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Labor And Employment Attorneys

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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 office ™.

– Protecting Families Since 1988.

– 25 Billion+ Won.

– 1,000+ Lawyers Nationwide.

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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s employment lawyers submit one of the most work lawsuits cases in the country, consisting of those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, defamation, retaliation, denial of leave, and executive pay disputes.

The office ought to be a safe place. Unfortunately, some workers undergo unreasonable and unlawful conditions by deceitful companies. Workers may not know what their rights in the office are, or may be scared of speaking up versus their employer in fear of retaliation. These labor employment offenses can lead to lost earnings and benefits, missed out on opportunities for advancement, and excessive stress.

Unfair and prejudiced labor practices against workers can take numerous types, consisting of wrongful termination, discrimination, employment harassment, refusal to provide an affordable lodging, denial of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices might 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 variety of civil litigation cases involving unreasonable labor practices against staff members. Our lawyers have the knowledge, devotion, and experience needed to represent employees in a wide variety of labor disputes. In fact, Morgan & Morgan has actually been acknowledged for submitting more labor and employment cases than any other firm.

If you think you might have been the victim of unjust or prohibited treatment in the work environment, contact us by completing our complimentary case assessment type.

Discover If You Are Eligible for a Labor and Employment Lawsuit

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We take.
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Step 3

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If we handle the case, our team fights to get you the results you are worthy of.

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

FAQ

Get answers to commonly asked questions about our legal services and learn how we might 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, employment color, harassment, national origin, religious beliefs, age, and disability).

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

Unfair Labor Practices (e.g., denial of salaries, overtime, tip 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 employees are release for reasons that are unreasonable or prohibited. This is described wrongful termination, wrongful discharge, or wrongful termination.

There are numerous scenarios that may be grounds for a wrongful termination suit, consisting of:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you may have been fired without correct cause, our labor and work lawyers might have the ability to assist you recuperate back pay, unsettled salaries, and other kinds of settlement.

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

It is prohibited to discriminate versus a job applicant or staff member on the basis of race, color, faith, sex, national origin, special needs, or age. However, some companies do simply that, leading to a hostile and inequitable workplace where some employees are dealt with more positively than others.

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

Refusing to employ someone 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 offering equal training opportunities for staff members of different spiritual backgrounds.

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

Firing somebody based upon a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, employment attacks, hazards, ridicule, offending jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment produces a hostile and abusive work environment.

Examples of work environment harassment consist of:

Making unwanted remarks about an employee’s look 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 unfavorable remarks about an employee’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 worker over the age of 40.

Workplace harassment can also take the form of quid professional quo harassment. This implies that the harassment results in an intangible modification in an employee’s employment status. For instance, an employee might be required to endure 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) developed certain workers’ rights, including the right to a minimum wage (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt workers.

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

Paying a worker less than the federal minimum wage.

Giving an employee “comp time” or hours that can be used towards vacation or ill time, rather than overtime spend for hours worked over 40 in a work week.

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

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

Misclassifying an employee that should be paid overtime as “exempt” by promoting them to a “supervisory” position without really altering the worker’s task duties.

Some of the most vulnerable professions to overtime and base pay offenses include:

IT workers.

Service service technicians.

Installers.

Sales representatives.

Nurses and health care workers.

Tipped staff members.

Oil and gas field employees.

Call .

Personal bankers, home mortgage brokers, and AMLs.

Retail workers.

Strippers.

FedEx motorists.

Disaster relief employees.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a number of distinctions in between workers and self-employed workers, also referred to as independent contractors or experts. Unlike workers, who are informed when and where to work, ensured a regular wage amount, and entitled to employee advantages, among other requirements, independent specialists typically deal with a short-term, agreement basis with a service, and are invoiced for their work. Independent professionals are not entitled to staff member advantages, and must file and withhold their own taxes, also.

However, over the last few years, some companies have abused classification by misclassifying bonafide workers as contractors in an attempt to conserve cash and circumvent laws. This is most typically seen among “gig economy” workers, such as rideshare drivers and delivery drivers.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent professional to not need to adhere to Equal Employment Opportunity Commission laws, which avoid employment discrimination.

Misclassifying an employee to prevent enrolling them in a health advantages plan.

Misclassifying workers to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is typically defined as the act of damaging the reputation of a person through slanderous (spoken) or disparaging (written) remarks. When libel occurs in the workplace, it has the potential to hurt group morale, create alienation, or perhaps cause long-lasting damage to an employee’s profession prospects.

Employers are accountable for stopping harmful gossiping amongst staff members if it is a routine and known event in the work environment. Defamation of character in the work environment might consist of circumstances such as:

An employer making harmful and unfounded claims, such as claims of theft or incompetence, toward a staff member during an efficiency evaluation

A worker spreading a harmful rumor about another employee that triggers them to be turned down for a task in other places

An employee dispersing chatter about a worker that triggers other coworkers to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to punish a staff member for submitting a grievance or suit versus their company. This is thought about company retaliation. Although employees are lawfully secured versus retaliation, it does not stop some employers from punishing a worker who submitted a problem in a variety of methods, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the worker to a less-desirable task

Re-assigning the employee to a shift that develops a work-family conflict

Excluding the employee from necessary office activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of lack laws vary from one state to another, there are a number of federally mandated laws that safeguard staff members who should take an extended duration of time off from work.

Under the Family Medical Leave Act (FMLA), employers should offer unpaid leave time to staff members with a certifying household or individual medical scenario, such as leave for the birth or adoption of a child or leave to care for a partner, child, or parent with a major health condition. If certified, workers are entitled to as much as 12 weeks of unpaid leave time under the FMLA without worry of jeopardizing their job 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 require to be absent from civilian employment for a specific amount of time in order to serve in the militaries.

Leave of absence can be unfairly denied in a number of methods, consisting of:

Firing an employee who took a leave of absence for the birth or adoption of their infant without simply cause

Demoting a staff member who took a leave of lack 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 armed forces without just cause

Retaliating versus a current or previous service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive settlement is the combination of base money payment, delayed payment, performance bonus offers, stock alternatives, executive advantages, severance plans, and more, granted to high-level management workers. Executive payment packages have come under increased examination by regulatory companies and shareholders alike. If you deal with a dispute during the settlement of your executive pay package, our lawyers might have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective track record of representing victims of labor and employment claims, our labor attorneys 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 somebody you understand may have been treated incorrectly by a company or another staff member, do not hesitate to call our workplace. To discuss your legal rights and alternatives, submit our totally free, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation.
First, your designated legal group will gather records associated with your claim, including your contract, time sheets, and communications through email or other work-related platforms.
These documents will help your attorney comprehend the degree of your claim and develop your case for settlement.

Investigation.
Your attorney and legal group will investigate your work environment claim in fantastic detail to gather the required evidence.
They will take a look at the files you supply and may likewise take a look at employment records, contracts, and other office information.

Negotiation.
Your attorney will negotiate with the defense, employment beyond the courtroom, to assist get you the payment 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 form.

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