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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 attorneys submit one of the most work lawsuits cases in the nation, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, defamation, retaliation, denial of leave, and executive pay disagreements.

The work environment ought to be a safe location. Unfortunately, some workers undergo unfair and employment unlawful conditions by unscrupulous companies. Workers might not know what their rights in the workplace are, or may hesitate of speaking out against their company in fear of retaliation. These labor infractions can cause lost earnings and benefits, missed opportunities for improvement, and undue tension.

Unfair and prejudiced labor practices against employees can take lots of types, including wrongful termination, discrimination, harassment, refusal to provide an affordable 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 may hesitate to speak out versus their employer for fear of retaliation.

At Morgan & Morgan, our work lawyers deal with a variety of civil litigation cases including unreasonable labor practices versus employees. Our lawyers have the understanding, dedication, employment and experience required to represent employees in a large variety of labor disputes. In truth, Morgan & Morgan has 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 unlawful treatment in the workplace, call us by completing our totally free case examination kind.

Discover If You Are Eligible for a Labor and Employment Lawsuit

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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 easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted team gets to work examining your claim.

Step 3

We combat.
for you

If we handle the case, our group battles to get you the outcomes you deserve.

Client success.
stories that inspire and drive modification

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

Results might differ depending on your specific realities and legal circumstances.

FAQ

Get the answer to commonly asked questions about our legal services and employment learn how we may assist you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents people who have actually 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 Workplace).

Unfair Labor Practices (e.g., rejection of incomes, overtime, tip pooling, and equal pay).

Misclassification.

Retaliation.

Denial of Leave (e.g. Family and Medical Leave Act).

Reemployment Rights Act (USERRA).

Americans with Disability Act claims.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

Sometimes staff members are let go for reasons that are unreasonable or illegal. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are many situations that may be premises for a wrongful termination suit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who will not do something illegal for their employer.

If you believe you might have been fired without appropriate cause, our labor and employment employment lawyers might be able to help you recuperate back pay, unsettled salaries, 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 staff member on the basis of race, color, religion, sex, nationwide origin, impairment, or age. However, some employers do simply that, causing a hostile and inequitable work environment where some workers are treated more positively than others.

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

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

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

Not supplying equal training opportunities for workers of different religious backgrounds.

Imposing task eligibility criteria that intentionally screens out people with impairments.

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, hazards, ridicule, offensive jokes, unwanted sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and violent work environment.

Examples of office harassment consist of:

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

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making statements about an employee’s sexual preference.

Making unfavorable comments about a worker’s religious beliefs.

Making prejudicial statements about an employee’s birth place or family heritage.

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

Workplace harassment can also take the kind of quid professional quo harassment. This suggests that the harassment results in an intangible modification in an employee’s employment status. For instance, a staff member might be forced to endure 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 certain employees’ rights, consisting of the right to a base pay (set federally at $7.25 as of 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies try to cut costs by rejecting 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 utilized toward holiday or sick time, rather than overtime spend for hours worked over 40 in a work week.

Forcing tipped employees to pool their ideas with non-tipped employees, such as supervisors or cooks.

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

Misclassifying a worker that must be paid overtime as «exempt» by promoting them to a «supervisory» position without in fact changing the employee’s job duties.

Some of the most susceptible occupations to overtime and base pay violations include:

IT employees.

Service service technicians.

Installers.

Sales representatives.

Nurses and health care workers.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx motorists.

Disaster relief employees.

Pizza shipment drivers.

What Is Employee Misclassification?

There are a variety of distinctions between workers and self-employed workers, likewise called independent specialists or experts. Unlike employees, who are told when and where to work, guaranteed a regular wage amount, and entitled to staff member benefits, to name a few criteria, independent specialists normally deal with a short-term, agreement basis with a business, and are invoiced for their work. Independent professionals are not entitled to employee advantages, and should submit and withhold their own taxes, too.

However, recently, some employers have abused classification by misclassifying bonafide workers as contractors in an effort to conserve money and circumvent laws. This is most frequently seen among «gig economy» workers, such as rideshare chauffeurs and delivery chauffeurs.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent professional to not have to abide by Equal Job opportunity Commission laws, which avoid employment discrimination.

Misclassifying an employee to avoid registering them in a health advantages plan.

Misclassifying employees to avoid paying out 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 disparaging (written) remarks. When disparagement occurs in the work environment, it has the prospective to harm team spirits, develop alienation, or perhaps trigger long-term damage to an employee’s career prospects.

Employers are accountable for stopping harmful gossiping amongst staff members if it is a routine and known occurrence in the workplace. Defamation of character in the work environment may include circumstances such as:

A company making damaging and unproven accusations, such as claims of theft or incompetence, towards a staff member throughout an efficiency review

A worker spreading out a damaging report about another staff member that triggers them to be declined for a task somewhere else

An employee dispersing gossip about an employee that causes other colleagues to prevent them

What Is Considered Employer Retaliation?

It is unlawful for a company to punish a staff member for submitting a grievance or claim against their company. This is thought about employer retaliation. Although employees are lawfully protected versus retaliation, it does not stop some companies from penalizing an employee who filed a grievance in a range of ways, such as:

Reducing the worker’s wage

Demoting the worker

Re-assigning the worker to a less-desirable task

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

Excluding the employee from essential office activities such as training sessions

What If a Business Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), employers need to offer overdue leave time to employees with a qualifying household or specific medical situation, such as leave for the birth or adoption of a baby or delegate look after a spouse, child, or parent with a serious health condition. If qualified, employees are entitled to as much as 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 specific securities to existing and former uniformed service members who may need to be missing from civilian work for a certain duration of time in order to serve in the armed forces.

Leave of absence can be unjustly rejected in a variety of ways, including:

Firing a staff member who took a leave of absence for the birth or adoption of their child without simply cause

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

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

Retaliating against an existing 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, delayed payment, efficiency perks, stock alternatives, executive advantages, severance packages, and more, granted to high-level management workers. Executive compensation bundles have actually come under increased analysis by regulatory agencies and investors alike. If you deal with a dispute throughout the negotiation of your executive pay package, our attorneys might be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor lawyers at Morgan & Morgan have effectively pursued thousands of labor and employment claims for the individuals who require it most.

In addition to our effective performance history of representing victims of labor and work claims, our labor attorneys also represent staff members 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 may have been treated incorrectly by an employer or another employee, do not hesitate to contact our office. To discuss your legal rights and options, complete our complimentary, no-obligation case review 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 job-related platforms.
These files will assist your attorney comprehend the extent of your claim and construct your case for settlement.

Investigation.
Your attorney and legal group will examine your office claim in excellent detail to collect the essential proof.
They will take a look at the files you offer and might likewise look at employment records, contracts, and other office data.

Negotiation.
Your attorney will negotiate with the defense, beyond the courtroom, to assist get you the payment you may 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.