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Labor And Employment Attorneys

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Mistreated on the Job?

Labor and Employment Attorneys

Rating Overview

Based on 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 employment lawyers submit the most employment litigation cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, denial of leave, and executive pay disputes.

The workplace ought to be a safe location. Unfortunately, some employees are subjected to unfair and unlawful conditions by unethical companies. Workers might 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 infractions can lead to lost incomes and benefits, missed out on opportunities for improvement, and excessive tension.

Unfair and prejudiced labor practices versus staff members can take numerous kinds, consisting of wrongful termination, discrimination, harassment, rejection to offer an affordable lodging, rejection of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices may not understand their rights, or may hesitate to speak out against their employer for worry of retaliation.

At Morgan & Morgan, our employment attorneys handle a variety of civil litigation cases including unreasonable labor practices against workers. Our attorneys have the understanding, dedication, and experience required to represent employees in a vast array of labor disputes. In truth, Morgan & Morgan has actually been acknowledged for submitting more labor and employment cases than any other company.

If you believe you may have been the victim of unreasonable or unlawful treatment in the office, call us by completing our free case evaluation type.

Learn If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you receive a claim.

How it works

It’s simple to get begun.
The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

With a free case assessment, submitting your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted group gets to work examining your claim.

Step 3

We fight.
for you

If we handle the case, our group battles to get you the outcomes you deserve.

Client success.
stories that motivate and drive change

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

Results might vary depending upon your specific truths and legal circumstances.

FAQ

Get answers to commonly asked concerns 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, religion, age, and disability).

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

Unfair Labor Practices (e.g., denial of incomes, 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 staff members are release for reasons that are unfair or illegal. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are numerous scenarios that may be premises for a wrongful termination claim, including:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who won’t do something illegal for their company.

If you believe you might have been fired without proper cause, our labor and employment attorneys may have the ability to assist you recover back pay, unsettled salaries, and other types of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job applicant or employee on the basis of race, color, faith, sex, nationwide origin, impairment, or age. However, some companies do just that, causing a hostile and inequitable office where some employees are dealt with more positively than others.

Workplace discrimination can take numerous forms. Some examples consist of:

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

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

Not supplying equal training chances for staff members of various religious backgrounds.

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

Firing someone based upon a secured category.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, attacks, dangers, ridicule, offensive 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 produces a hostile and violent workplace.

Examples of work environment harassment include:

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

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making negative remarks about a worker’s religious beliefs.

Making prejudicial statements about a worker’s birthplace or family heritage.

Making unfavorable comments or jokes about the age of a staff member over the age of 40.

Workplace harassment can also take the type of quid pro quo harassment. This indicates that the harassment results in an intangible change in a worker’s work status. For instance, a worker might be forced to endure unwanted sexual advances 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) developed particular employees’ rights, including the right to a base pay (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt employees.

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

Paying a worker less than the federal minimum wage.

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

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

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

Misclassifying an employee that needs to be paid overtime as “exempt” by promoting them to a “supervisory” position without in fact changing the worker’s job responsibilities.

A few of the most vulnerable professions to overtime and base pay violations consist of:

IT workers.

Service technicians.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped employees.

Oil and gas field workers.

Call center workers.

Personal bankers, home loan brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx drivers.

Disaster relief employees.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of differences in between workers and self-employed workers, also known as independent professionals or consultants. Unlike employees, who are told when and where to work, ensured a regular wage amount, and entitled to staff member advantages, amongst other criteria, independent professionals generally work on a short-term, agreement basis with a company, and are invoiced for their work. Independent professionals are not entitled to worker advantages, and must submit and keep their own taxes, too.

However, in current years, some companies have abused category by misclassifying bonafide staff members as specialists in an effort to save cash and circumvent laws. This is most typically seen among “gig economy” workers, such as rideshare chauffeurs and delivery drivers.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent professional to not need to comply with Equal Job opportunity Commission laws, which prevent work discrimination.

Misclassifying a worker to avoid enrolling them in a health advantages prepare.

Misclassifying employees to prevent paying minimum wage.

How Is Defamation of Character Defined?

Defamation is usually defined as the act of harming the credibility of an individual through slanderous (spoken) or defamatory (written) remarks. When defamation takes place in the office, it has the potential to damage group morale, develop alienation, or perhaps trigger long-term damage to an employee’s career prospects.

Employers are accountable for putting a stop to damaging gossiping among staff members if it is a routine and recognized event in the work environment. Defamation of character in the work environment may consist of instances such as:

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

A staff member spreading out a harmful rumor about another staff member that triggers them to be denied for a task elsewhere

A worker spreading 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 problem or claim versus their employer. This is thought about company retaliation. Although employees are lawfully safeguarded against retaliation, it doesn’t stop some companies from punishing a worker who filed a complaint in a variety of methods, such as:

Reducing the employee’s income

Demoting the employee

Re-assigning the employee to a less-desirable job

Re-assigning the worker to a shift that creates a work-family conflict

Excluding the worker from important workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of absence laws differ from one state to another, there are a variety of federally mandated laws that safeguard employees who need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies must provide overdue leave time to employees with a qualifying family or specific medical scenario, job such as leave for the birth or adoption of an infant or leave to look after a spouse, kid, or parent with a major health condition. If certified, staff members are entitled to up to 12 weeks of overdue leave time under the FMLA without worry of threatening their job status.

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

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

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

Demoting a worker who took a leave of lack to take care of 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 simply cause

Retaliating against an existing or previous service member who took a leave of absence to serve in the militaries

What Is Executive Compensation?

Executive compensation is the combination of base cash settlement, postponed settlement, efficiency perks, stock alternatives, executive advantages, severance bundles, and more, awarded to top-level management employees. Executive payment plans have actually come under increased examination by regulatory firms and shareholders alike. If you deal with a dispute during the settlement of your executive pay plan, our attorneys may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful performance history of representing victims of labor and work claims, our labor lawyers likewise represent staff members 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 know may have been treated improperly by a company or another worker, do not be reluctant to call our office. To discuss your legal rights and alternatives, complete our totally free, no-obligation case review form now.

What Does a Work Attorney Do?

Documentation.
First, your designated legal group will collect records connected to your claim, including your contract, time sheets, and interactions by means of email or other work-related platforms.
These documents will assist your lawyer comprehend the degree of your claim and job construct your case for job settlement.

Investigation.
Your attorney and legal team will investigate your workplace claim in excellent detail to collect the essential evidence.
They will take a look at the files you offer and might also take a look at work records, contracts, and other workplace data.

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

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