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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 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 work lawyers submit one of the most employment litigation cases in the nation, including those including wrongful termination, discrimination, harassment, referall.us wage theft, staff member misclassification, character assassination, retaliation, denial of leave, and executive pay disagreements.

The work environment must be a safe place. Unfortunately, some employees undergo unjust and illegal conditions by dishonest employers. Workers may not understand what their rights in the workplace are, or may hesitate of speaking out against their employer in worry of retaliation. These labor violations can cause lost earnings and benefits, missed chances for improvement, and undue stress.

Unfair and prejudiced labor practices versus staff members can take numerous types, consisting of wrongful termination, discrimination, harassment, refusal to provide an affordable accommodation, denial 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 up versus their company for worry of retaliation.

At Morgan & Morgan, our work lawyers deal with a variety of civil lawsuits cases involving unfair labor practices versus employees. Our lawyers possess the knowledge, dedication, and experience required to represent workers in a large range of labor conflicts. In fact, Morgan & Morgan has been acknowledged for submitting more labor and work cases than any other company.

If you believe you might have been the victim of unreasonable or prohibited treatment in the workplace, contact us by finishing our totally free case assessment form.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you get approved for a lawsuit.

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 examination, submitting your case is simple with Morgan & Morgan.

Step 2

We take.
action

Our dedicated group gets to work investigating your claim.

Step 3

We combat.
for you

If we handle the case, our group fights to get you the results you are worthy of.

Client success.
stories that motivate and drive change

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

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

FAQ

Get the answer to commonly asked concerns about our legal services and learn how we might 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, faith, age, and special needs).

Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).

Unfair Labor Practices (e.g., rejection of salaries, overtime, pointer 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 let go for reasons that are unfair or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are many situations that might be premises for a wrongful termination lawsuit, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you believe you might have been fired without proper cause, our labor and work attorneys may be able to help you recuperate back pay, overdue wages, and other types of compensation.

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

It is illegal to discriminate versus a job applicant or staff member on the basis of race, color, religion, sex, national origin, disability, or age. However, some companies do simply that, leading to a hostile and inequitable workplace where some workers are treated more favorably than others.

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

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

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

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

Imposing task eligibility requirements that deliberately evaluates out people with impairments.

Firing someone based upon a secured category.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, attacks, threats, ridicule, offending jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, produces a hostile and abusive work environment.

Examples of office harassment include:

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 declarations about a worker’s sexual orientation.

Making unfavorable comments about a worker’s religions.

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

Making unfavorable remarks 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 work status. For example, an employee may be required to tolerate unwanted sexual advances from a supervisor as a condition of their continued employment.

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

The Fair Labor Standards Act (FLSA) developed particular workers’ rights, consisting of 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 costs by denying employees their rightful pay through deceiving techniques. This is called wage theft, and consists of examples such as:

Paying an employee less than the federal minimum wage.

Giving a worker “comp time” or hours that can be utilized towards vacation or sick time, instead of overtime pay for hours worked over 40 in a work week.

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

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

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

A few of the most susceptible occupations to overtime and base pay infractions consist of:

IT workers.

Service service technicians.

Installers.

Sales representatives.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field employees.

Call center workers.

Personal lenders, mortgage brokers, and AMLs.

Retail staff members.

Strippers.

FedEx chauffeurs.

Disaster relief employees.

Pizza delivery chauffeurs.

What Is Employee Misclassification?

There are a variety of distinctions in between staff members and self-employed employees, also called independent contractors or specialists. Unlike staff members, who are told when and where to work, guaranteed a regular wage quantity, and entitled to worker advantages, among other requirements, independent professionals typically work on a short-term, contract basis with a service, and are invoiced for their work. Independent specialists are not entitled to staff member benefits, and should file and keep their own taxes, too.

However, in the last few years, some employers have actually abused classification by misclassifying bonafide employees as specialists in an attempt to conserve cash and circumvent laws. This is most commonly seen amongst “gig economy” workers, such as rideshare drivers and delivery drivers.

Some examples of misclassifications include:

Misclassifying an employee as an independent contractor to not need to abide by Equal Employment Opportunity Commission laws, which prevent employment discrimination.

Misclassifying a worker 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 specified as the act of harming the reputation of an individual through slanderous (spoken) or false (written) comments. When defamation happens in the office, it has the possible to harm team morale, produce alienation, or even cause long-term damage to an employee’s profession prospects.

Employers are accountable for stopping harmful gossiping amongst employees if it is a regular and known occurrence in the office. Defamation of character in the work environment might consist of circumstances such as:

A company making harmful and unfounded accusations, such as claims of theft or incompetence, toward a worker throughout a performance review

A staff member spreading a harmful report about another worker that causes them to be turned down for a task somewhere else

A worker spreading gossip about an employee that triggers other coworkers to avoid them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize an employee for submitting a complaint or suit against their company. This is thought about company retaliation. Although workers are lawfully secured against retaliation, it doesn’t stop some companies from penalizing a worker who filed a grievance in a range of methods, such as:

Reducing the employee’s wage

Demoting the worker

Re-assigning the employee to a less-desirable job

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

Excluding the worker from necessary office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws differ from state to state, there are a number of federally mandated laws that secure staff members who need to take an extended time period off from work.

Under the Family Medical Leave Act (FMLA), employers should provide unsettled leave time to workers with a qualifying household or specific medical circumstance, such as leave for the birth or adoption of an infant or delegate look after a partner, kid, or moms and dad with a major health condition. If qualified, workers are entitled to as much as 12 weeks of unsettled leave time under the FMLA without worry of endangering their task status.

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

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

Firing an employee who took a leave of absence for the birth or adoption of their infant without just cause

Demoting an employee who took a leave of absence to care for a dying parent 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 versus a present or previous service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive payment is the combination of base cash settlement, delayed compensation, efficiency perks, stock options, executive benefits, severance plans, and more, granted to top-level management workers. Executive payment packages have actually come under increased analysis by regulatory companies and shareholders alike. If you face a disagreement throughout the settlement of your executive pay plan, our attorneys might have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor attorneys at Morgan & Morgan have actually successfully 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 likewise represent employees before administrative agencies such as the Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), somalibidders.com Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or someone you understand may have been treated incorrectly by a company or another staff member, do not be reluctant to contact our workplace. To discuss your legal rights and alternatives, complete our free, no-obligation case evaluation kind now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal team will collect records related to your claim, including your agreement, time sheets, and interactions through e-mail or other work-related platforms.
These documents will assist your lawyer understand the degree of your claim and develop your case for payment.

Investigation.
Your lawyer and legal group will investigate your office claim in terrific detail to collect the required evidence.
They will look at the files you supply and might also look at employment records, contracts, and other office data.

Negotiation.
Your lawyer will work out with the defense, beyond the courtroom, to help get you the settlement you may be entitled to.
If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the greatest possible form.