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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 work attorneys file the a lot of employment litigation cases in the nation, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, rejection of leave, and executive pay disagreements.

The workplace ought to be a safe location. Unfortunately, some employees go through unjust and illegal conditions by dishonest employers. Workers may not understand 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 lead to lost wages and advantages, missed opportunities for advancement, and unnecessary tension.

Unfair and discriminatory labor practices against workers can take numerous types, consisting of wrongful termination, employment discrimination, harassment, refusal to provide a reasonable accommodation, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices may not understand their rights, or might hesitate to speak out versus their employer for fear of retaliation.

At Morgan & Morgan, our employment attorneys deal with a range of civil lawsuits cases including unreasonable labor practices versus employees. Our attorneys possess the knowledge, commitment, and experience required to represent workers in a wide variety of labor disagreements. In reality, Morgan & Morgan has actually been acknowledged for filing more labor and employment cases than any other company.

If you believe you may have been the victim of unfair or illegal treatment in the workplace, call us by completing our totally free case evaluation kind.

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How it works

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

Step 1

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Step 2

We take.
action

Our dedicated group gets to work examining your claim.

Step 3

We combat.
for you

If we handle the case, our team fights to get you the outcomes you are worthy of.

Client success.
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Results may differ depending on your specific truths and legal circumstances.

FAQ

Get the answer to commonly asked questions about our legal services and discover how we might help 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 disability).

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

Unfair Labor Practices (e.g., rejection of incomes, overtime, idea 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 staff members are release for factors that are unjust or prohibited. This is described wrongful termination, wrongful discharge, or wrongful termination.

There are many scenarios that may be premises for a wrongful termination claim, consisting of:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you may have been fired without appropriate cause, our labor and work attorneys may be able to assist you recuperate back pay, overdue wages, and other types of payment.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to discriminate against a job applicant or staff member on the basis of race, color, faith, sex, national origin, impairment, or employment age. However, some companies do just that, resulting in a hostile and inequitable office where some employees are dealt with more favorably than others.

Workplace discrimination can take many types. Some examples include:

Refusing to work with someone on the basis of their skin color.

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

Not providing equivalent training opportunities for employees of different religious backgrounds.

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

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, attacks, dangers, ridicule, offending jokes, unwanted sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and violent workplace.

Examples of workplace harassment include:

Making unwanted comments about a worker’s look or body.

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual preference.

Making unfavorable remarks about a worker’s religions.

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

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

Workplace harassment can also take the kind of quid professional quo harassment. This suggests that the harassment results in an intangible change in an employee’s employment status. For instance, an employee may be forced 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) established specific 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 employees.

However, some employers try to cut expenses by denying workers 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 used toward getaway or sick time, rather than overtime pay for hours worked over 40 in a work week.

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

Forcing workers to spend for tools of the trade or other expenditures that their company should pay.

Misclassifying a worker that must be paid overtime as “exempt” by promoting them to a “supervisory” position without actually altering the worker’s task responsibilities.

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

IT workers.

Service professionals.

Installers.

Sales agents.

Nurses and healthcare employees.

Tipped employees.

Oil and gas field employees.

Call center employees.

Personal lenders, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx drivers.

Disaster relief workers.

Pizza shipment drivers.

What Is Employee Misclassification?

There are a number of distinctions in between employees and self-employed workers, likewise understood as independent contractors or consultants. Unlike employees, who are informed when and where to work, guaranteed a routine wage amount, and entitled to employee advantages, among other requirements, independent specialists normally deal with a short-term, agreement basis with a service, and are invoiced for their work. Independent specialists are not entitled to employee benefits, and must file and keep their own taxes, as well.

However, in the last few years, some employers have abused classification by misclassifying bonafide employees as contractors in an attempt to save cash and circumvent laws. This is most frequently seen amongst “gig economy” workers, such as rideshare motorists and shipment drivers.

Some examples of misclassifications consist of:

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

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

Misclassifying employees to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of damaging the reputation of an individual through slanderous (spoken) or defamatory (written) remarks. When disparagement occurs in the office, it has the prospective to hurt group spirits, develop alienation, or even trigger long-term damage to a worker’s career prospects.

Employers are accountable for putting a stop to harmful gossiping among workers if it is a regular and known incident in the workplace. Defamation of character in the workplace may consist of circumstances such as:

A company making harmful and unproven claims, such as claims of theft or incompetence, towards a worker throughout an efficiency review

A worker spreading out a hazardous report about another worker that causes them to be declined for a job in other places

An employee dispersing chatter about a worker that causes other coworkers to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a business to penalize an employee for filing a complaint or suit versus their company. This is thought about company retaliation. Although workers are lawfully secured against retaliation, it does not stop some companies from penalizing a worker who filed a complaint in a range of ways, such as:

Reducing the worker’s salary

Demoting the worker

Re-assigning the employee to a less-desirable job

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

Excluding the employee from vital office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws differ from state to state, employment there are a variety of federally mandated laws that protect staff members who need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies must offer overdue leave time to staff members with a qualifying household or individual medical circumstance, such as leave for the birth or adoption of a baby or leave to take care of a spouse, child, or parent with a serious health condition. If certified, workers are entitled to as much as 12 weeks of overdue leave time under the FMLA without fear of jeopardizing their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances particular defenses to current and previous uniformed service members who may require to be absent from civilian work for a specific time period in order to serve in the militaries.

Leave of lack can be unjustly denied in a variety of methods, including:

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

Demoting an employee who took a leave of absence to take care of a passing away moms and dad without just cause

Firing a re-employed service member who took a leave of absence to serve in the militaries without just 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 payment is the combination of base money compensation, deferred compensation, efficiency rewards, stock options, executive advantages, severance packages, and more, awarded to top-level management workers. Executive settlement packages have actually come under increased scrutiny by regulatory agencies and shareholders alike. If you face a dispute during the negotiation of your executive pay plan, our attorneys might 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 employment claims for individuals who need it most.

In addition to our effective track record of representing victims of labor and work claims, our labor lawyers also represent employees before administrative firms 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 might have been dealt with poorly by a company or another worker, do not think twice to call our office. To your legal rights and choices, submit our complimentary, no-obligation case review type now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal group will collect records connected to your claim, including your contract, time sheets, and interactions through e-mail or other job-related platforms.
These documents will help your lawyer comprehend the level of your claim and construct your case for settlement.

Investigation.
Your attorney and legal group will investigate your workplace claim in great information to gather the needed proof.
They will look at the documents you supply and may also take a look at work records, agreements, and other office information.

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 unsuccessful, your lawyer is prepared to go to trial and present your case in the greatest possible form.

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