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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 Firm ™.

– 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 submit one of the most employment litigation cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, employment worker misclassification, libel, retaliation, rejection of leave, and executive pay conflicts.

The workplace needs to be a safe place. Unfortunately, some employees are subjected to unfair and illegal conditions by dishonest employers. Workers might not know what their rights in the workplace are, or might hesitate of speaking up against their employer in worry of retaliation. These labor violations can result in lost earnings and advantages, missed opportunities for advancement, and excessive stress.

Unfair and discriminatory labor practices versus workers can take many kinds, consisting of wrongful termination, discrimination, harassment, rejection to give a sensible lodging, rejection of leave, employer retaliation, and wage and hour infractions. who are victim to these and other dishonest practices may not know their rights, or may be afraid to speak up against their employer for worry of retaliation.

At Morgan & Morgan, our employment attorneys handle a range of civil lawsuits cases involving unreasonable labor practices against employees. Our lawyers have the knowledge, commitment, and experience needed to represent workers in a vast array of labor conflicts. In reality, Morgan & Morgan has actually been recognized for filing more labor and work cases than any other company.

If you believe you might have been the victim of unjust or prohibited treatment in the office, contact us by completing our complimentary case examination type.

Discover 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 team fights to get you the results you are worthy of.

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

FAQ

Get the answer to commonly asked concerns about our legal services and discover 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, faith, age, and disability).

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

Unfair Labor Practices (e.g., employment rejection of incomes, overtime, pointer pooling, and equal 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 reasons that are unjust or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are many circumstances that may be grounds for a wrongful termination claim, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who will not do something illegal for their company.

If you think you may have been fired without correct cause, our labor and work lawyers might be able to help you recover back pay, overdue wages, and other types of payment.

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

It is illegal to victimize a job applicant or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, impairment, or age. However, some companies do just that, leading to a hostile and inequitable work environment where some employees are treated more favorably than others.

Workplace discrimination can take many kinds. Some examples include:

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

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

Not providing equal training chances for workers of different religious backgrounds.

Imposing task eligibility criteria that deliberately screens out individuals with specials needs.

Firing someone based on a secured classification.

What Are Some Examples of Workplace Harassment?

When employees are subjected to slurs, attacks, hazards, ridicule, offensive jokes, unwelcome sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment produces a hostile and violent work environment.

Examples of office harassment include:

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

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about a worker’s sexual orientation.

Making unfavorable remarks about a worker’s religions.

Making prejudicial declarations about a worker’s birthplace or household heritage.

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

Workplace harassment can also take the type of quid professional quo harassment. This suggests that the harassment leads to an intangible change in a staff member’s work status. For example, a worker might be required to tolerate unwanted sexual advances from a manager as a condition of their continued employment.

Which Industries Have one of the most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) developed particular employees’ 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 workers.

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

Paying a worker less than the federal minimum wage.

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

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

Forcing employees to pay for tools of the trade or other expenses that their company need to pay.

Misclassifying an employee that must be paid overtime as “exempt” by promoting them to a “supervisory” position without really altering the employee’s task duties.

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

IT employees.

Service technicians.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped staff members.

Oil and gas field workers.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx chauffeurs.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of differences in between workers and self-employed workers, also known as independent contractors or experts. Unlike staff members, who are told when and where to work, guaranteed a routine wage quantity, and entitled to employee advantages, to name a few requirements, independent specialists usually work on a short-term, agreement basis with a company, and are invoiced for their work. Independent professionals are not entitled to employee advantages, and should submit and keep their own taxes, as well.

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

Some examples of misclassifications include:

Misclassifying an employee as an independent professional to not need to adhere to Equal Employment Opportunity Commission laws, which avoid work discrimination.

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

Misclassifying workers to avoid paying out base pay.

How Is Defamation of Character Defined?

Defamation is normally defined as the act of damaging the track record of an individual through slanderous (spoken) or disparaging (written) remarks. When libel occurs in the office, it has the possible to hurt team morale, create alienation, or even trigger long-term damage to an employee’s profession prospects.

Employers are accountable for putting a stop to harmful gossiping among employees if it is a routine and recognized event in the office. Defamation of character in the work environment might consist of instances such as:

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

A staff member spreading a damaging report about another employee that causes them to be declined for a job in other places

An employee dispersing chatter about a worker that triggers other colleagues to avoid them

What Is Considered Employer Retaliation?

It is unlawful for a business to penalize a worker for submitting a complaint or claim against their company. This is considered company retaliation. Although workers are lawfully safeguarded against retaliation, it does not stop some employers from penalizing a staff member who submitted a grievance in a range of methods, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the worker to a less-desirable task

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

Excluding the worker from important office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws vary from one state to another, there are a number of federally mandated laws that secure staff members who must take a prolonged duration of time off from work.

Under the Family Medical Leave Act (FMLA), employers should provide unsettled leave time to workers with a qualifying household or private medical scenario, such as leave for the birth or adoption of a baby or delegate take care of a partner, kid, or moms and dad with a major health condition. If certified, 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, guarantees specific defenses to present and former uniformed service members who might need to be absent from civilian employment for a particular time period in order to serve in the armed forces.

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

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

Demoting a worker who took a leave of absence to care for employment a passing away moms and dad without just cause

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

Retaliating against 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 combination of base money settlement, delayed payment, efficiency benefits, stock alternatives, executive perks, severance bundles, and more, awarded to top-level management staff members. Executive payment bundles have actually come under increased analysis by regulatory companies and investors alike. If you face a disagreement throughout the settlement of your executive pay bundle, our attorneys may have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have effectively pursued thousands of labor and work claims for the individuals who require it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor attorneys also represent employees before administrative companies 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 understand might have been dealt with incorrectly by an employer or another worker, do not hesitate to contact our workplace. To discuss your legal rights and choices, complete our complimentary, no-obligation case evaluation form now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal group will gather records connected to your claim, including your contract, time sheets, and interactions via email or other job-related platforms.
These files will help your lawyer comprehend the level of your claim and construct your case for payment.

Investigation.
Your lawyer and legal team will examine your work environment claim in excellent information to collect the required evidence.
They will take a look at the documents you offer and might likewise look at work records, agreements, and other office data.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to assist get you the payment you may be entitled to.
If settlement negotiations are not successful, your lawyer is prepared to go to trial and present your case in the strongest possible kind.

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