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Labor and Employment Attorneys

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Were You Treated Unfairly While on the Job?

Morgan & Morgan's employment lawyers submit the many employment lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, character assassination, retaliation, rejection of leave, and executive pay conflicts.

The office must be a safe place. Unfortunately, some employees undergo unreasonable and prohibited conditions by dishonest companies. Workers may not know what their rights in the workplace are, or might be afraid of speaking up against their employer in worry of retaliation. These labor offenses can lead to lost salaries and advantages, missed out on opportunities for development, and undue tension.

Unfair and inequitable labor practices against workers can take lots of kinds, including wrongful termination, discrimination, harassment, refusal to give a sensible lodging, rejection of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand their rights, or may hesitate to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our employment attorneys manage a range of civil litigation cases involving unreasonable labor practices versus staff members. Our lawyers possess the understanding, devotion, and experience required to represent employees in a wide variety of labor disputes. In fact, Morgan & Morgan has been recognized for submitting more labor and employment cases than any other firm.

If you believe you may have been the victim of unfair or prohibited treatment in the work environment, contact us by completing our free case assessment form.

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Submit. your claim

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Step 2

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Our devoted group gets to work investigating your claim.


Step 3

We combat. for you

If we take on the case, our group fights to get you the results you should have.


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FAQ

Get responses to frequently asked questions 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 people who have actually been the victim of:

Wrongful Termination.
Discrimination (e.g., sex, wiki.team-glisto.com race, color, harassment, national origin, religion, age, and impairment).
Harassment (e.g., Sexual Harassment, Hostile Workplace).
Unfair Labor Practices (e.g., denial of wages, 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 claims.
Executive Pay Disputes.
What Constitutes Wrongful Termination?

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

There are lots of scenarios that may be grounds for a wrongful termination suit, including:

Firing an employee out of retaliation.
Discrimination.
Firing a whistleblower.
Firing a staff member who won't do something unlawful for their company.
If you think you might have been fired without correct cause, our labor and employment lawyers might be able to assist you recuperate back pay, overdue earnings, and other types of payment.

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

It is prohibited to victimize a task candidate or worker on the basis of race, color, faith, sex, nationwide origin, special needs, or age. However, some companies do simply that, resulting in a hostile and inequitable work environment where some employees are treated more positively than others.

Workplace discrimination can take many forms. Some examples include:

Refusing to hire somebody on the basis of their skin color.
Passing over a qualified female worker for a promotion in favor of a male staff member with less experience.
Not supplying equal training chances for employees of various religious backgrounds.
Imposing job eligibility criteria that deliberately evaluates out people with impairments.
Firing someone based on a secured category.
What Are Some Examples of Workplace Harassment?

When workers undergo slurs, assaults, hazards, 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, work environment harassment develops a hostile and abusive workplace.

Examples of office harassment consist of:

Making unwanted remarks about an employee's look or body.
Telling a vulgar or sexual joke to a coworker.
Using slurs or racial epithets.
Making prejudicial statements about a worker's sexual preference.
Making negative remarks about a worker's faiths.
Making prejudicial declarations about an employee's birthplace or family heritage.
Making unfavorable 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 suggests that the harassment results in an intangible modification in a work status. For example, an employee might be required to endure sexual harassment from a manager as a condition of their continued work.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) developed certain workers' rights, including the right to a minimum wage (set federally at $7.25 as of 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt workers.

