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  • Founded Date September 11, 1963
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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 office ™.

– 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 employment lawyers submit one of the most work litigation cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, employment denial of leave, and executive pay disputes.

The work environment must be a safe place. Unfortunately, some employees undergo unreasonable and prohibited conditions by dishonest companies. Workers may not know what their rights in the office are, or may be afraid of speaking up against their employer in fear of retaliation. These labor infractions can cause lost salaries and benefits, missed chances for development, and unnecessary stress.

Unfair and prejudiced labor practices versus employees can take numerous forms, including wrongful termination, discrimination, harassment, rejection to offer an affordable accommodation, rejection of leave, company retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices might not understand their rights, employment or may hesitate to speak out versus their employer for worry of retaliation.

At Morgan & Morgan, our employment attorneys handle a variety of civil litigation cases involving unreasonable labor practices against staff members. Our attorneys have the knowledge, dedication, and experience required to represent employees in a vast array of labor conflicts. In reality, Morgan & Morgan has actually been recognized for submitting more labor and work cases than any other firm.

If you believe you may have been the victim of unjust or illegal treatment in the work environment, contact us by finishing our complimentary case assessment type.

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We take.
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Our devoted group gets to work examining your claim.

Step 3

We battle.
for you

If we handle the case, our team battles to get you the results you deserve.

Client success.
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Results might vary depending on your particular facts and legal situations.

FAQ

Get answers to commonly asked questions about our legal services and discover how we may assist you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents individuals who have actually been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, nationwide origin, religious beliefs, age, employment and disability).

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

Unfair Labor Practices (e.g., denial of wages, overtime, idea 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 unlawful. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are many scenarios that may be grounds for a wrongful termination lawsuit, including:

Firing a staff member 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 appropriate cause, our labor and employment lawyers may be able to assist you recover back pay, unsettled salaries, and other forms of payment.

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

It is prohibited to discriminate versus a task applicant or employee on the basis of race, color, faith, sex, national origin, disability, or age. However, some companies do simply that, leading to a hostile and inequitable workplace where some employees are treated more favorably than others.

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

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

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

Not supplying equal training opportunities for staff members of various religious backgrounds.

Imposing task eligibility requirements that deliberately evaluates out people with specials needs.

Firing somebody based on a protected classification.

What Are Some Examples of Workplace Harassment?

When employees are subjected to slurs, assaults, risks, ridicule, offensive jokes, unwelcome sexual advances, or verbal 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 unwanted remarks about an employee’s appearance or body.

Telling a vulgar or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual orientation.

Making negative comments about a staff member’s religions.

Making prejudicial declarations about a staff member’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 pro quo harassment. This suggests that the harassment results in an intangible modification in a worker’s employment status. For example, a worker may be required to tolerate unwanted sexual advances 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 particular workers’ rights, consisting of the right to a minimum wage (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.

However, some employers try to cut expenses by rejecting workers their rightful pay through deceitful approaches. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal minimum wage.

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

Forcing tipped workers to pool their suggestions with non-tipped workers, such as supervisors or cooks.

Forcing employees to pay for tools of the trade or other costs that their company should pay.

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

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

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare employees.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal lenders, employment home mortgage brokers, and AMLs.

Retail workers.

Exotic dancers.

FedEx motorists.

Disaster relief employees.

Pizza delivery motorists.

What Is Employee Misclassification?

There are a variety of distinctions between employees and self-employed employees, also referred to as independent specialists or experts. Unlike workers, who are informed when and where to work, guaranteed a regular wage amount, and entitled to employee benefits, to name a few criteria, independent professionals generally deal with a short-term, agreement basis with a company, and are invoiced for their work. are not entitled to employee benefits, and must submit and keep their own taxes, as well.

However, over the last few years, some companies have abused category by misclassifying bonafide staff members as specialists in an attempt to save money and circumvent laws. This is most commonly seen amongst “gig economy” workers, such as rideshare motorists and delivery chauffeurs.

Some examples of misclassifications include:

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

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

Misclassifying employees to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is typically defined as the act of harming the credibility of a person through slanderous (spoken) or defamatory (written) remarks. When defamation happens in the work environment, it has the prospective to hurt team morale, develop alienation, or even trigger long-lasting damage to a worker’s career prospects.

Employers are accountable for stopping hazardous gossiping amongst workers if it is a regular and known incident in the work environment. Defamation of character in the office might consist of instances such as:

An employer making hazardous and unfounded claims, such as claims of theft or incompetence, towards a worker throughout an efficiency review

A staff member spreading a harmful rumor about another staff member that triggers them to be rejected for a job in other places

A staff member dispersing gossip about an employee that triggers other coworkers to prevent them

What Is Considered Employer Retaliation?

It is illegal for a business to penalize an employee for submitting a grievance or lawsuit versus their company. This is considered company retaliation. Although workers are lawfully protected versus retaliation, it doesn’t stop some companies from penalizing an employee who submitted a complaint in a range of ways, such as:

Reducing the employee’s wage

Demoting the employee

Re-assigning the worker to a less-desirable job

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

Excluding the worker from important office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws vary from one state to another, there are a number of federally mandated laws that secure employees who must take an extended period of time off from work.

Under the Family Medical Leave Act (FMLA), companies need to provide unpaid leave time to employees with a qualifying household or private medical scenario, such as leave for the birth or adoption of a baby or leave to look after a partner, child, or moms and dad with a major health condition. If qualified, employees are entitled to approximately 12 weeks of overdue leave time under the FMLA without fear of endangering their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties certain securities to present and previous uniformed service members who might require to be absent from civilian employment for a certain time period in order to serve in the militaries.

Leave of lack can be unfairly denied in a variety of ways, consisting of:

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 lack to take care of a dying parent without just cause

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

Retaliating against a current or former service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive payment is the mix of base cash payment, deferred settlement, performance rewards, stock options, executive perks, severance plans, and more, granted to high-level management workers. Executive compensation plans have come under increased analysis by regulatory firms and shareholders alike. If you face a conflict during the settlement of your executive pay bundle, our lawyers might have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful track record of representing victims of labor and work claims, our labor lawyers likewise represent employees 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 someone you understand may have been treated poorly by a company or another staff member, do not think twice to contact our workplace. To discuss your legal rights and choices, complete our free, no-obligation case evaluation type now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal group will gather records connected to your claim, including your contract, time sheets, and interactions via e-mail or other work-related platforms.
These files will help your lawyer understand the degree of your claim and construct your case for settlement.

Investigation.
Your attorney and legal team will examine your workplace claim in excellent information to gather the required proof.
They will take a look at the documents you provide and may also take a look at employment records, contracts, and other work environment information.

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

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