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Mistreated on the Job?

Labor and Employment Attorneys

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Based on 55,000 Select Nationwide Reviews

– The Fee Is Free Unless You Win ®

. -America’s Largest Injury Law Firm ™.

– 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 work attorneys file one of the most employment litigation cases in the nation, including those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, libel, retaliation, denial of leave, and executive pay disputes.

The work environment ought to be a safe location. Unfortunately, some employees go through unjust and illegal conditions by unethical companies. Workers may not know what their rights in the work environment are, or might hesitate of speaking up against their employer in fear of retaliation. These labor infractions can cause lost incomes and advantages, missed out on opportunities for development, and unnecessary stress.

Unfair and inequitable labor practices versus employees can take lots of types, consisting of wrongful termination, discrimination, harassment, refusal to offer a sensible accommodation, denial of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not understand their rights, or might be scared to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our work attorneys handle a variety of civil litigation cases including unreasonable labor practices against workers. Our attorneys have the understanding, dedication, and experience needed to represent employees in a large range of labor disagreements. In fact, Morgan & Morgan has actually been recognized for filing more labor and employment cases than any other company.

If you believe you might have been the victim of unreasonable or illegal treatment in the work environment, contact us by completing our totally free case evaluation type.

Learn 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.
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Our dedicated group gets to work investigating your claim.

Step 3

We fight.
for you

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

Client success.
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Results may differ depending on your particular realities and legal scenarios.

FAQ

Get responses to typically 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 individuals who have actually been the victim of:

Wrongful Termination.

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

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

Unfair Labor Practices (e.g., denial of incomes, 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 declares.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

Sometimes employees are let go for reasons that are unreasonable or unlawful. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are lots of circumstances that may be grounds for a wrongful termination lawsuit, consisting of:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you may have been fired without proper cause, our labor and employment lawyers may be able to assist you recover back pay, unsettled salaries, and other kinds of payment.

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

It is prohibited to discriminate against a job applicant or worker on the basis of race, color, religion, employment sex, nationwide origin, special needs, or age. However, some employers do simply that, leading to a hostile and inequitable work environment where some employees are treated more positively than others.

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

Refusing to work with someone 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 offering equal training opportunities for staff members of various religious backgrounds.

Imposing task eligibility requirements that intentionally screens out people with disabilities.

Firing somebody based on a safeguarded classification.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, attacks, threats, ridicule, offending jokes, unwelcome sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, workplace harassment creates a hostile and employment abusive work environment.

Examples of office harassment consist of:

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

Telling a repulsive or employment sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making negative comments about an employee’s faiths.

Making prejudicial declarations about a staff member’s birth place or household heritage.

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

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

Which Industries Have the Most Overtime and Base Pay 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 pay for all hours worked over 40 in a workweek for non-exempt employees.

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

Paying an employee less than the federal minimum wage.

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

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

Forcing workers to pay 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 actually altering the worker’s job responsibilities.

Some of the most vulnerable occupations to overtime and minimum wage violations consist of:

IT workers.

Service specialists.

Installers.

Sales representatives.

Nurses and health care employees.

Tipped workers.

Oil and gas field workers.

Call center workers.

Personal lenders, mortgage brokers, and AMLs.

Retail workers.

Strippers.

FedEx chauffeurs.

Disaster relief employees.

Pizza delivery motorists.

What Is Employee Misclassification?

There are a variety of differences in between workers and self-employed workers, likewise known as independent professionals or consultants. Unlike staff members, who are told when and where to work, ensured a routine wage amount, and entitled to employee benefits, amongst other requirements, independent contractors typically work on a short-term, agreement basis with an organization, and are invoiced for their work. Independent contractors are not entitled to employee advantages, and must file and keep their own taxes, as well.

However, in the last few years, some companies have actually abused category by misclassifying bonafide workers as specialists in an attempt to conserve money and circumvent laws. This is most frequently seen amongst “gig economy” workers, such as rideshare drivers and shipment motorists.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent specialist to not have to comply with Equal Job opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying workers to prevent paying out 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 disparaging (written) remarks. When character assassination happens in the office, it has the possible to damage team spirits, produce alienation, or even cause long-term damage to a worker’s career prospects.

Employers are accountable for stopping harmful gossiping among employees if it is a routine and known event in the workplace. Defamation of character in the work environment may consist of instances such as:

A company making hazardous and unproven accusations, such as claims of theft or incompetence, towards an employee throughout an efficiency evaluation

An employee spreading a harmful report about another employee that causes them to be turned down for a job in other places

A staff member spreading chatter about an employee that causes other colleagues to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a worker for filing a problem or claim versus their employer. This is considered company retaliation. Although workers are legally safeguarded against retaliation, it doesn’t stop some companies from an employee who submitted a grievance in a range of ways, such as:

Reducing the worker’s wage

Demoting the employee

Re-assigning the worker to a less-desirable task

Re-assigning the employee to a shift that produces 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 vary from state to state, there are a number of federally mandated laws that protect staff members who should take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies must use unsettled leave time to workers with a qualifying family or private medical situation, such as leave for the birth or adoption of a baby or delegate take care of a spouse, kid, or parent with a serious health condition. If qualified, workers are entitled to as much as 12 weeks of overdue leave time under the FMLA without worry of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties particular protections to present and former uniformed service members who might need to be missing from civilian work for a particular period of time in order to serve in the militaries.

Leave of absence can be unfairly denied in a number of methods, consisting of:

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

Demoting an employee who took a leave of lack to care for a dying moms and dad without just cause

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

Retaliating versus a current or previous service member who took a leave of absence to serve in the militaries

What Is Executive Compensation?

Executive settlement is the mix of base money compensation, postponed settlement, efficiency rewards, stock choices, executive benefits, severance bundles, and more, granted to high-level management employees. Executive payment packages have actually come under increased scrutiny by regulative firms and shareholders alike. If you face a conflict during the negotiation of your executive pay package, our attorneys may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor lawyers at Morgan & Morgan have successfully pursued countless labor and work claims for the individuals who require it most.

In addition to our effective track record of representing victims of labor and work claims, our labor attorneys likewise represent employees before administrative firms 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 somebody you know may have been dealt with poorly by a company or another worker, do not be reluctant to contact our workplace. To discuss your legal rights and choices, fill out our totally free, no-obligation case review form now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal team will gather records connected to your claim, including your agreement, time sheets, and interactions via email or other work-related platforms.
These files will help your lawyer comprehend the degree of your claim and build your case for settlement.

Investigation.
Your lawyer and legal team will examine your workplace claim in excellent information to collect the needed proof.
They will look at the documents you offer and might likewise look at work records, contracts, and other workplace information.

Negotiation.
Your attorney will negotiate with the defense, employment beyond the courtroom, to assist get you the compensation you might be entitled to.
If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the greatest possible form.