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  • Founded Date December 20, 1922
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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.

Free Case Evaluation

Were You Treated Unfairly While on the Job?

Morgan & Morgan’s employment lawyers submit the most employment lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, rejection of leave, and executive pay conflicts.

The office must be a safe place. Unfortunately, some employees are subjected to unreasonable and illegal conditions by deceitful employers. Workers may not know what their rights in the workplace are, or might hesitate of speaking out against their company in worry of retaliation. These labor violations can result in lost earnings and advantages, missed out on opportunities for improvement, and unnecessary tension.

Unfair and inequitable labor practices against workers can take many types, consisting of wrongful termination, discrimination, harassment, refusal to provide an affordable lodging, 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 might be afraid to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our employment lawyers deal with a variety of civil litigation cases including unjust labor practices versus employees. Our lawyers possess the knowledge, dedication, and experience needed to represent workers in a wide variety of labor disputes. In reality, Morgan & Morgan has been acknowledged for submitting more labor referall.us and work cases than any other company.

If you believe you may have been the victim of unfair or unlawful treatment in the workplace, contact us by completing our complimentary case assessment form.

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How it works

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The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

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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 take on the case, our group battles to get you the outcomes you should have.

Client success.
stories that inspire and drive modification

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

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

FAQ

Get answers to commonly asked questions about our legal services and learn how we may 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, religion, age, and special needs).

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

Unfair Labor Practices (e.g., denial of earnings, overtime, tip 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 workers are let go for factors that are unjust or prohibited. This is described wrongful termination, wrongful discharge, or wrongful termination.

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

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who won’t do something unlawful for their employer.

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

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job applicant or employee on the basis of race, color, religion, sex, national origin, impairment, or age. However, some employers do just that, leading to a hostile and inequitable work environment where some workers are dealt with more favorably than others.

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

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

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

Not supplying equivalent training opportunities for workers of different spiritual backgrounds.

Imposing job eligibility criteria that intentionally screens out individuals with impairments.

Firing somebody based upon a secured category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, assaults, hazards, 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, office harassment develops a hostile and abusive work environment.

Examples of work environment harassment include:

Making undesirable remarks about an employee’s appearance or body.

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about a worker’s sexual preference.

Making negative comments about a staff member’s religious beliefs.

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

Making negative remarks or jokes about the age of a worker over the age of 40.

Workplace harassment can likewise take the form of quid pro quo harassment. This suggests that the harassment leads to an intangible change in a worker’s employment status. For example, an employee may be required to tolerate sexual harassment from a supervisor as a condition of their continued employment.

Which Industries Have the Most Overtime and Minimum Wage 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 pay for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies try to cut costs by rejecting workers their rightful pay through sly approaches. This is called wage theft, and includes examples such as:

Paying an employee less than the federal base pay.

Giving a worker “comp time” or hours that can be utilized towards getaway or sick time, instead of overtime pay 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 workers to pay for tools of the trade or other expenses that their employer should pay.

Misclassifying a worker that ought to be paid overtime as “exempt” by promoting them to a “supervisory” position without in fact changing the worker’s job tasks.

Some of the most susceptible professions to overtime and minimum wage violations include:

IT workers.

Service specialists.

Installers.

Sales agents.

Nurses and health care employees.

Tipped staff members.

Oil and gas field workers.

Call center workers.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx motorists.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of differences in between employees and self-employed employees, likewise known as independent contractors or consultants. Unlike workers, who are informed when and where to work, ensured a routine wage amount, and entitled to worker advantages, amongst other criteria, independent specialists typically work on a short-term, contract basis with an organization, and are invoiced for their work. Independent contractors are not entitled to staff member benefits, and need to file and keep their own taxes, as well.

However, recently, some companies have actually abused classification by misclassifying bonafide employees as contractors in an attempt to conserve money and prevent laws. This is most frequently seen among “gig economy” workers, such as rideshare drivers and shipment motorists.

Some examples of misclassifications include:

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

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

Misclassifying staff members to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is typically specified as the act of harming the track record of a person through slanderous (spoken) or libelous (written) comments. When libel happens in the work environment, it has the prospective to harm group morale, produce alienation, or perhaps cause long-lasting damage to an employee’s career prospects.

Employers are accountable for stopping damaging gossiping amongst staff members if it is a regular and recognized occurrence in the work environment. Defamation of character in the office may include circumstances such as:

A company making damaging and unfounded allegations, such as claims of theft or incompetence, towards a worker throughout an efficiency review

An employee spreading out a harmful report about another employee that causes them to be turned down for a job elsewhere

An employee spreading chatter about an employee that triggers other colleagues to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a staff member for submitting a problem or claim against their company. This is thought about company retaliation. Although employees are legally safeguarded versus retaliation, it does not stop some companies from penalizing a worker who submitted a grievance in a range of ways, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the employee to a less-desirable job

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

Excluding the employee from essential workplace activities such as training sessions

What If a Company 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 protect employees who should take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers should offer unpaid leave time to staff members with a certifying household or private medical circumstance, such as leave for the birth or adoption of an infant or delegate care for a spouse, child, or moms and dad with a serious health condition. If qualified, staff members are entitled to up to 12 weeks of unsettled leave time under the FMLA without worry of threatening their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties particular securities to current and former uniformed service members who may need to be missing from civilian work for a particular amount of time in order to serve in the armed forces.

Leave of lack can be unjustly rejected in a variety of ways, including:

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

Demoting an employee who took a leave of lack 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 previous service member who took a leave of lack to serve in the armed forces

What Is Executive Compensation?

Executive settlement is the mix of base money payment, postponed payment, performance bonuses, stock choices, executive advantages, severance plans, and more, granted to high-level management staff members. Executive payment bundles have actually come under increased scrutiny by regulative agencies and shareholders alike. If you deal with a conflict throughout the negotiation of your executive pay bundle, our attorneys 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 actually effectively pursued countless labor and employment claims for the individuals who need it most.

In addition to our successful performance history of representing victims of labor and work claims, our labor attorneys likewise represent workers before administrative agencies such as the Equal Job Opportunity Commission (EEOC), Department of Labor (DOL), Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or somebody you understand may have been treated incorrectly by an employer or another staff member, do not hesitate to contact our workplace. To discuss your legal rights and alternatives, complete our complimentary, no-obligation case review type now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal group will collect records associated with your claim, including your contract, time sheets, and interactions by means of email or other job-related platforms.
These documents will help your lawyer comprehend the degree of your claim and develop your case for compensation.

Investigation.
Your attorney and legal team will investigate your work environment claim in great information to collect the needed proof.
They will look at the documents you provide and may also take a look at work records, agreements, and other work environment information.

Negotiation.
Your lawyer 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 strongest possible kind.

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