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Mistreated on the Job?

Labor and Employment Attorneys

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Based upon 55,000 Select Nationwide Reviews

- The Fee Is Free Unless You Win ®
. -America’s Largest Injury Law practice ™.
- Protecting Families Since 1988.
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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work lawyers file the a lot of work lawsuits cases in the nation, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, denial of leave, and executive pay disputes.

The office must be a safe place. Unfortunately, some workers go through unreasonable and illegal conditions by unethical employers. Workers may not understand what their rights in the workplace are, or might hesitate of speaking out against their employer in fear of retaliation. These labor offenses can cause lost incomes and advantages, missed out on chances for development, and undue stress.

Unfair and inequitable labor practices against staff members can take lots of kinds, consisting of wrongful termination, discrimination, harassment, refusal to offer an affordable lodging, denial of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not know their rights, or may be scared to speak out versus their company for fear of retaliation.

At Morgan & Morgan, our employment lawyers deal with a range of civil litigation cases involving unreasonable labor practices versus staff members. Our attorneys possess the understanding, commitment, and experience needed to represent workers in a large range of labor disagreements. In fact, Morgan & Morgan has actually been acknowledged for filing more labor and work cases than any other company.

If you believe you might have been the victim of unreasonable or prohibited treatment in the office, call us by completing our free case evaluation form.

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 easy to start. The Fee Is Free ®. Only pay if we win.

Step 1

Submit. your claim

With a complimentary case assessment, submitting your case is simple with Morgan & Morgan.


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 group battles to get you the results you deserve.


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

Results might differ depending on your particular realities and legal scenarios.


FAQ

Get the answer to commonly asked concerns about our legal services and learn how we may help 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, national origin, faith, age, and special needs).
Harassment (e.g., Sexual Harassment, Hostile Workplace).
Unfair Labor Practices (e.g., rejection of incomes, overtime, idea pooling, and equal 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 release for factors that are or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are lots of situations that might be grounds for a wrongful termination claim, consisting of:

Firing a staff member out of retaliation.
Discrimination.
Firing a whistleblower.
Firing an employee who will not do something unlawful for their company.
If you believe you might have been fired without appropriate cause, our labor and employment attorneys might be able to assist you recover back pay, unpaid wages, and other types of settlement.

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

It is unlawful to victimize a task applicant or worker on the basis of race, color, religious beliefs, sex, national origin, disability, or age. However, some companies do simply that, resulting in a hostile and inequitable work environment where some employees are dealt with more positively than others.

Workplace discrimination can take numerous types. Some examples include:

Refusing to hire somebody on the basis of their skin color.
Passing over a qualified female staff member for a promotion in favor of a male staff member with less experience.
Not providing equal training opportunities for workers of various religious backgrounds.
Imposing job eligibility requirements that intentionally screens out individuals with specials needs.
Firing somebody based upon a safeguarded classification.
What Are Some Examples of Workplace Harassment?

When workers go through slurs, attacks, risks, ridicule, offending jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and violent workplace.

Examples of workplace harassment include:

Making unwelcome comments about a worker’s appearance or body.
Telling a vulgar or sexual joke to a colleague.
Using slurs or racial epithets.
Making prejudicial declarations about an employee’s sexual preference.
Making negative comments about a staff member’s faiths.
Making prejudicial statements about a staff member’s birth place or household heritage.
Making negative remarks or jokes about the age of a staff member over the age of 40.
Workplace harassment can likewise take the kind of quid professional quo harassment. This implies that the harassment results in an intangible modification in an employee’s work status. For instance, a staff member may be forced to tolerate sexual harassment from a manager 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) developed certain employees’ 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 employees.

However, some employers attempt to cut costs by rejecting employees their rightful pay through deceitful approaches. 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 used towards holiday or ill time, rather than overtime pay for hours worked over 40 in a work week.
Forcing tipped employees to pool their pointers with non-tipped workers, such as supervisors or cooks.
Forcing employees to spend for tools of the trade or other expenditures that their employer ought to pay.
Misclassifying a worker that should be paid overtime as “exempt” by promoting them to a “supervisory” position without actually changing the worker’s job responsibilities.
Some of the most susceptible professions to overtime and minimum wage infractions consist of:

IT employees.
Service service technicians.
Installers.
Sales representatives.
Nurses and health care workers.
Tipped workers.
Oil and gas field workers.
Call center employees.
Personal lenders, home loan brokers, and AMLs.
Retail staff members.
Strippers.
FedEx chauffeurs.
Disaster relief workers.
Pizza delivery motorists.
What Is Employee Misclassification?

