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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.

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Were You Treated Unfairly While on the Job?

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

The workplace should be a safe place. Unfortunately, some workers go through unreasonable and prohibited conditions by dishonest companies. Workers may not understand what their rights in the workplace are, or might be scared of speaking out versus their company in worry of retaliation. These labor violations can lead to lost incomes and benefits, missed chances for advancement, and unnecessary stress.

Unfair and prejudiced labor practices against staff members can take many kinds, including wrongful termination, discrimination, harassment, rejection to offer a sensible accommodation, denial of leave, job company retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices might not understand their rights, or might hesitate to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our work attorneys deal with a range of civil lawsuits cases involving unfair labor practices against workers. Our lawyers possess the understanding, commitment, and experience required to represent employees in a wide variety of labor disagreements. In fact, Morgan & Morgan has been acknowledged for filing more labor and employment cases than any other company.

If you think you might have been the victim of unreasonable or unlawful treatment in the work environment, call us by completing our free case examination kind.

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How it works

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Step 2

We take.
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Our devoted group 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.
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Results may differ depending upon your specific truths and legal circumstances.

FAQ

Get answers to frequently asked concerns about our legal services and find out how we might help 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, faith, job age, and special needs).

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

Unfair Labor Practices (e.g., rejection of earnings, 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 reasons that are unjust or unlawful. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that may be grounds for a wrongful termination suit, consisting of:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you believe you may have been fired without correct cause, our labor and employment lawyers might have the ability to assist you recuperate back pay, unpaid salaries, and other kinds of compensation.

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

It is illegal to victimize a job applicant or staff member on the basis of race, color, religion, sex, nationwide origin, disability, or age. However, some companies do simply that, causing a hostile and inequitable office where some employees are dealt with more positively than others.

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

Refusing to hire someone on the basis of their skin color.

Passing over a qualified female worker for a promotion in favor of a male worker with less experience.

Not providing equivalent training opportunities for employees of various religious backgrounds.

Imposing job eligibility requirements that deliberately screens out people with impairments.

Firing somebody based on a protected category.

What Are Some Examples of Workplace Harassment?

When employees are subjected to slurs, attacks, risks, ridicule, offensive jokes, unwanted sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment creates a hostile and abusive work environment.

Examples of workplace harassment consist of:

Making undesirable remarks about an employee’s look 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 negative remarks about a staff member’s religious beliefs.

Making prejudicial declarations about a worker’s birthplace or family heritage.

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

Workplace harassment can likewise take the kind of quid pro quo harassment. This indicates that the harassment leads to an intangible change in a staff member’s employment status. For instance, a staff member may 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 job Standards Act (FLSA) established certain workers’ rights, consisting of the right to a base pay (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.

However, some employers attempt to cut expenses by rejecting employees their rightful pay through deceitful techniques. This is called wage theft, and includes examples such as:

Paying an employee less than the federal base pay.

Giving a worker “comp time” or hours that can be utilized towards getaway or ill time, instead of overtime spend for hours worked over 40 in a work week.

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

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

Misclassifying an employee that must be paid overtime as “exempt” by promoting them to a “supervisory” position without really altering the employee’s job responsibilities.

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

IT employees.

Service specialists.

Installers.

Sales agents.

Nurses and health care employees.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal bankers, home loan brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx drivers.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a number of distinctions between workers and self-employed workers, likewise understood as independent specialists or experts. Unlike employees, who are told when and where to work, guaranteed a regular wage quantity, and entitled to employee benefits, to name a few criteria, independent contractors usually deal with a short-term, agreement basis with a company, and are invoiced for their work. Independent contractors are not entitled to staff member advantages, and need to submit and keep their own taxes, as well.

However, in the last few years, some employers have abused category by misclassifying bonafide workers as professionals in an attempt to conserve money and circumvent laws. This is most frequently seen among “gig economy” employees, such as rideshare motorists and job 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 work discrimination.

Misclassifying an employee to avoid enrolling them in a health benefits prepare.

Misclassifying workers to prevent paying out base pay.

How Is Defamation of Character Defined?

Defamation is normally specified as the act of harming the reputation of an individual through slanderous (spoken) or defamatory (written) comments. When disparagement occurs in the office, it has the prospective to harm group morale, develop alienation, and even trigger long-term damage to an employee’s profession prospects.

Employers are responsible for putting a stop to harmful gossiping amongst employees if it is a regular and recognized incident in the work environment. Defamation of character in the workplace might consist of instances such as:

A company making hazardous and unproven accusations, such as claims of theft or incompetence, towards a staff member throughout an efficiency review

A staff member spreading out a harmful rumor about another employee that causes them to be refused for a job elsewhere

A worker spreading chatter about an employee that causes other colleagues to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to punish a worker for filing a complaint or claim versus their employer. This is considered employer retaliation. Although workers are legally secured versus retaliation, it doesn’t stop some employers from penalizing a staff member who submitted a complaint in a variety of methods, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the worker to a less-desirable job

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

Excluding the worker from vital office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws differ from one state to another, there are a variety of federally mandated laws that protect employees who need to take a prolonged time period off from work.

Under the Family Medical Leave Act (FMLA), companies must offer unsettled leave time to staff members with a qualifying family or specific medical scenario, such as leave for the birth or adoption of an infant or delegate care for a spouse, kid, or parent with a major health condition. If certified, employees are entitled to as much as 12 weeks of unpaid 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 particular protections to present and former uniformed service members who might require to be absent from civilian work for a certain duration of time in order to serve in the armed forces.

Leave of absence can be unfairly rejected in a number of ways, consisting of:

Firing a worker who took a leave of absence for the birth or adoption of their baby without simply cause

Demoting a worker who took a leave of lack to look after a dying moms and dad without just cause

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

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

What Is Executive Compensation?

Executive compensation is the mix of base cash payment, deferred settlement, performance benefits, stock choices, executive advantages, severance plans, and more, awarded to top-level management staff members. Executive settlement bundles have come under increased scrutiny by regulative firms and shareholders alike. If you deal with a disagreement during the negotiation of your executive pay plan, our attorneys may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor lawyers at Morgan & Morgan have actually successfully pursued thousands of labor and employment claims for the people who need it most.

In addition to our effective track record of representing victims of labor and work claims, our labor lawyers likewise represent employees before administrative firms such as the Equal Job 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 treated poorly by a company or another employee, do not be reluctant to call our workplace. To discuss your legal rights and choices, fill out our complimentary, no-obligation case review type now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal group will gather records associated with your claim, including your contract, time sheets, and interactions by means of e-mail or other job-related platforms.
These files will assist your attorney comprehend the degree of your claim and construct your case for compensation.

Investigation.
Your attorney and legal group will investigate your workplace claim in terrific information to collect the required proof.
They will take a look at the documents you supply and might also take a look at work records, contracts, and other office data.

Negotiation.
Your lawyer will work out with the defense, beyond the courtroom, to help get you the settlement you might be entitled to.
If settlement negotiations are not successful, your lawyer is prepared to go to trial and present your case in the greatest possible form.

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