Use this type to browse the website. Enter your search question and press enter to search.

1. Home
2. Practice Areas
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 employment lawyers submit one of the most work 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 office needs to be a safe place. Unfortunately, some employees are subjected to unjust and unlawful conditions by deceitful employers. Workers may not understand what their rights in the office are, or may hesitate of speaking out against their employer in worry of retaliation. These labor offenses can cause lost earnings and benefits, missed opportunities for improvement, and excessive stress.

Unfair and inequitable labor practices against workers can take lots of kinds, consisting of wrongful termination, discrimination, harassment, rejection to offer a reasonable accommodation, denial of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices may not understand their rights, or might be afraid to speak up against their company for worry of retaliation.

At Morgan & Morgan, our employment attorneys manage a range of civil lawsuits cases including unfair labor practices against staff members. Our lawyers have the understanding, commitment, and experience required to represent employees in a wide range of labor conflicts. In reality, Morgan & Morgan has been recognized for submitting more labor and work cases than any other company.

If you believe you might have been the victim of unreasonable or illegal treatment in the work environment, call us by finishing our complimentary case examination type.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you qualify for a suit.

How it works

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

Step 1

Submit. your claim

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


Step 2

We take. action

Our dedicated group gets to work examining your claim.


Step 3

We battle. for you

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


Client success. stories that inspire and drive modification

Explore over 55,000 5-star reviews and 800 client reviews to discover why individuals trust Morgan & Morgan.

Results may vary depending on your specific facts and legal circumstances.


FAQ

Get responses to typically 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 been the victim of:

Wrongful Termination.
Discrimination (e.g., sex, race, color, harassment, nationwide origin, religious beliefs, age, and impairment).
Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).
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 claims.
Executive Pay Disputes.
What Constitutes Wrongful Termination?

Sometimes employees are release for factors that are unjust or illegal. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

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

Firing a worker out of retaliation.
Discrimination.
Firing a whistleblower.
Firing a staff member who will not do something unlawful for their employer.
If you think you may have been fired without appropriate cause, our labor and employment attorneys might have the ability to assist you recover back pay, overdue wages, employment and other kinds of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to discriminate versus a job applicant or employee on the basis of race, color, religion, sex, national origin, disability, or age. However, some employers do just that, leading to a hostile and inequitable office where some employees are treated more favorably than others.

Workplace discrimination can take lots of kinds. Some examples consist of:

Refusing to hire someone on the basis of their skin color.
Passing over a qualified female worker for a promotion in favor of a male worker with less experience.
Not providing equal training opportunities for workers of various religious backgrounds.
Imposing task eligibility requirements that deliberately screens out people with impairments.
Firing somebody based on a protected classification.
What Are Some Examples of Workplace Harassment?

When employees undergo slurs, attacks, dangers, ridicule, offensive jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and abusive work environment.

Examples of office harassment consist of:

Making unwelcome 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 a worker’s sexual orientation.
Making negative remarks about an employee’s religions.
Making prejudicial statements about an employee’s birthplace or family heritage.
Making unfavorable comments or jokes about the age of an employee 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 modification in an employee’s employment status. For example, a staff member might be required to tolerate unwanted sexual advances from a supervisor as a condition of their continued employment.

Which Industries Have one of the most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) established particular workers’ rights, consisting of the right to a minimum wage (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies try to cut expenses by denying employees their rightful pay through sly methods. This is called wage theft, and employment 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 getaway or ill time, rather than overtime spend for hours worked over 40 in a work week.
Forcing tipped workers to pool their pointers with non-tipped workers, such as managers or cooks.
Forcing workers to spend for tools of the trade or other expenses that their company ought to pay.
Misclassifying an employee that needs to be paid overtime as “exempt” by promoting them to a “supervisory” position without really altering the worker’s task duties.
A few of the most susceptible professions to overtime and minimum wage offenses consist of:

IT employees.
Service specialists.
Installers.
Sales agents.
Nurses and healthcare employees.
Tipped workers.
Oil and gas field workers.
Call center workers.
Personal bankers, mortgage brokers, and AMLs.
Retail staff members.
Exotic dancers.
FedEx drivers.
Disaster relief employees.
Pizza shipment motorists.
What Is Employee Misclassification?

There are a variety of distinctions in between employees and self-employed workers, likewise called independent professionals or experts. Unlike staff members, who are told when and where to work, guaranteed a regular wage amount, and entitled to staff member advantages, to name a few criteria, independent professionals typically deal with a short-term, agreement basis with a company, and are invoiced for their work. Independent professionals are not entitled to worker 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 staff members as specialists in an attempt to conserve money and circumvent laws. This is most frequently seen amongst “gig economy” employees, such as rideshare drivers and shipment motorists.

