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  • Founded Date August 20, 1988
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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 practice ™.

– 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 file the most employment lawsuits cases in the country, including those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, libel, retaliation, denial of leave, and executive pay conflicts.

The workplace must be a safe location. Unfortunately, some employees undergo unfair and unlawful conditions by unethical companies. Workers may not understand what their rights in the workplace are, or might hesitate of speaking up versus their employer in fear of retaliation. These labor violations can cause lost earnings and advantages, missed out on chances for employment development, employment and unnecessary tension.

Unfair and employment prejudiced labor practices against workers can take lots of types, consisting of wrongful termination, discrimination, harassment, rejection to provide an affordable accommodation, denial of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not know their rights, or might hesitate to speak up against their employer for fear of retaliation.

At Morgan & Morgan, our work lawyers handle a range of civil lawsuits cases including unreasonable labor practices against staff members. Our lawyers possess the understanding, dedication, and experience needed to represent workers in a broad range of labor disagreements. In reality, Morgan & Morgan has actually been acknowledged for filing 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 office, call us by finishing our totally free case assessment form.

Learn If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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Step 1

Submit.
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Step 2

We take.
action

Our devoted 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 outcomes you should have.

Client success.
stories that inspire and drive change

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Results may vary depending on your particular truths and legal scenarios.

FAQ

Get the answer to frequently asked questions about our legal services and discover how we might assist 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 impairment).

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

Unfair Labor Practices (e.g., rejection of salaries, overtime, suggestion pooling, and equal 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 let go for factors that are unjust or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be grounds 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 employer.

If you think you might have been fired without proper cause, our labor and employment lawyers might have the ability to assist you recuperate back pay, unsettled salaries, and other kinds of compensation.

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

It is unlawful to victimize a task candidate or worker on the basis of race, color, faith, sex, nationwide origin, disability, or age. However, some companies do just that, causing a hostile and inequitable workplace where some employees are dealt with more positively than others.

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

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

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

Not offering equal training chances for staff members of different religious backgrounds.

Imposing job eligibility criteria that deliberately screens out individuals with specials needs.

Firing somebody based upon a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, risks, ridicule, offensive jokes, unwelcome sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment creates a hostile and abusive workplace.

Examples of office harassment consist of:

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

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual orientation.

Making negative remarks about an employee’s religions.

Making prejudicial declarations about a staff member’s birth place or household heritage.

Making unfavorable remarks or jokes about the age of a staff member over the age of 40.

Workplace harassment can also take the kind of quid pro quo harassment. This means that the harassment results in an intangible modification in a staff member’s employment status. For instance, a staff member might be required to tolerate sexual harassment from a supervisor as a condition of their continued work.

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 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 expenses by rejecting 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 base pay.

Giving an employee “comp time” or hours that can be utilized towards holiday or sick time, rather than overtime pay for hours worked over 40 in a work week.

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

Forcing workers to spend for tools of the trade or 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 tasks.

A few of the most vulnerable occupations to overtime and base pay offenses consist of:

IT employees.

Service professionals.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped employees.

Oil and gas field employees.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail workers.

Exotic dancers.

FedEx chauffeurs.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a variety of distinctions in between employees and self-employed workers, also referred to as independent contractors or experts. Unlike staff members, who are told when and where to work, guaranteed a regular wage amount, and entitled to worker advantages, to name a few requirements, independent professionals typically deal with a short-term, contract basis with a service, and are invoiced for their work. Independent professionals are not entitled to worker benefits, and should submit and keep their own taxes, also.

However, in the last few years, some companies have abused classification by misclassifying bonafide workers as contractors in an effort to save money and prevent laws. This is most typically seen amongst “gig economy” employees, such as rideshare drivers and shipment drivers.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent contractor to not need to comply with Equal Employment Opportunity Commission laws, which avoid employment discrimination.

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

Misclassifying staff members to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of damaging the track record of an individual through slanderous (spoken) or false (written) remarks. When defamation takes place in the office, it has the potential to hurt group spirits, create alienation, or even cause long-lasting damage to an employee’s career potential customers.

Employers are accountable for putting a stop to hazardous gossiping amongst staff members if it is a routine and recognized incident in the office. Defamation of character in the workplace may include circumstances such as:

An employer making damaging and unproven claims, such as claims of theft or incompetence, employment toward a worker throughout an efficiency evaluation

A worker spreading out a damaging rumor about another staff member that triggers them to be refused for a task elsewhere

An employee dispersing chatter about a worker that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize an employee for filing a complaint or lawsuit versus their employer. This is considered company retaliation. Although employees are lawfully secured versus retaliation, it does not stop some employers from penalizing an employee who filed a problem in a variety of ways, such as:

Reducing the worker’s wage

Demoting the employee

Re-assigning the employee to a less-desirable job

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

Excluding the employee 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 one state to another, there are a number of federally mandated laws that secure staff members who must take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies must offer unpaid leave time to workers with a qualifying family or individual medical scenario, such as leave for the birth or adoption of a baby or delegate care for a spouse, kid, or moms and dad with a severe 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 particular defenses to existing and former uniformed service members who may need to be missing from civilian work for a specific amount of time in order to serve in the armed forces.

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

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

Demoting a staff member who took a leave of absence to look after a passing away 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 former service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive compensation is the mix of base cash settlement, deferred settlement, performance perks, stock options, executive benefits, severance plans, and more, granted to top-level management workers. Executive payment bundles have come under increased scrutiny by regulatory firms and shareholders alike. If you face a conflict throughout the negotiation of your executive pay bundle, our attorneys may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have actually successfully pursued countless labor and employment claims for employment individuals who require it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor attorneys also represent employees before administrative agencies 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 know may have been dealt with incorrectly by a company or employment another employee, do not be reluctant to our workplace. To discuss your legal rights and choices, submit our complimentary, no-obligation case evaluation type now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal team will gather records associated with your claim, including your contract, time sheets, and communications through email or other job-related platforms.
These documents will assist your lawyer understand the degree of your claim and construct your case for payment.

Investigation.
Your attorney and legal team will examine your work environment claim in great information to collect the required proof.
They will look at the files you provide and may also look at employment records, contracts, and other office 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 greatest possible type.

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