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  • Founded Date March 30, 1943
  • Sectors Healthcare
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Labor And Employment Attorneys

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Mistreated on the Job?

Labor 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 â„¢.

– 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 work attorneys submit the a lot of work litigation cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, rejection of leave, and executive pay disputes.

The office ought to be a safe place. Unfortunately, some workers are subjected to unreasonable and prohibited conditions by dishonest companies. Workers might not know what their rights in the office are, or might hesitate of speaking out against their company in worry of retaliation. These labor violations can result in lost incomes and benefits, missed out on chances for advancement, and unnecessary tension.

Unfair and discriminatory labor practices against staff members can take many types, including wrongful termination, discrimination, harassment, refusal to give a reasonable lodging, rejection of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices might not know their rights, or might hesitate to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our work attorneys handle a range of civil litigation cases involving unjust labor practices against staff members. Our lawyers have the knowledge, dedication, and experience needed to represent workers in a large range of labor disagreements. In truth, Morgan & Morgan has actually been acknowledged for filing more labor and work cases than any other company.

If you think you might have been the victim of unfair or unlawful treatment in the work environment, call us by finishing our complimentary case evaluation form.

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How it works

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The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

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Step 2

We take.
action

Our devoted team gets to work investigating your claim.

Step 3

We combat.
for you

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

Client success.
stories that inspire and drive modification

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

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

FAQ

Get responses to typically asked concerns about our legal services and discover 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, religion, age, and impairment).

Harassment (e.g., Sexual Harassment, Hostile Workplace).

Unfair Labor Practices (e.g., rejection of earnings, overtime, idea pooling, employment 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 staff members are release for factors that are unfair or unlawful. This is described wrongful termination, wrongful discharge, or wrongful termination.

There are many situations that may 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 illegal for their employer.

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

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job candidate or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, disability, or age. However, employment some companies do simply that, resulting in a hostile and inequitable workplace where some employees are treated more positively than others.

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

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

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

Not providing equivalent training chances for staff members of different spiritual backgrounds.

Imposing task eligibility requirements that deliberately evaluates out individuals with impairments.

Firing somebody based on a secured classification.

What Are Some Examples of Workplace Harassment?

When workers go through slurs, assaults, threats, ridicule, offending jokes, unwelcome 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 violent work environment.

Examples of workplace harassment include:

Making unwanted remarks about a worker’s appearance or body.

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making unfavorable comments about an employee’s religious beliefs.

Making prejudicial statements about an employee’s birth place or family heritage.

Making negative comments or jokes about the age of a worker over the age of 40.

Workplace harassment can likewise take the type of quid professional quo harassment. This indicates that the harassment leads to an intangible change in a worker’s work status. For instance, a worker 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 Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established 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 employees.

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

Paying an less than the federal base pay.

Giving an employee “comp time” or hours that can be used toward getaway or ill time, instead of overtime pay for hours worked over 40 in a work week.

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

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

Misclassifying an employee that ought to be paid overtime as “exempt” by promoting them to a “supervisory” position without in fact altering the worker’s job duties.

Some of the most vulnerable professions to overtime and minimum wage violations include:

IT workers.

Service specialists.

Installers.

Sales representatives.

Nurses and health care workers.

Tipped employees.

Oil and gas field workers.

Call center workers.

Personal lenders, home mortgage brokers, and AMLs.

Retail workers.

Strippers.

FedEx drivers.

Disaster relief employees.

Pizza delivery motorists.

What Is Employee Misclassification?

There are a number of distinctions in between staff members and self-employed employees, also known as independent contractors or consultants. Unlike staff members, who are informed when and where to work, guaranteed a routine wage amount, and entitled to worker advantages, to name a few criteria, independent specialists generally work on a short-term, agreement basis with a service, and are invoiced for their work. Independent specialists are not entitled to worker benefits, and need to file and withhold their own taxes, too.

However, recently, some companies have actually abused classification by misclassifying bonafide workers as contractors in an attempt to save cash and circumvent laws. This is most frequently seen amongst “gig economy” employees, such as rideshare drivers and shipment drivers.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent professional to not have to comply with Equal Employment Opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying employees to avoid paying out base pay.

How Is Defamation of Character Defined?

Defamation is normally defined as the act of harming the track record of an individual through slanderous (spoken) or defamatory (written) remarks. When libel happens in the workplace, it has the prospective to hurt team morale, develop alienation, or even cause long-lasting damage to a worker’s profession potential customers.

Employers are responsible for putting a stop to damaging gossiping among staff members if it is a regular and recognized event in the work environment. Defamation of character in the office may consist of instances such as:

A company making harmful and unfounded accusations, employment such as claims of theft or incompetence, toward a staff member during a performance review

A staff member spreading a harmful rumor about another staff member that causes them to be declined for a task somewhere else

An employee spreading chatter about a worker that triggers other colleagues to avoid them

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a staff member for submitting a grievance or claim versus their employer. This is considered company retaliation. Although employees are lawfully secured against retaliation, it doesn’t stop some companies from punishing a worker who filed a grievance in a variety of methods, such as:

Reducing the employee’s salary

Demoting the worker

Re-assigning the worker to a less-desirable job

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

Excluding the worker from necessary work environment activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws vary from state to state, there are a number of federally mandated laws that secure workers who should take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers need to provide overdue leave time to staff members with a qualifying household or specific medical situation, such as leave for the birth or adoption of a child or delegate care for a spouse, child, or moms and dad with a serious health condition. If certified, employees are entitled to up to 12 weeks of overdue leave time under the FMLA without fear of threatening their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances certain protections to existing and previous uniformed service members who may need to be absent from civilian work for a specific period of time in order to serve in the armed forces.

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 baby without simply cause

Demoting an employee who took a leave of lack to care for a passing away moms and dad 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 against a present or former 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 settlement, deferred payment, efficiency bonuses, stock choices, executive advantages, severance packages, and more, awarded to high-level management staff members. Executive compensation bundles have come under increased scrutiny by regulatory agencies and shareholders alike. If you face a dispute during the settlement of your executive pay package, our attorneys might have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have successfully pursued thousands of labor and work claims for the individuals who need it most.

In addition to our effective track record of representing victims of labor and work claims, our labor employment lawyers also represent employees 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 understand may have been treated incorrectly by a company or another employee, do not hesitate to call our workplace. To discuss your legal rights and alternatives, fill out our complimentary, no-obligation case review form now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal team will collect records related to your claim, including your agreement, time sheets, and interactions by means of email or other work-related platforms.
These documents will help your lawyer understand the level of your claim and build your case for payment.

Investigation.
Your attorney and legal team will examine your office claim in terrific information to gather the essential proof.
They will take a look at the documents you offer and may also look at employment records, agreements, and other office data.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to assist get you the settlement you may 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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