Some examples of misclassifications consist of:

Misclassifying an as an independent contractor to not have to comply with Equal Job opportunity Commission laws, which avoid employment discrimination.
Misclassifying an employee to prevent registering them in a health advantages prepare.
Misclassifying staff members to prevent paying out minimum wage.
How Is Defamation of Character Defined?

Defamation is generally specified as the act of damaging the credibility of an individual through slanderous (spoken) or disparaging (written) remarks. When defamation occurs in the workplace, it has the potential to harm group spirits, create alienation, and even trigger long-term damage to an employee’s profession potential customers.

Employers are accountable for stopping hazardous gossiping amongst employees if it is a regular and known occurrence in the work environment. Defamation of character in the workplace might consist of instances such as:

An employer making hazardous and unfounded allegations, such as claims of theft or incompetence, towards an employee during an efficiency evaluation
An employee spreading out a harmful rumor about another employee that triggers them to be declined for a job somewhere else
A staff member spreading chatter about an employee that triggers other coworkers to avoid them
What Is Considered Employer Retaliation?

It is unlawful for a business to punish a staff member for submitting a grievance or suit versus their employer. This is thought about company retaliation. Although workers are legally safeguarded versus retaliation, it does not stop some employers from penalizing a staff member who filed a grievance in a variety 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 produces a work-family conflict
Excluding the employee from important work environment activities such as training sessions
What If a Business Denies a Leave of Absence?

While leave of absence laws vary from state to state, there are a number of federally mandated laws that protect workers 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 employees with a certifying household or specific medical scenario, such as leave for the birth or adoption of a baby or leave to take care of a spouse, employment child, or moms and dad with a serious health condition. If certified, employees are entitled to approximately 12 weeks of unpaid leave time under the FMLA without fear of threatening their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances certain securities to present and previous uniformed service members who may need to be absent from civilian employment for a specific time period in order to serve in the militaries.

Leave of lack can be unfairly rejected in a number of ways, including:

Firing a staff member who took a leave of absence for the birth or adoption of their baby without just cause
Demoting an employee who took a leave of absence to take care of a dying moms and dad without simply cause
Firing a re-employed service member who took a leave of absence to serve in the militaries without simply cause
Retaliating versus a current or previous service member who took a leave of lack to serve in the armed forces
What Is Executive Compensation?

Executive payment is the mix of base cash settlement, delayed compensation, efficiency benefits, stock choices, executive benefits, severance bundles, and more, awarded to high-level management employees. Executive payment bundles have come under increased analysis by regulative firms and shareholders alike. If you face a conflict throughout the settlement of your executive pay plan, our attorneys might have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor legal representatives at Morgan & Morgan have effectively pursued countless labor and work claims for individuals who need it most.

In addition to our successful performance history of representing victims of labor and employment claims, our labor lawyers also represent staff members 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 understand may have been treated incorrectly by a company or another worker, do not think twice to call our office. To discuss your legal rights and options, submit our complimentary, employment no-obligation case review kind now.

What Does an Employment Attorney Do?

Documentation. First, your designated legal team will collect records associated with your claim, including your agreement, time sheets, and interactions through e-mail or other job-related platforms. These files will help your attorney understand the extent of your claim and build your case for settlement.

Investigation. Your lawyer and legal team will investigate your work environment claim in great detail to gather the essential proof. They will take a look at the files you offer and may also look at work records, contracts, and other office information.

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

More Like This

Get a FREE case examination today

As the largest individual injury law office in America, Morgan & Morgan has actually recovered over $25 billion. Contact us today for a free case examination.

Free Case Evaluation

I thus specifically authorization to receive automatic interactions consisting of calls, texts, e-mails, and/or prerecorded messages.

By submitting this kind, you concur to our Terms & acknowledge our Privacy Policy.

Our Results Who We Remain In The Community Pound Law Referrals Careers|Join Our Team Shop Testimonials.
Resources

Blog FAQ In The Media TV commercials Accessibility Complaints Opt Out Sitemap.
Latest Cases

Exploding Airbags Hair Color Depo-Provera California Wildfires Georgia Biolab Maui Wildfire Weight Loss Drugs Ultra Processed Foods.
© 2025 Morgan and Morgan, P.A. All rights booked

Social

-.
-.
-.
-.
-.
20 North Orange Ave, Suite 1600, Orlando, FL 32801. For a complete list of locations in your area please visit our Office Locations page.

This site is developed to be accessible to and functional by people with and without impairments. Please contact us if you encounter an accessibility or usability concern on this site. Attorney advertising. Prior outcomes do not ensure a comparable outcome.