However, some companies try to cut costs by rejecting workers their rightful pay through deceiving approaches. This is called wage theft, and consists of examples such as:

Paying an employee less than the federal minimum wage.
Giving a worker "comp time" or hours that can be utilized toward holiday or ill time, rather than overtime spend for hours worked over 40 in a work week.
Forcing tipped employees to pool their suggestions with non-tipped workers, such as supervisors or cooks.
Forcing employees to pay for tools of the trade or other expenditures that their company must pay.
Misclassifying an employee that should be paid overtime as "exempt" by promoting them to a "managerial" position without really changing the worker's job responsibilities.
A few of the most vulnerable occupations to overtime and base pay offenses include:

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

There are a number of differences in between staff members and self-employed workers, likewise referred to as independent contractors or specialists. Unlike staff members, who are told when and where to work, guaranteed a regular wage quantity, and entitled to staff member advantages, among other criteria, independent contractors usually work on a short-term, agreement basis with a company, and are invoiced for their work. Independent contractors are not entitled to staff member benefits, and need to file and keep their own taxes, as well.

However, recently, some employers have abused category by misclassifying bonafide employees as professionals in an attempt to conserve money and prevent laws. This is most commonly seen among "gig economy" workers, such as rideshare drivers and delivery drivers.

Some examples of misclassifications consist of:

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

Defamation is usually specified as the act of harming the reputation of a person through slanderous (spoken) or libelous (written) remarks. When libel takes place in the work environment, it has the possible to harm team morale, develop alienation, or even cause long-lasting damage to a worker's career potential customers.

Employers are accountable for putting a stop to hazardous gossiping among employees if it is a routine and recognized occurrence in the office. Defamation of character in the workplace might include instances such as:

A company making hazardous and unfounded accusations, such as claims of theft or incompetence, toward a worker throughout an efficiency evaluation
A worker spreading a harmful report about another employee that triggers them to be refused for a task elsewhere
A staff member dispersing gossip about an employee that causes other colleagues to prevent them
What Is Considered Employer Retaliation?

It is illegal for a company to penalize a worker for submitting a complaint or lawsuit versus their employer. This is thought about employer retaliation. Although workers are legally secured against retaliation, it does not stop some employers from penalizing a staff member who filed a problem in a variety of ways, such as:

Reducing the employee's salary
Demoting the employee
Re-assigning the worker to a less-desirable job
Re-assigning the worker to a shift that produces 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 one state to another, there are a variety of federally mandated laws that protect employees who must take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies need to use unpaid leave time to workers with a qualifying family or private medical scenario, such as leave for the birth or adoption of an infant or leave to look after a spouse, child, or moms and dad with a severe health condition. If qualified, staff members are entitled to approximately 12 weeks of unpaid leave time under the FMLA without fear of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances particular protections to existing and former uniformed service members who might need to be missing from civilian employment for a particular amount of time in order to serve in the militaries.

Leave of lack can be unfairly denied in a number of methods, including:

Firing a worker who took a leave of absence for the birth or adoption of their infant without just cause
Demoting an employee who took a leave of lack to care for a passing away parent without simply cause
Firing a re-employed service member who took a leave of absence to serve in the armed forces without simply cause
Retaliating against an existing or former service member who took a leave of lack to serve in the militaries
What Is Executive Compensation?

Executive settlement is the mix of base money compensation, postponed payment, efficiency perks, stock choices, executive advantages, severance packages, and more, awarded to top-level management staff members. Executive compensation bundles have come under increased examination by regulative firms and shareholders alike. If you face a conflict throughout the negotiation of your executive pay bundle, our attorneys may be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective performance history of representing victims of labor and employment claims, our labor lawyers also represent employees 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 know may have been dealt with poorly by a company or another staff member, do not be reluctant to contact our workplace. To discuss your legal rights and alternatives, submit our complimentary, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation. First, your appointed legal team will collect records connected to your claim, including your contract, time sheets, and interactions through email or other job-related platforms. These files will assist your attorney comprehend the degree of your claim and construct your case for settlement.

Investigation. Your lawyer and legal group will investigate your workplace claim in fantastic information to collect the needed proof. They will look at the documents you offer and may likewise look at work records, agreements, and other work environment data.

Negotiation. Your attorney will negotiate with the defense, outside of the courtroom, to help get you the compensation you may be entitled to. If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the greatest possible kind.

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