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Labor And Employment Attorneys

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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 lawyers file one of the most employment lawsuits cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, disparagement, retaliation, rejection of leave, and executive pay disputes.

The work environment must be a safe place. Unfortunately, some workers undergo unjust and unlawful conditions by deceitful employers. Workers may not know what their rights in the office are, or may be afraid of speaking up versus their company in worry of retaliation. These labor offenses can result in lost incomes and benefits, missed out on opportunities for improvement, and excessive stress.

Unfair and inequitable labor practices against workers can take many forms, consisting of wrongful termination, discrimination, harassment, rejection to offer an affordable accommodation, denial of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices may not understand their rights, or might hesitate to speak out against their employer for worry of retaliation.

At Morgan & Morgan, our work attorneys handle a variety of civil lawsuits cases involving unjust labor practices versus workers. Our attorneys have the knowledge, dedication, and experience needed to represent workers in a wide variety of labor conflicts. In fact, Morgan & Morgan has actually 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 unlawful treatment in the workplace, call us by completing our free case evaluation type.

Find Out 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 dedicated group gets to work investigating your claim.

Step 3

We battle.
for you

If we take on the case, our group battles to get you the results you are worthy of.

Client success.
stories that motivate and drive change

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Results might differ depending upon your specific realities and legal circumstances.

FAQ

Get the answer to typically asked concerns about our legal services and find out how we may assist you with your case.

What Does Labor Law and Employment Law Cover?

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

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, national origin, faith, age, and special needs).

Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).

Unfair Labor Practices (e.g., denial of wages, overtime, pointer 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 employees are release for factors that are unreasonable or unlawful. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

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

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you might have been fired without correct cause, our labor and employment lawyers may have the ability to help you recuperate back pay, overdue incomes, and other forms of payment.

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

It is illegal to discriminate against a task candidate or worker on the basis of race, color, religious beliefs, sex, nationwide origin, disability, or age. However, some companies do just that, resulting in a hostile and inequitable workplace where some employees are dealt with more favorably than others.

Workplace discrimination can take many kinds. Some examples include:

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

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

Not providing equivalent training opportunities for employees of various spiritual backgrounds.

Imposing job eligibility requirements that deliberately screens out individuals with impairments.

Firing someone based upon a secured category.

What Are Some Examples of Workplace Harassment?

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

Examples of work environment harassment include:

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

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual preference.

Making negative comments about an employee’s religions.

Making prejudicial statements about a staff member’s birthplace or household heritage.

Making negative comments 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 leads to an intangible modification in a worker’s work status. For example, a staff member may be forced to tolerate sexual harassment from a supervisor as a condition of their continued work.

Which Industries Have the Most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established certain workers’ rights, 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 staff members.

However, some companies attempt to cut expenses by rejecting employees their rightful pay through sly methods. 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 toward holiday or ill time, instead of overtime pay for hours worked over 40 in a work week.

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

Forcing employees to spend for tools of the trade or other expenses 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 in fact changing the employee’s task responsibilities.

Some of the most susceptible occupations to overtime and base pay infractions include:

IT workers.

Service specialists.

Installers.

Sales representatives.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field employees.

Call center employees.

Personal lenders, home loan brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx chauffeurs.

Disaster relief employees.

Pizza shipment chauffeurs.

What Is Employee Misclassification?

There are a variety of differences between staff members and self-employed workers, likewise called independent contractors or experts. Unlike employees, who are informed when and where to work, guaranteed a regular wage quantity, and entitled to worker advantages, among other requirements, independent contractors normally work on a short-term, agreement basis with an organization, and are invoiced for their work. Independent contractors are not entitled to employee benefits, and need to file and withhold their own taxes, also.

However, in recent years, some employers have actually abused category by misclassifying bonafide staff members as specialists in an attempt to save cash and circumvent laws. This is most typically seen among “gig economy” employees, such as rideshare chauffeurs and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent professional to not have to adhere to Equal Job opportunity Commission laws, which avoid work discrimination.

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

Misclassifying workers to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is typically defined as the act of harming the track record of a person through slanderous (spoken) or libelous (written) comments. When character assassination takes place in the workplace, it has the possible to damage team spirits, produce alienation, or perhaps cause long-term damage to an employee’s profession prospects.

Employers are responsible for stopping harmful gossiping amongst staff members if it is a regular and known incident in the workplace. Defamation of character in the workplace might consist of circumstances such as:

A company making hazardous and unproven accusations, such as claims of theft or incompetence, toward a worker during an efficiency review

A worker spreading a damaging rumor about another staff member that causes them to be rejected for a task elsewhere

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

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize an employee for employment filing a complaint or suit versus their employer. This is considered employer retaliation. Although employees are legally secured against retaliation, it does not stop some companies from penalizing a worker who submitted a complaint in a variety of ways, such as:

Reducing the employee’s wage

Demoting the worker

Re-assigning the employee to a less-desirable task

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

Excluding the employee from essential 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 safeguard employees who should take a prolonged period of time off from work.

Under the Family Medical Leave Act (FMLA), companies must use overdue leave time to workers with a certifying household or private medical scenario, such as leave for the birth or employment adoption of a baby or delegate look after a spouse, child, or parent with a major health condition. If qualified, workers are entitled to up to 12 weeks of unsettled leave time under the FMLA without fear of threatening their job status.

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

Leave of absence can be unjustly denied in a number of ways, consisting of:

Firing an employee who took a leave of lack for the birth or adoption of their baby without simply cause

Demoting a staff member who took a leave of absence to care for a and dad without simply cause

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

Retaliating against a present or former 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 money payment, delayed compensation, performance rewards, stock choices, executive benefits, severance plans, and more, awarded to high-level management workers. Executive settlement plans have come under increased analysis by regulatory firms and investors alike. If you face a disagreement during the settlement of your executive pay plan, our attorneys might be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor lawyers at Morgan & Morgan have actually successfully pursued countless labor and employment claims for the people who need it most.

In addition to our effective track record of representing victims of labor and employment claims, our labor attorneys also represent staff members before administrative agencies such as the Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), employment Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or someone you know may have been dealt with poorly by an employer or another staff member, do not be reluctant to contact our office. To discuss your legal rights and alternatives, submit our totally free, no-obligation case evaluation kind now.

What Does an Employment Attorney Do?

Documentation.
First, employment your designated legal group will gather records related to your claim, including your contract, time sheets, and interactions through e-mail or other work-related platforms.
These documents will help your lawyer understand the level of your claim and build your case for payment.

Investigation.
Your attorney and legal group will investigate your workplace claim in excellent detail to collect the needed evidence.
They will look at the documents you provide and may likewise take a look at employment records, contracts, and other workplace data.

Negotiation.
Your attorney will work out with the defense, beyond the courtroom, to help get you the settlement you might be entitled to.
If settlement negotiations are not successful, employment your lawyer is prepared to go to trial and present your case in the strongest possible form.

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