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Labor And Employment Attorneys

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Mistreated on the Job?

Labor and Employment Attorneys

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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.

Free Case Evaluation

Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work attorneys submit one of the most employment lawsuits cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, disparagement, retaliation, rejection of leave, and employment executive pay conflicts.

The workplace should be a safe location. Unfortunately, some employees undergo unjust and prohibited conditions by deceitful companies. Workers might not understand what their rights in the workplace are, or may be afraid of speaking out against their employer in fear of retaliation. These labor offenses can result in lost salaries and advantages, missed out on chances for development, and unnecessary stress.

Unfair and discriminatory labor practices versus employees can take lots of forms, including wrongful termination, discrimination, harassment, rejection to offer a sensible lodging, denial of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand their rights, or might be scared to speak out against their employer for fear of retaliation.

At Morgan & Morgan, our work attorneys handle a variety of civil litigation cases involving unjust labor practices versus staff members. Our lawyers possess the understanding, dedication, and experience needed to represent workers in a wide variety of labor conflicts. In fact, Morgan & Morgan has been acknowledged for submitting more labor and employment cases than any other company.

If you think you may have been the victim of unjust or illegal treatment in the office, call us by completing our totally free case assessment kind.

Discover If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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

Step 1

Submit.
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With a totally free case examination, submitting your case is simple with Morgan & Morgan.

Step 2

We take.
action

Our dedicated team gets to work investigating your claim.

Step 3

We fight.
for you

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

Client success.
stories that motivate and drive modification

Explore over 55,000 5-star reviews and 800 customer reviews to discover why people trust Morgan & Morgan.

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

FAQ

Get the answer to commonly asked questions 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 individuals who have been the victim of:

Wrongful Termination.

(e.g., sex, race, color, harassment, national origin, faith, age, and impairment).

Harassment (e.g., Unwanted sexual advances, Hostile Workplace).

Unfair Labor Practices (e.g., denial of earnings, overtime, employment 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 declares.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

Sometimes workers are release for factors that are unjust or unlawful. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are numerous scenarios that might be grounds for employment a wrongful termination suit, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who will not do something illegal for their company.

If you believe you may have been fired without proper cause, our labor and work lawyers may be able to assist you recover back pay, unsettled earnings, and other forms of settlement.

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

It is prohibited to discriminate versus a job candidate or worker on the basis of race, color, religious beliefs, sex, nationwide origin, disability, or age. However, some companies do just that, leading to a hostile and inequitable work environment where some workers are dealt with more positively than others.

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

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

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

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

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

Firing someone based on a protected category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, attacks, employment dangers, ridicule, offending jokes, unwanted sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment develops a hostile and violent work environment.

Examples of office harassment consist of:

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

Telling a vulgar or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making negative comments about a staff member’s religions.

Making prejudicial statements about an employee’s birth place or family heritage.

Making negative comments or jokes about the age of an employee over the age of 40.

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

Which Industries Have one of the most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) developed specific workers’ rights, employment including the right to a minimum wage (set federally at $7.25 since 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt employees.

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

Paying a worker less than the federal base pay.

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

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

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

Misclassifying a worker that ought to be paid overtime as “exempt” by promoting them to a “managerial” position without actually altering the worker’s job tasks.

Some of the most susceptible occupations to overtime and minimum wage offenses consist of:

IT workers.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field workers.

Call center workers.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx chauffeurs.

Disaster relief employees.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a number of differences in between workers and self-employed employees, also called independent contractors or experts. Unlike staff members, who are told when and where to work, ensured a routine wage amount, and entitled to employee advantages, to name a few criteria, independent specialists generally deal with a short-term, contract basis with a service, and are invoiced for their work. Independent specialists are not entitled to employee benefits, and should submit and keep their own taxes, also.

However, over the last few years, some employers have abused classification by misclassifying bonafide employees as contractors in an effort to conserve money and prevent laws. This is most commonly seen among “gig economy” workers, such as rideshare chauffeurs and shipment motorists.

Some examples of misclassifications include:

Misclassifying an employee as an independent contractor to not have to adhere to Equal Job opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying staff members to avoid paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is generally specified as the act of harming the credibility of an individual through slanderous (spoken) or disparaging (written) remarks. When disparagement occurs in the office, it has the prospective to damage group spirits, create alienation, or even trigger long-lasting damage to an employee’s career potential customers.

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

An employer making hazardous and unproven allegations, such as claims of theft or incompetence, towards an employee throughout a performance evaluation

A worker spreading out a harmful report about another staff member that causes them to be rejected for a task elsewhere

A worker dispersing gossip about a worker that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a worker for filing a grievance or suit versus their company. This is considered employer retaliation. Although employees are lawfully secured against retaliation, it does not stop some employers from penalizing a staff member who filed a complaint in a range 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 produces a work-family dispute

Excluding the employee from important work environment 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 need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies need to offer overdue leave time to staff members with a qualifying family or private medical situation, such as leave for the birth or adoption of a child or leave to look after a partner, child, or moms and dad with a major health condition. If qualified, workers are entitled to approximately 12 weeks of unpaid 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 specific protections to existing and former uniformed service members who might require to be absent from civilian work for a certain amount of time in order to serve in the militaries.

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

Firing a worker who took a leave of absence for the birth or adoption of their child without simply cause

Demoting a staff member who took a leave of lack to look after a passing away moms and dad without simply cause

Firing a re-employed service member who took a leave of absence to serve in the militaries without simply 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 cash compensation, deferred settlement, efficiency bonus offers, stock options, executive benefits, severance bundles, 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 deal with a conflict throughout the settlement of your executive pay plan, 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 successfully pursued thousands of labor and employment claims for individuals who require it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor lawyers likewise represent staff members before administrative companies 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 someone you understand may have been dealt with poorly by an employer or another employee, do not think twice to call our workplace. To discuss your legal rights and alternatives, submit our complimentary, no-obligation case review form now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal group will collect records associated with your claim, including your contract, time sheets, and interactions through e-mail or employment other work-related platforms.
These documents will assist your attorney comprehend the level of your claim and construct your case for settlement.

Investigation.
Your lawyer and legal group will examine your office claim in excellent detail to collect the required evidence.
They will take a look at the files you supply and might likewise take a look at employment records, agreements, and other workplace data.

Negotiation.
Your attorney will work out with the defense, beyond the courtroom, to help 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 type.

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