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  • Founded Date June 23, 1947
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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.

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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work attorneys submit the many work litigation cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, character assassination, retaliation, denial of leave, and executive pay conflicts.

The workplace ought to be a safe location. Unfortunately, some workers are subjected to unjust and illegal conditions by dishonest companies. Workers may not know what their rights in the office are, or may be scared of speaking out against their employer in fear of retaliation. These labor violations can result in lost incomes and advantages, missed out on chances for advancement, and undue stress.

Unfair and inequitable labor practices against workers can take numerous forms, including wrongful termination, discrimination, harassment, refusal to give an affordable lodging, rejection of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices might not understand their rights, or may hesitate to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our employment lawyers handle a variety of civil litigation cases involving unreasonable labor practices versus staff members. Our attorneys have the knowledge, dedication, and experience needed to represent employees in a wide variety of labor disputes. In truth, Morgan & Morgan has been acknowledged for submitting more labor and employment cases than any other firm.

If you think you may have been the victim of unfair or prohibited treatment in the work environment, contact us by completing our free case assessment kind.

Learn If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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Step 2

We take.
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Our dedicated team gets to work investigating your claim.

Step 3

We battle.
for you

If we take on the case, our team fights to get you the results you are worthy of.

Client success.
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Explore over 55,000 5-star evaluations and 800 client testimonials to discover why individuals trust Morgan & Morgan.

Results may vary depending on your specific realities and legal circumstances.

FAQ

Get answers to typically asked concerns about our legal services and learn how we may help 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, faith, age, and disability).

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

Unfair Labor Practices (e.g., rejection of incomes, overtime, idea pooling, and equivalent 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 employees are release for reasons that are unreasonable or unlawful. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are many scenarios that may be premises for a wrongful termination lawsuit, consisting of:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you believe you may have been fired without appropriate cause, our labor and employment attorneys may be able to assist you recuperate back pay, unsettled incomes, and other kinds of compensation.

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

It is illegal to victimize a task applicant or staff member on the basis of race, color, faith, sex, national origin, special needs, or age. However, some companies do simply that, resulting in a hostile and inequitable work environment where some employees are treated more favorably than others.

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

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

Passing over a certified female staff member for a promotion in favor of a male staff member with less experience.

Not providing equal training opportunities for employees of various religious backgrounds.

Imposing job eligibility criteria that deliberately screens out individuals with impairments.

Firing someone based upon a protected classification.

What Are Some Examples of Workplace Harassment?

When workers go through slurs, assaults, dangers, ridicule, offending jokes, unwanted 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 abusive workplace.

Examples of work environment harassment consist of:

Making unwelcome comments about a worker’s appearance or body.

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual preference.

Making unfavorable remarks about an employee’s religious beliefs.

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 kind of quid pro quo harassment. This means that the harassment leads to an intangible change in an employee’s work status. For example, an employee 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) developed certain workers’ rights, including the right to a base pay (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies attempt to cut expenses by rejecting employees their rightful pay through deceiving approaches. 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 vacation or sick time, rather than overtime spend for hours worked over 40 in a work week.

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

Forcing workers to spend for tools of the trade or other costs that their employer should pay.

Misclassifying a worker that should be paid overtime as “exempt” by promoting them to a “supervisory” position without in fact changing the worker’s task tasks.

Some of the most susceptible professions to overtime and minimum wage offenses consist of:

IT workers.

Service technicians.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal lenders, home loan brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx chauffeurs.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a number of differences between employees and self-employed workers, also called independent contractors or experts. Unlike staff members, who are informed when and where to work, ensured a regular wage amount, and entitled to staff member benefits, amongst other criteria, independent specialists generally deal with a short-term, agreement basis with a company, and are invoiced for their work. Independent professionals are not entitled to staff member benefits, and should file and withhold their own taxes, too.

However, recently, some employers have abused category by misclassifying bonafide workers as specialists in an effort to save cash and circumvent laws. This is most frequently seen among “gig economy” employees, such as rideshare drivers and shipment drivers.

Some examples of misclassifications include:

Misclassifying an employee as an independent specialist to not have to comply with Equal Employment Opportunity Commission laws, which avoid work discrimination.

Misclassifying a worker to prevent registering them in a health benefits prepare.

Misclassifying staff members to prevent paying out base pay.

How Is Defamation of Character Defined?

Defamation is typically defined as the act of damaging the reputation of an individual through slanderous (spoken) or disparaging (written) remarks. When character assassination happens in the workplace, it has the potential to hurt group morale, create alienation, or even cause long-term damage to an employee’s career potential customers.

Employers are responsible for stopping hazardous gossiping amongst workers if it is a routine and recognized event in the workplace. Defamation of character in the work environment might include instances such as:

An employer making harmful and unproven claims, such as claims of theft or incompetence, toward a staff member throughout a performance review

An employee spreading a about another worker that triggers them to be refused for a task in other places

A worker spreading chatter about a worker that triggers other coworkers to avoid them

What Is Considered Employer Retaliation?

It is illegal for a business to penalize a staff member for submitting a complaint or lawsuit versus their company. This is considered company retaliation. Although employees are lawfully safeguarded versus retaliation, it doesn’t stop some employers from penalizing a staff member who filed a grievance in a variety of methods, such as:

Reducing the employee’s salary

Demoting the employee

Re-assigning the worker to a less-desirable job

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

Excluding the worker from important work environment 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 safeguard workers who must take an extended time period off from work.

Under the Family Medical Leave Act (FMLA), companies should use unpaid leave time to employees with a qualifying family or specific medical circumstance, such as leave for the birth or adoption of a child or delegate care for a partner, kid, or moms and dad with a major health condition. If qualified, workers are entitled to as much as 12 weeks of unpaid leave time under the FMLA without fear of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances certain securities to existing and previous uniformed service members who might need to be missing from civilian work for a certain period of time in order to serve in the armed forces.

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

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

Demoting a worker who took a leave of lack to take care of 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 previous service member who took a leave of lack to serve in the armed forces

What Is Executive Compensation?

Executive payment is the mix of base cash compensation, deferred compensation, performance benefits, stock options, executive advantages, severance plans, referall.us and more, granted to top-level management workers. Executive compensation bundles have come under increased scrutiny by regulatory firms and shareholders alike. If you deal with a dispute during the settlement of your executive pay package, our attorneys may have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful performance history of representing victims of labor and work claims, our labor attorneys likewise represent staff members before administrative firms 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 someone you understand may have been dealt with improperly by an employer or another worker, do not think twice to call our workplace. To discuss your legal rights and alternatives, fill out our totally free, no-obligation case evaluation type now.

What Does a Work Attorney Do?

Documentation.
First, your appointed legal group will collect records related to your claim, including your agreement, time sheets, and communications by means of email or other work-related platforms.
These files will help your lawyer comprehend the level of your claim and develop your case for settlement.

Investigation.
Your attorney and legal group will investigate your work environment claim in fantastic information to collect the required proof.
They will look at the files you provide and might also take a look at employment records, agreements, and other work environment information.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to help 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 form.

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