There are a variety of differences in between staff members and self-employed employees, likewise referred to as independent professionals or specialists. Unlike staff members, who are informed when and where to work, ensured a regular wage amount, and entitled to staff member benefits, to name a few requirements, independent specialists generally work on a short-term, contract basis with a service, and are invoiced for their work. Independent professionals are not entitled to staff member benefits, and need to file and withhold their own taxes, also.

However, in recent years, some employers have actually abused category by misclassifying bonafide staff members as specialists in an effort to conserve money and prevent laws. This is most typically seen among “gig economy” workers, such as rideshare drivers and shipment drivers.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent professional to not have to adhere to Equal Job opportunity Commission laws, which prevent employment discrimination.
Misclassifying a worker to prevent registering them in a health benefits prepare.
Misclassifying staff members to prevent paying minimum wage.
How Is Defamation of Character Defined?

Defamation is usually specified as the act of harming the credibility of a person through slanderous (spoken) or defamatory (written) comments. When libel occurs in the workplace, it has the prospective to hurt group spirits, produce alienation, or perhaps trigger long-lasting damage to a worker’s career prospects.

Employers are accountable for stopping damaging gossiping amongst workers if it is a routine and recognized event in the work environment. Defamation of character in the office might consist of instances such as:

A company making hazardous and unfounded accusations, such as claims of theft or incompetence, towards a staff member throughout a performance evaluation
An employee spreading a damaging report about another employee that triggers them to be turned down for employment a job in other places
An employee spreading chatter about an employee that triggers other colleagues to prevent them
What Is Considered Employer Retaliation?

It is illegal for a company to punish an employee for filing a grievance or suit versus their company. This is considered employer retaliation. Although employees are lawfully protected versus retaliation, it does not stop some companies from penalizing a staff member who filed a grievance in a range of methods, such as:

Reducing the worker’s salary
Demoting the worker
Re-assigning the worker to a less-desirable job
Re-assigning the worker to a shift that creates a work-family dispute
Excluding the worker from vital office activities such as training sessions
What If a Company Denies a Leave of Absence?

While leave of absence laws vary from one state to another, there are a number of federally mandated laws that secure workers who need to take a prolonged period of time off from work.

Under the Family Medical Leave Act (FMLA), companies must use unsettled leave time to employees with a certifying family or individual medical circumstance, such as leave for the birth or adoption of an infant or delegate take care of a spouse, kid, or parent with a severe health condition. If qualified, employees are entitled to approximately 12 weeks of overdue leave time under the FMLA without fear of endangering their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees certain protections to existing and former uniformed service members who might require to be absent from civilian employment for a specific duration of time in order to serve in the armed forces.

Leave of absence can be unjustly rejected in a variety of methods, consisting of:

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

Executive payment is the combination of base cash payment, delayed settlement, efficiency perks, stock alternatives, executive advantages, severance packages, and more, granted to top-level management workers. Executive settlement packages have actually come under increased analysis by regulatory agencies and shareholders alike. If you deal with 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 lawyers at Morgan & Morgan have actually effectively pursued thousands of labor and work claims for individuals who require it most.

In addition to our effective performance history of representing victims of labor and work claims, our labor lawyers likewise represent workers before administrative agencies 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 know may have been treated poorly by a company or another staff member, do not think twice to contact our office. To discuss your legal rights and options, complete our free, no-obligation case evaluation type now.

What Does a Work Attorney Do?

Documentation. First, your appointed legal team will gather records associated with your claim, including your contract, time sheets, and communications through email or other job-related platforms. These documents will help your lawyer comprehend the degree of your claim and construct your case for compensation.

Investigation. Your attorney and legal group will examine your office claim in terrific detail to gather the required evidence. They will take a look at the documents you offer and might also look at employment records, agreements, and other workplace data.

Negotiation. Your attorney will negotiate with the defense, beyond the courtroom, to assist get you the settlement you may be entitled to. If settlement negotiations are not successful, [employment](https://forum.batman.gainedge.org/index.php?action=profile