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About Us

Labor And Employment Attorneys

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Mistreated on the Job?

Labor employment and Employment Attorneys

Rating Overview

Based on 55,000 Select Nationwide Reviews

– The Fee Is Free Unless You Win ®

. -America’s Largest Injury Law office ™.

– 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 attorneys submit one of the most employment litigation cases in the country, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, disparagement, retaliation, denial of leave, and executive pay disputes.

The workplace needs to be a safe location. Unfortunately, some workers are subjected to unjust and prohibited conditions by deceitful companies. Workers might not know what their rights in the work environment are, or may be afraid of speaking up against their company in fear of retaliation. These labor offenses can cause lost earnings and advantages, missed out on chances for improvement, and undue tension.

Unfair and inequitable labor practices against staff members can take many kinds, consisting of wrongful termination, discrimination, harassment, rejection to offer a reasonable lodging, rejection of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices may not know their rights, or might be scared to speak up against their company for worry of retaliation.

At Morgan & Morgan, our employment lawyers handle a variety of civil lawsuits cases involving unreasonable labor practices versus workers. Our lawyers have the understanding, commitment, and experience required to represent workers in a broad variety of labor disputes. In fact, Morgan & Morgan has actually been recognized for filing more labor and work cases than any other firm.

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

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you get approved for a claim.

How it works

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

Step 1

Submit.
your claim

With a complimentary case examination, sending your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our dedicated team gets to work investigating your claim.

Step 3

We fight.
for you

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

Client success.
stories that inspire and drive change

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

Results might vary depending on your specific facts and legal situations.

FAQ

Get the answer to typically asked questions about our legal services and find out how we may 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, nationwide origin, religion, age, and disability).

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

Unfair Labor Practices (e.g., employment rejection of salaries, 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 let go for factors that are unreasonable or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are many situations that might be premises for a wrongful termination lawsuit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who will not do something illegal for their employer.

If you think you might have been fired without proper cause, our labor and employment work lawyers may have the ability to help you recuperate back pay, unpaid earnings, and other types of payment.

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

It is prohibited to victimize a job candidate or employee on the basis of race, color, religious beliefs, sex, national origin, disability, or age. However, some employers do just that, leading to a hostile and inequitable workplace where some workers are dealt with more favorably than others.

Workplace discrimination can take numerous kinds. Some examples include:

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

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

Not offering equivalent training opportunities for staff members of various spiritual backgrounds.

Imposing task eligibility requirements that intentionally evaluates out individuals with specials needs.

Firing someone based upon a secured category.

What Are Some Examples of Workplace Harassment?

When workers undergo slurs, attacks, hazards, 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, office harassment creates a hostile and abusive workplace.

Examples of work environment harassment include:

Making undesirable comments about a worker’s look or employment 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 negative remarks about a staff member’s faiths.

Making prejudicial statements about a staff member’s birth place or family heritage.

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

Workplace harassment can likewise take the kind of quid pro quo harassment. This suggests that the harassment results in an intangible modification in a worker’s employment status. For example, a staff member may be forced to endure unwanted sexual advances from a manager as a condition of their continued work.

Which Industries Have the Most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established specific employees’ rights, consisting of 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 employees.

However, some companies try to cut costs by denying workers 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 utilized toward vacation or sick time, rather than overtime pay for hours worked over 40 in a work week.

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

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

Misclassifying an employee that must be paid overtime as “exempt” by promoting them to a “managerial” position without actually changing the worker’s job tasks.

A few of the most susceptible occupations to overtime and minimum wage offenses include:

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and health care workers.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal bankers, home mortgage brokers, and AMLs.

Retail workers.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a variety of distinctions in between staff members and self-employed workers, likewise known as independent contractors or consultants. Unlike workers, who are told when and where to work, ensured a routine wage quantity, employment and entitled to worker benefits, amongst other criteria, independent specialists normally work on a short-term, contract basis with a business, and are invoiced for their work. Independent contractors are not entitled to worker advantages, and need to file and withhold their own taxes, also.

However, over the last few years, some employers have abused classification by misclassifying bonafide employees as contractors in an effort to save cash and prevent laws. This is most typically seen among “gig economy” employees, such as rideshare chauffeurs and shipment chauffeurs.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent contractor to not have to abide by Equal Employment Opportunity Commission laws, which avoid employment discrimination.

a worker to avoid registering them in a health advantages plan.

Misclassifying staff members to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of harming the reputation of an individual through slanderous (spoken) or libelous (written) remarks. When defamation occurs in the office, it has the potential to harm team spirits, develop alienation, or perhaps trigger long-lasting damage to an employee’s profession prospects.

Employers are accountable for stopping hazardous gossiping among staff members if it is a regular and recognized incident in the workplace. Defamation of character in the work environment might include instances such as:

An employer making hazardous and unfounded claims, such as claims of theft or incompetence, toward a worker throughout a performance evaluation

A staff member spreading out a damaging report about another employee that triggers them to be rejected for a task in other places

A worker dispersing gossip about an employee that triggers other coworkers to avoid them

What Is Considered Employer Retaliation?

It is prohibited for a business to penalize an employee for submitting a grievance or suit against their employer. This is thought about company retaliation. Although employees are legally safeguarded versus retaliation, it does not stop some companies from punishing an employee who filed a complaint in a variety of methods, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the employee to a less-desirable job

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

Excluding the employee from vital work environment 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 safeguard staff members who should take a prolonged time period off from work.

Under the Family Medical Leave Act (FMLA), employers need to use unsettled leave time to staff members with a qualifying family or private medical circumstance, such as leave for the birth or adoption of a child or delegate take care of a partner, kid, or moms and dad with a major employment health condition. If certified, workers are entitled to up to 12 weeks of unpaid leave time under the FMLA without fear of threatening their job status.

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

Leave of lack 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 just cause

Demoting a staff member who took a leave of absence to look after a dying parent without simply cause

Firing a re-employed service member who took a leave of lack to serve in the militaries without simply cause

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

What Is Executive Compensation?

Executive payment is the mix of base money compensation, delayed payment, performance bonus offers, stock options, executive benefits, severance bundles, and more, awarded to high-level management workers. Executive settlement packages have come under increased scrutiny by regulative companies and investors alike. If you face a conflict throughout the negotiation of your executive pay plan, our lawyers may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor attorneys at Morgan & Morgan have actually effectively pursued countless labor and work claims for individuals who require it most.

In addition to our effective track record of representing victims of labor and employment claims, our labor lawyers likewise represent workers 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 someone you know might have been treated incorrectly by a company or another worker, do not think twice to call our office. To discuss your legal rights and choices, fill out our free, no-obligation case evaluation type now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal team will gather records associated with your claim, including your contract, employment time sheets, and interactions by means of email or other work-related platforms.
These documents will help your lawyer comprehend the level of your claim and develop your case for settlement.

Investigation.
Your attorney and legal team will examine your office claim in excellent information to gather the essential evidence.
They will look at the files you offer and may likewise look at work records, agreements, and other office data.

Negotiation.
Your lawyer 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 greatest possible form.

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