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  • Founded Date November 8, 1993
  • Sectors Information Technology
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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 practice â„¢.

– 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 work litigation cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, denial of leave, and executive pay conflicts.

The workplace ought to be a safe location. Unfortunately, some workers undergo unfair and illegal conditions by unethical companies. Workers may not understand what their rights in the office are, or might be scared of speaking up against their employer in fear of retaliation. These labor infractions can result in lost earnings and advantages, missed chances for development, and undue tension.

Unfair and prejudiced labor practices versus staff members can take numerous kinds, including wrongful termination, discrimination, harassment, refusal to give a sensible lodging, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices may not understand their rights, or might be scared to speak up against their employer for fear of retaliation.

At Morgan & Morgan, our employment lawyers manage a range of civil litigation cases including unjust labor practices versus employees. Our attorneys possess the knowledge, dedication, and experience needed to represent workers in a broad variety of labor disagreements. In truth, Morgan & Morgan has been acknowledged for submitting more labor and somalibidders.com work cases than any other firm.

If you believe you might have been the victim of unfair or illegal treatment in the workplace, call us by completing our complimentary case examination type.

Find Out If You Are Eligible for a Labor and Employment Lawsuit

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How it works

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Step 1

Submit.
your claim

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Step 2

We take.
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Our dedicated team gets to work investigating your claim.

Step 3

We combat.
for you

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

Client success.
stories that inspire and drive change

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Results might vary depending upon your specific realities and legal scenarios.

FAQ

Get the answer 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 individuals who have actually been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, national origin, religious beliefs, age, and special needs).

Harassment (e.g., referall.us Unwanted sexual advances, Hostile Workplace).

Unfair Labor Practices (e.g., denial of wages, overtime, pointer pooling, and equivalent 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 workers are release for factors that are unreasonable or unlawful. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are lots of situations that may be premises for a wrongful termination claim, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who will not do something unlawful for their company.

If you think you might have been fired without correct cause, our labor and employment attorneys may be able to help you recuperate back pay, unsettled incomes, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to victimize a task applicant or staff member on the basis of race, color, faith, sex, nationwide origin, special needs, or age. However, some employers do just that, resulting in a hostile and inequitable work environment where some employees are dealt with more favorably than others.

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

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

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

Not supplying equivalent training chances for staff members of various religious backgrounds.

Imposing task eligibility criteria that intentionally screens out individuals with disabilities.

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, assaults, threats, ridicule, offensive jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, workplace harassment develops a hostile and abusive workplace.

Examples of workplace harassment include:

Making unwelcome comments about a worker’s look or body.

Telling a vulgar or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making negative remarks about a worker’s spiritual beliefs.

Making prejudicial statements about an employee’s birthplace or household heritage.

Making unfavorable remarks or jokes about the age of a worker over the age of 40.

Workplace harassment can also take the form of quid pro quo harassment. This suggests that the harassment results in an intangible modification in a staff member’s work status. For example, an employee may be required to tolerate unwanted sexual advances from a manager as a condition of their continued work.

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

The Fair Labor Standards Act (FLSA) developed particular workers’ rights, consisting of 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 employees.

However, some companies try to cut costs by denying workers their rightful pay through sly approaches. This is called wage theft, and includes examples such as:

Paying a worker less than the federal base pay.

Giving a worker “comp time” or hours that can be used towards trip or sick time, rather than overtime spend for hours worked over 40 in a work week.

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

Forcing employees to pay for tools of the trade or other expenses that their company ought to pay.

Misclassifying a worker that needs to be paid overtime as “exempt” by promoting them to a “managerial” position without really altering the employee’s job tasks.

A few of the most susceptible professions to overtime and base pay infractions include:

IT employees.

Service professionals.

Installers.

Sales representatives.

Nurses and health care workers.

Tipped staff members.

Oil and gas field employees.

Call center employees.

Personal lenders, home mortgage brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx motorists.

Disaster relief employees.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a number of distinctions between workers and self-employed employees, likewise understood as independent professionals or consultants. Unlike staff members, who are told when and where to work, guaranteed a regular wage amount, and entitled to staff member advantages, amongst other criteria, independent specialists normally work on a short-term, contract basis with a company, and are invoiced for their work. Independent contractors are not to employee advantages, and must submit and keep their own taxes, as well.

However, in current years, some companies have actually abused category by misclassifying bonafide employees as contractors in an attempt to conserve money and prevent laws. This is most typically seen amongst “gig economy” employees, such as rideshare drivers and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent professional to not have to adhere to Equal Job opportunity Commission laws, which avoid employment discrimination.

Misclassifying a worker to prevent registering them in a health advantages prepare.

Misclassifying employees to prevent paying out base pay.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of damaging the track record of a person through slanderous (spoken) or disparaging (written) comments. When defamation happens in the work environment, it has the possible to harm group spirits, produce alienation, or perhaps trigger long-lasting damage to a worker’s profession potential customers.

Employers are accountable for putting a stop to damaging gossiping among employees if it is a regular and known occurrence in the office. Defamation of character in the workplace may include instances such as:

A company making damaging and unfounded allegations, such as claims of theft or incompetence, toward a worker throughout an efficiency evaluation

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

An employee dispersing gossip about a worker that triggers other colleagues to prevent them

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a staff member for submitting a grievance or lawsuit against their company. This is considered company retaliation. Although workers are legally protected versus retaliation, it does not stop some companies from penalizing an employee who filed a complaint in a variety of methods, such as:

Reducing the worker’s income

Demoting the employee

Re-assigning the employee to a less-desirable task

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

Excluding the employee from essential office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws vary from one state to another, there are a variety of federally mandated laws that safeguard staff members who need to take a prolonged time period off from work.

Under the Family Medical Leave Act (FMLA), employers should use unsettled leave time to workers with a certifying household or private medical situation, such as leave for the birth or adoption of a baby or delegate look after a spouse, child, or moms and dad with a major health condition. If certified, workers are entitled to as much as 12 weeks of unsettled leave time under the FMLA without worry of threatening their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties particular defenses to existing and former uniformed service members who may require to be missing from civilian employment for a specific amount of time in order to serve in the armed forces.

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

Firing a worker who took a leave of absence 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 parent without just 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 present or former service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive compensation is the mix of base money payment, deferred compensation, performance benefits, stock alternatives, executive perks, severance plans, and more, awarded to top-level management workers. Executive settlement packages have actually come under increased scrutiny by regulative agencies and shareholders alike. If you face a dispute throughout the negotiation of your executive pay package, our attorneys may 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 actually successfully pursued countless labor and work claims for the individuals who need it most.

In addition to our successful performance history of representing victims of labor and work claims, our labor attorneys also represent staff members before administrative agencies 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 may have been dealt with incorrectly by an employer or another employee, do not be reluctant to call our office. To discuss your legal rights and choices, fill out our free, no-obligation case review kind now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal group will gather records related to your claim, including your agreement, time sheets, and communications through email or other job-related platforms.
These documents will assist your lawyer understand the level of your claim and build your case for settlement.

Investigation.
Your lawyer and legal group will investigate your workplace claim in great information to gather the needed evidence.
They will look at the documents you supply and might also look at employment records, contracts, and other office information.

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

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