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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 employment attorneys file the many work lawsuits cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, defamation, retaliation, denial of leave, and executive pay disagreements.

The office should be a safe place. Unfortunately, some employees go through unreasonable and unlawful conditions by dishonest employers. Workers may not know what their rights in the workplace are, or might hesitate of speaking out against their company in fear of retaliation. These labor infractions can cause lost wages and advantages, missed out on chances for development, and excessive tension.

Unfair and discriminatory labor practices against staff members can take lots of forms, consisting of wrongful termination, discrimination, harassment, refusal to offer an affordable accommodation, rejection of leave, company retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices may not know their rights, or might be afraid to speak out versus their employer for worry of retaliation.

At Morgan & Morgan, our employment attorneys deal with a range of civil lawsuits cases including unjust labor practices against employees. Our lawyers possess the understanding, dedication, and experience required to represent workers in a wide range of labor disputes. In fact, Morgan & Morgan has been recognized for submitting more labor and employment cases than any other company.

If you believe you might have been the victim of unreasonable or prohibited treatment in the work environment, contact us by completing our complimentary case assessment type.

Find Out If You Are Eligible for a Labor and Employment Lawsuit

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Step 3

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

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Results might differ depending on your specific truths and legal circumstances.

FAQ

Get responses to commonly asked concerns about our legal services and find out how we might assist you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents people who have been the victim of:

Wrongful Termination.

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

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

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

There are numerous situations that might be grounds for a wrongful termination claim, consisting of:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who won’t do something unlawful for their employer.

If you think you may have been fired without appropriate cause, our labor and work attorneys may be able to assist you recover back pay, unsettled wages, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to discriminate against a task candidate or staff member on the basis of race, color, religious beliefs, sex, national origin, impairment, or age. However, some companies do simply that, leading to a hostile and inequitable workplace where some workers are dealt with more favorably than others.

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

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

Passing over a qualified female employee for a promo in favor of a male employee with less experience.

Not offering equivalent training chances for workers of different religious backgrounds.

Imposing task eligibility criteria that deliberately screens out people with impairments.

Firing someone based upon a secured category.

What Are Some Examples of Workplace Harassment?

When workers go through slurs, assaults, threats, ridicule, offensive jokes, undesirable sexual advances, employment or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and violent workplace.

Examples of workplace harassment consist of:

Making unwelcome remarks about an employee’s look or body.

Telling a repulsive or sexual joke to a coworker.

Using slurs or employment racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making unfavorable comments about a worker’s faiths.

Making prejudicial declarations about a staff member’s birthplace or family heritage.

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

Workplace harassment can also take the form of quid professional quo harassment. This implies that the harassment results in an intangible modification in a worker’s employment status. For instance, a staff member might be required to tolerate unwanted sexual advances from a supervisor as a of their continued work.

Which Industries Have the Most Overtime and Minimum Wage Violations?

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

However, some companies try to cut costs by denying workers their rightful pay through deceitful methods. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal minimum wage.

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

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

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

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

Some of the most vulnerable occupations to overtime and minimum wage infractions include:

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare workers.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal lenders, home mortgage brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza delivery chauffeurs.

What Is Employee Misclassification?

There are a number of differences in between employees and self-employed workers, also understood as independent professionals or consultants. Unlike workers, who are told when and where to work, guaranteed a regular wage amount, and entitled to employee advantages, to name a few criteria, employment independent contractors usually work on a short-term, agreement basis with a business, and are invoiced for their work. Independent professionals are not entitled to staff member benefits, and must submit and keep their own taxes, too.

However, in current years, some employers have abused classification by misclassifying bonafide employees as contractors in an attempt to conserve money and circumvent laws. This is most frequently seen amongst “gig economy” employees, such as rideshare motorists and shipment chauffeurs.

Some examples of misclassifications consist of:

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

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

Misclassifying workers to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is normally specified as the act of harming the track record of a person through slanderous (spoken) or false (written) remarks. When libel takes place in the workplace, it has the prospective to harm team morale, create alienation, and even trigger long-lasting damage to an employee’s profession potential customers.

Employers are responsible for stopping hazardous gossiping among workers if it is a regular and known event in the work environment. Defamation of character in the workplace may consist of instances such as:

A company making harmful and unfounded allegations, such as claims of theft or incompetence, toward a staff member throughout a performance review

A worker spreading out a damaging rumor about another worker that causes them to be rejected for employment a job in other places

A worker dispersing gossip about an employee that triggers other colleagues to avoid them

What Is Considered Employer Retaliation?

It is illegal for a company to punish a worker for filing a complaint or claim versus their employer. This is thought about employer retaliation. Although workers are lawfully safeguarded versus retaliation, it doesn’t stop some employers from penalizing a staff member who filed a complaint in a variety of ways, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the employee to a less-desirable job

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

Excluding the employee from essential workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), companies need to offer unsettled leave time to employees with a certifying family or specific medical circumstance, such as leave for the birth or adoption of a baby or leave to look after a partner, kid, or parent with a severe health condition. If certified, employees are entitled to approximately 12 weeks of unsettled leave time under the FMLA without worry of threatening their task status.

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

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

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

Demoting a worker who took a leave of lack to take care of a passing away moms and dad without simply cause

Firing a re-employed service member who took a leave of lack to serve in the militaries 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 settlement is the combination of base cash compensation, deferred settlement, efficiency bonuses, stock options, executive perks, severance bundles, employment and more, awarded to top-level management employees. Executive payment packages have actually come under increased examination by regulatory companies and shareholders alike. If you face a disagreement during the negotiation of your executive pay package, our lawyers might 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 effectively pursued countless labor and employment claims for individuals who need it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor attorneys also represent workers 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 someone you know might have been treated poorly by an employer or another employee, do not hesitate to call our workplace. To discuss your legal rights and alternatives, complete our complimentary, no-obligation case review form now.

What Does a Work Attorney Do?

Documentation.
First, your appointed legal team will gather records related to your claim, employment including your agreement, time sheets, and interactions via e-mail or other job-related platforms.
These files will assist your attorney understand the degree of your claim and construct your case for payment.

Investigation.
Your attorney and legal group will investigate your office claim in terrific information to gather the necessary proof.
They will look at the documents you supply and might also look at work records, contracts, and other office data.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to assist get you the compensation 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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