worker on the basis of race, color, religious beliefs, sex, nationwide origin, disability, or age. However, some companies do simply that, causing a hostile and inequitable work environment where some workers are treated more favorably than others.

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

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

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

Not offering equivalent training chances for staff members of different spiritual backgrounds.

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

Firing somebody based on a secured classification.

What Are Some Examples of Workplace Harassment?

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

Examples of office harassment consist of:

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

Telling a vulgar or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual preference.

Making unfavorable comments about a staff member’s religious beliefs.

Making prejudicial declarations about an employee’s birthplace or household heritage.

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

Workplace harassment can likewise take the type of quid professional quo harassment. This implies that the harassment results in an intangible modification in a staff member’s employment status. For example, an employee might be required to endure sexual harassment from a supervisor 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) developed particular workers’ 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 employees.

However, some companies try to cut expenses by denying employees their rightful pay through deceitful techniques. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal base pay.

Giving a worker “comp time” or hours that can be used toward vacation or ill time, instead of 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 employees to pay for tools of the trade or other expenditures that their company need 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 tasks.

Some of the most vulnerable occupations to overtime and base pay offenses include:

IT employees.

Service professionals.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal bankers, home loan brokers, and AMLs.

Retail workers.

Strippers.

FedEx drivers.

Disaster relief workers.

Pizza delivery chauffeurs.

What Is Employee Misclassification?

There are a number of distinctions between staff members and self-employed workers, likewise called independent specialists or consultants. Unlike staff members, who are told when and where to work, somalibidders.com guaranteed a regular wage amount, and entitled to staff member advantages, to name a few requirements, independent contractors normally deal with a short-term, agreement basis with a service, and are invoiced for their work. Independent specialists are not entitled to worker advantages, and must file and withhold their own taxes, as well.

However, in the last few years, some companies have actually abused category by misclassifying bonafide workers as professionals in an effort to conserve cash and circumvent laws. This is most frequently seen among “gig economy” employees, such as rideshare drivers and shipment motorists.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent specialist to not need to comply with Equal Job opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying staff members to prevent paying base pay.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of damaging the credibility of an individual through slanderous (spoken) or false (written) remarks. When libel occurs in the work environment, it has the possible to hurt team morale, develop alienation, or perhaps trigger long-term damage to an employee’s career prospects.

Employers are accountable for putting a stop to hazardous gossiping among staff members if it is a regular and recognized event in the workplace. Defamation of character in the workplace might consist of instances such as:

A company making harmful and unfounded claims, such as claims of theft or incompetence, towards a staff member during a performance evaluation

A staff member spreading a harmful rumor about another worker that causes them to be refused for a job elsewhere

An employee dispersing chatter about a worker that triggers other coworkers to avoid them

What Is Considered Employer Retaliation?

It is unlawful for a company to punish a worker for filing a problem or suit versus their company. This is thought about company retaliation. Although workers are lawfully secured versus retaliation, it does not stop some companies from punishing a staff member who filed 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 job

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

Excluding the worker from vital workplace activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws vary 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 must offer unpaid leave time to employees with a certifying household or private medical circumstance, such as leave for the birth or adoption of a baby or leave to care for a partner, child, or parent with a serious health condition. If certified, staff members are entitled to approximately 12 weeks of unpaid leave time under the FMLA without worry of threatening their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances certain protections to existing and former uniformed service members who might need to be missing from civilian employment for a certain amount of time in order to serve in the militaries.

Leave of absence can be unfairly denied in a number of methods, including:

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

Demoting an employee who took a leave of absence to care for a dying parent without simply cause

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

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

What Is Executive Compensation?

Executive compensation is the combination of base money settlement, deferred payment, performance rewards, stock alternatives, executive benefits, severance plans, and more, granted to high-level management staff members. Executive payment packages have come under increased scrutiny by regulative companies and investors alike. If you deal with a dispute during the settlement of your executive pay package, our attorneys may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful track record of representing victims of labor and employment claims, our labor lawyers 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 somebody you understand may have been dealt with incorrectly by an employer or another employee, do not hesitate to contact our office. To discuss your legal rights and choices, fill out our free, no-obligation case evaluation form now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal team will gather records related to your claim, including your contract, time sheets, and interactions through e-mail or other work-related platforms.
These documents will help your lawyer comprehend the level of your claim and construct your case for payment.

Investigation.
Your attorney and legal group will examine your office claim in fantastic detail to gather the necessary evidence.
They will look at the files you provide and might likewise take a look at employment records, agreements, and other work environment 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 attorney is prepared to go to trial and present your case in the strongest possible kind.