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Labor And Employment Attorneys

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Mistreated on the Job?

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 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 lawyers submit the most work litigation cases in the country, including those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, defamation, retaliation, denial of leave, and executive pay conflicts.

The work environment must be a safe location. Unfortunately, some workers undergo unjust and unlawful conditions by unethical employers. Workers might not know what their rights in the office are, or may hesitate of speaking up versus their company in worry of retaliation. These labor violations can lead to lost earnings and benefits, missed chances for development, and unnecessary tension.

Unfair and prejudiced labor practices versus staff members can take lots of forms, consisting of wrongful termination, discrimination, harassment, rejection to give a reasonable accommodation, denial of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices may not understand their rights, or may hesitate to speak up versus their company for worry of retaliation.

At Morgan & Morgan, our employment attorneys deal with a range of civil litigation cases involving unreasonable labor practices versus workers. Our lawyers have the knowledge, devotion, and experience required to represent employees in a vast array of labor disagreements. In fact, 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 unreasonable or unlawful treatment in the workplace, call us by completing our free case evaluation kind.

Learn If You Are Eligible for a Labor and Employment Lawsuit

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

How it works

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

Step 1

Submit.
your claim

With a free case evaluation, sending your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted team gets to work investigating your claim.

Step 3

We battle.
for you

If we handle the case, our group fights to get you the results you deserve.

Client success.
stories that inspire and drive modification

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

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

FAQ

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

Harassment (e.g., Unwanted sexual advances, Hostile Workplace).

Unfair Labor Practices (e.g., rejection of earnings, overtime, pointer 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 workers are let go for reasons that are unjust or prohibited. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be premises for a wrongful termination suit, 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 may be able to help you recover back pay, overdue salaries, and other kinds of compensation.

What Are the Most Common Forms of Workplace Discrimination?

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

Workplace discrimination can take numerous kinds. Some examples include:

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

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

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

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

Firing someone based on a secured category.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, assaults, 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, office harassment develops a hostile and violent work environment.

Examples of workplace harassment include:

Making undesirable remarks about a worker’s appearance or body.

Telling a vulgar or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making negative comments about a staff member’s faiths.

Making prejudicial statements about a staff member’s birth place or family heritage.

Making negative remarks 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 means that the harassment leads to an intangible modification in a staff member’s work status. For instance, a worker may be required to endure sexual harassment from a supervisor as a condition of their continued work.

Which Industries Have one of the most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) developed specific 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 workers.

However, some companies attempt to cut expenses by denying workers their rightful pay through deceitful methods. This is called wage theft, and includes examples such as:

Paying a worker less than the federal base pay.

Giving a worker “comp time” or hours that can be used toward holiday 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 supervisors or cooks.

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

Misclassifying an employee that needs to be paid overtime as “exempt” by promoting them to a “managerial” position without actually altering the employee’s job responsibilities.

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

IT workers.

Service specialists.

Installers.

Sales agents.

Nurses and health care employees.

Tipped employees.

Oil and gas field workers.

Call center workers.

Personal bankers, home mortgage brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx drivers.

Disaster relief employees.

Pizza delivery chauffeurs.

What Is Employee Misclassification?

There are a variety of differences between employees and somalibidders.com self-employed employees, also called independent contractors or specialists. Unlike employees, who are informed when and where to work, guaranteed a routine wage amount, and entitled to employee advantages, among other requirements, independent professionals generally deal with a short-term, agreement basis with a service, and are invoiced for their work. Independent professionals are not entitled to employee benefits, and should file and withhold their own taxes, as well.

However, recently, some employers have abused category by misclassifying bonafide employees as specialists in an effort to conserve money and prevent laws. This is most typically seen amongst “gig economy” employees, such as rideshare drivers and delivery drivers.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent specialist to not have to adhere to Equal Job opportunity Commission laws, which prevent work discrimination.

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

Misclassifying staff members to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is normally defined as the act of harming the credibility of an individual through slanderous (spoken) or defamatory (written) comments. When disparagement takes place in the work environment, it has the possible to hurt group morale, create alienation, and even trigger long-term damage to a worker’s profession prospects.

Employers are responsible for putting a stop to hazardous gossiping amongst staff members if it is a regular and known incident in the workplace. Defamation of character in the office may include instances such as:

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

A worker spreading out a about another employee that triggers them to be refused for a task somewhere else

A worker dispersing chatter about an employee that triggers other colleagues to prevent them

What Is Considered Employer Retaliation?

It is unlawful for a business to punish a staff member for filing a problem or claim against their employer. This is thought about company retaliation. Although employees are legally protected versus retaliation, it doesn’t stop some employers from penalizing a worker who filed a problem in a range of ways, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the worker to a less-desirable job

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

Excluding the employee from important workplace activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws differ from one state to another, there are a variety of federally mandated laws that protect staff members who need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers must offer unpaid leave time to staff members with a certifying household or specific medical circumstance, such as leave for the birth or adoption of an infant or leave to take care of a spouse, child, or moms and dad with a major health condition. If qualified, employees are entitled to as much as 12 weeks of unpaid leave time under the FMLA without fear of endangering their task status.

The Uniformed Services Employment and referall.us Reemployment Rights Act (USERRA), on the other hand, assurances certain securities to current and previous uniformed service members who may need to be absent from civilian work for a particular duration of time in order to serve in the militaries.

Leave of lack can be unfairly rejected in a number of ways, including:

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

Demoting a staff member who took a leave of absence to take care of a passing away parent without simply 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 lack to serve in the militaries

What Is Executive Compensation?

Executive payment is the mix of base money settlement, deferred payment, performance perks, stock options, executive benefits, severance plans, and more, awarded to high-level management staff members. Executive settlement packages have actually come under increased examination by regulatory agencies and investors alike. If you face a disagreement throughout the negotiation of your executive pay package, our attorneys 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 thousands of labor and employment claims for individuals who require it most.

In addition to our effective track record of representing victims of labor and employment claims, our labor attorneys also represent employees 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 know might have been dealt with poorly by a company or another worker, do not think twice to call our workplace. To discuss your legal rights and alternatives, complete our totally free, no-obligation case evaluation type now.

What Does an Employment Attorney Do?

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

Investigation.
Your attorney and legal group will investigate your workplace claim in terrific information to gather the required evidence.
They will look at the documents you offer and might likewise take a look at work records, agreements, and other work environment information.

Negotiation.
Your lawyer will negotiate with the defense, outside of the courtroom, to help get you the payment you may be entitled to.
If settlement negotiations are unsuccessful, your attorney is prepared to go to trial and present your case in the greatest possible kind.