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Mistreated on the Job?

Labor employment and Employment Attorneys

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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.

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Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work lawyers submit one of the most employment litigation cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, denial of leave, and employment executive pay disagreements.

The work environment must be a safe place. Unfortunately, some employees undergo unreasonable and unlawful conditions by deceitful employers. Workers may not know what their rights in the work environment are, or may be scared of speaking up versus their employer in worry of retaliation. These labor offenses can cause lost incomes and advantages, missed opportunities for advancement, and excessive tension.

Unfair and prejudiced labor practices versus employees can take numerous kinds, consisting of wrongful termination, discrimination, harassment, rejection to provide a reasonable lodging, rejection of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices might not understand their rights, or may hesitate to speak up against their company for worry of retaliation.

At Morgan & Morgan, our work lawyers deal with a variety of civil litigation cases involving unjust labor practices against staff members. Our lawyers possess the knowledge, dedication, and experience needed to represent employees in a large range of labor disputes. In fact, Morgan & Morgan has actually been recognized for submitting more labor and employment cases than any other company.

If you believe you may have been the victim of unreasonable or illegal treatment in the workplace, call us by finishing our complimentary case assessment form.

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Step 3

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

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FAQ

Get the answer to frequently asked questions 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, nationwide origin, faith, age, and disability).

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

Unfair Labor Practices (e.g., denial of wages, overtime, pointer 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 workers are let go for reasons that are unfair or prohibited. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are lots of situations that may be grounds for a wrongful termination suit, consisting of:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who won’t do something prohibited for their company.

If you believe you might have been fired without correct cause, our labor and work attorneys might be able to assist you recover back pay, unpaid wages, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to discriminate versus a job applicant or staff member on the basis of race, color, religion, sex, nationwide origin, disability, or age. However, some employers do just that, causing a hostile and inequitable workplace where some workers are treated more positively 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 staff member for a promo in favor of a male staff member with less experience.

Not supplying equal training chances for employment employees of various religious backgrounds.

Imposing job eligibility requirements that intentionally evaluates out individuals with impairments.

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, attacks, hazards, ridicule, offensive jokes, unwelcome sexual advances, or employment verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and violent work environment.

Examples of work environment 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 a worker’s sexual orientation.

Making negative comments about a worker’s religions.

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

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

can likewise take the form of quid pro quo harassment. This means that the harassment leads to an intangible change in a worker’s employment status. For example, an employee might be required to endure unwanted sexual advances from a supervisor as a condition of their continued employment.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) established certain workers’ rights, including the right to a base pay (set federally at $7.25 as of 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt workers.

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

Paying a worker less than the federal base pay.

Giving an employee “comp time” or hours that can be used towards vacation 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 employees, such as supervisors or cooks.

Forcing employees to pay for tools of the trade or other expenditures that their company 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 task duties.

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

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and healthcare workers.

Tipped workers.

Oil and gas field employees.

Call center workers.

Personal lenders, home loan brokers, and AMLs.

Retail staff members.

Exotic dancers.

FedEx drivers.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a number of differences in between workers and self-employed workers, likewise referred to as independent contractors or consultants. Unlike employees, who are told when and where to work, ensured a routine wage quantity, and entitled to worker benefits, to name a few requirements, independent contractors generally deal with a short-term, contract basis with a business, and are invoiced for their work. Independent contractors are not entitled to worker benefits, and need to submit and withhold their own taxes, also.

However, recently, some companies have abused category by misclassifying bonafide staff members as contractors in an attempt to conserve money and prevent laws. This is most typically seen among “gig economy” workers, such as rideshare chauffeurs and employment shipment motorists.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent specialist to not need to abide by Equal Job opportunity Commission laws, which prevent work discrimination.

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

Misclassifying workers to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is generally defined as the act of harming the track record of an individual through slanderous (spoken) or false (written) remarks. When libel occurs in the work environment, it has the possible to damage team morale, create alienation, or even cause long-term damage to a worker’s profession prospects.

Employers are accountable for putting a stop to damaging gossiping among staff members if it is a routine and known event in the office. Defamation of character in the work environment may consist of circumstances such as:

A company making harmful and unproven claims, such as claims of theft or incompetence, toward an employee during an efficiency review

A worker spreading out a hazardous report about another worker that triggers them to be denied for a task somewhere else

A staff member spreading chatter about an employee that triggers other colleagues to prevent them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize a worker for filing a complaint or lawsuit versus their employer. This is thought about employer retaliation. Although employees are lawfully protected against retaliation, it doesn’t stop some companies from penalizing an employee who submitted a grievance in a range of ways, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the employee to a less-desirable task

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

Excluding the employee from essential office activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of lack laws differ from state to state, there are a variety of federally mandated laws that protect workers who must take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers must offer unpaid leave time to workers with a qualifying household or individual medical situation, such as leave for the birth or adoption of a baby or leave to look after a partner, child, or moms and dad with a major health condition. If certified, staff members are entitled to approximately 12 weeks of overdue leave time under the FMLA without worry of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances specific securities to current and former uniformed service members who may require to be absent from civilian work for a certain time period in order to serve in the militaries.

Leave of absence can be unjustly denied in a number of ways, including:

Firing a staff member who took a leave of lack for the birth or adoption of their child without just cause

Demoting a staff member who took a leave of lack to take care of a dying parent without just cause

Firing a re-employed service member who took a leave of absence to serve in the armed forces without simply cause

Retaliating against a current or previous service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive settlement is the mix of base cash payment, delayed settlement, efficiency perks, stock alternatives, executive advantages, severance bundles, and more, awarded to high-level management workers. Executive settlement bundles have come under increased analysis by regulative companies and shareholders alike. If you deal with a disagreement throughout the negotiation of your executive pay bundle, our attorneys may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful performance history of representing victims of labor and employment claims, our labor lawyers also represent employees before administrative firms 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 dealt with improperly by an employer or another worker, do not think twice to call our workplace. To discuss your legal rights and alternatives, complete our totally free, no-obligation case review type now.

What Does a Work Attorney Do?

Documentation.
First, your appointed legal group will collect records connected to your claim, including your agreement, time sheets, and interactions via email or other job-related platforms.
These files will help your attorney understand the level of your claim and build your case for compensation.

Investigation.
Your lawyer and legal team will examine your work environment claim in excellent information to collect the necessary proof.
They will look at the documents you provide and may likewise take a look at work records, contracts, and other work environment information.

Negotiation.
Your lawyer will negotiate with the defense, beyond the courtroom, to assist get you the settlement 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 strongest possible form.

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