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  • Founded Date July 31, 1968
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Labor And Employment Attorneys

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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 office ™.

– 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 most work litigation cases in the country, including those involving wrongful termination, discrimination, harassment, wage theft, employee misclassification, character assassination, retaliation, rejection of leave, and executive pay disagreements.

The workplace ought to be a safe location. Unfortunately, some employees are subjected to unfair and unlawful conditions by dishonest companies. Workers might not know what their rights in the work environment are, or may hesitate of speaking up against their employer in fear of retaliation. These labor offenses can cause lost wages and advantages, missed out on opportunities for development, and unnecessary stress.

Unfair and prejudiced labor practices versus workers can take numerous types, including wrongful termination, discrimination, harassment, rejection to offer a reasonable accommodation, denial of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other dishonest practices might not understand their rights, or might be scared to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our employment attorneys deal with a range of civil litigation cases involving unfair labor practices against workers. Our lawyers possess the knowledge, dedication, and experience needed to represent workers in a large variety of labor disagreements. In reality, Morgan & Morgan has actually been recognized for filing more labor and employment cases than any other firm.

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

Discover If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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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 battle.
for you

If we handle the case, our team battles to get you the outcomes you are worthy of.

Client success.
stories that influence and drive change

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

Results may vary depending upon your specific facts and legal situations.

FAQ

Get the answer to commonly asked concerns about our legal services and find out how we might help you with your case.

What Does Labor Law and employment Employment Law Cover?

Our practice represents individuals who have actually been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, nationwide origin, religious beliefs, age, and impairment).

Harassment (e.g., Sexual Harassment, Hostile Workplace).

Unfair Labor Practices (e.g., denial of earnings, overtime, tip 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 workers are release for factors that are unfair or illegal. This is called wrongful termination, wrongful discharge, or employment wrongful termination.

There are numerous scenarios that might be premises for a wrongful termination lawsuit, consisting of:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who won’t do something prohibited for their company.

If you think you may have been fired without appropriate cause, our labor and work attorneys might be able to help you recover back pay, unsettled incomes, and other types of payment.

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

It is prohibited to discriminate against a task candidate or employee on the basis of race, color, religion, sex, national origin, disability, or age. However, some companies do simply that, causing a hostile and inequitable work environment where some employees are treated more favorably than others.

Workplace discrimination can take many forms. Some examples include:

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

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

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

Imposing task eligibility criteria that deliberately screens out individuals with disabilities.

Firing someone based upon a protected classification.

What Are Some Examples of Workplace Harassment?

When workers go through slurs, attacks, dangers, ridicule, offensive jokes, undesirable 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 work environment.

Examples of office harassment consist of:

Making undesirable remarks about an employee’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 preference.

Making unfavorable remarks about a worker’s religions.

Making prejudicial declarations about a staff member’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 form of quid pro quo harassment. This implies that the harassment results in an intangible modification in a worker’s work status. For example, a staff member may be required to tolerate sexual harassment from a supervisor as a condition of their continued employment.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) developed particular employees’ rights, including the right to a minimum wage (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt employees.

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

Paying an employee less than the federal base pay.

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

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

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

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

A few of the most vulnerable professions to overtime and base pay offenses include:

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field employees.

Call center workers.

Personal lenders, home mortgage brokers, and AMLs.

Retail staff members.

Strippers.

FedEx motorists.

Disaster relief employees.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of distinctions between staff members and self-employed workers, likewise known as independent specialists or specialists. Unlike staff members, who are told when and where to work, guaranteed a routine wage quantity, and entitled to employee advantages, amongst other requirements, independent contractors usually work on a short-term, agreement basis with a company, and are invoiced for their work. Independent specialists are not entitled to staff member benefits, and employment must submit and withhold their own taxes, too.

However, recently, some companies have abused category by misclassifying bonafide employees as professionals in an attempt to save money and prevent laws. This is most commonly seen amongst “gig economy” employees, such as rideshare chauffeurs and shipment motorists.

Some examples of misclassifications include:

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

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

Misclassifying employees to prevent paying out base pay.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of harming the reputation of an individual through slanderous (spoken) or defamatory (written) comments. When defamation takes place in the office, it has the potential to hurt team morale, develop alienation, or perhaps cause long-term damage to an employee’s career prospects.

Employers are accountable for putting a stop to harmful gossiping among employees if it is a regular and recognized occurrence in the office. Defamation of character in the office may consist of instances such as:

An employer making hazardous and unproven allegations, such as claims of theft or incompetence, towards a staff member during a performance review

A worker spreading out a harmful report about another worker that triggers them to be rejected for a task in other places

An employee spreading gossip about a worker that triggers other colleagues to avoid them

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a staff member for employment submitting a problem or suit versus their employer. This is considered employer retaliation. Although workers are lawfully safeguarded versus retaliation, it does not stop some employers from penalizing an employee who submitted a problem in a range of methods, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the employee to a less-desirable job

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

Excluding the worker from important office activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of absence laws vary from state to state, there are a number of federally mandated laws that secure workers who must take a prolonged time period off from work.

Under the Family Medical Leave Act (FMLA), companies should offer overdue leave time to employees with a qualifying household or specific medical circumstance, such as leave for the birth or adoption of a baby or delegate care for a spouse, child, or moms and dad with a serious health condition. If qualified, staff members are entitled to approximately 12 weeks of unsettled 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 securities to present and former uniformed service members who may need to be absent from civilian work for a particular amount of time in order to serve in the militaries.

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

Firing an employee who took a leave of absence for the birth or adoption of their infant without simply 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 absence to serve in the militaries without just cause

Retaliating against an existing or previous service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive payment is the combination of base money compensation, delayed payment, performance perks, stock options, executive advantages, severance plans, and employment more, awarded to high-level management staff members. Executive payment packages have come under increased analysis by regulatory companies and investors alike. If you deal with a conflict during the settlement of your executive pay plan, our lawyers may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor lawyers at Morgan & Morgan have successfully pursued countless labor and employment claims for individuals who need it most.

In addition to our successful performance history of representing victims of labor and employment claims, our labor attorneys also represent workers 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 somebody you understand might have been dealt with improperly by a company or another staff member, do not hesitate to contact our workplace. To discuss your legal rights and choices, fill out our free, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation.
First, your appointed legal team will collect records associated with your claim, including your contract, time sheets, and interactions via e-mail or other work-related platforms.
These documents will assist your lawyer comprehend the degree of your claim and build your case for settlement.

Investigation.
Your lawyer and legal group will investigate your office claim in terrific information to collect the required evidence.
They will take a look at the files you supply and may also take a look at employment records, agreements, and other workplace data.

Negotiation.
Your attorney will negotiate with the defense, beyond the courtroom, to help 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 kind.

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