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Vue d'ensemble

  • Date de création 11 août 1932
  • Secteurs Autre
  • Offres de stage et d'emploi 0
  • Nombre d'employés 1-5

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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 ™.

– 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 one of the most work litigation cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, defamation, retaliation, denial of leave, and executive pay disagreements.

The workplace should be a safe place. Unfortunately, some employees undergo unjust and illegal conditions by dishonest employers. Workers might not know what their rights in the work environment are, or might be afraid of speaking up versus their company in worry of retaliation. These labor offenses can lead to lost incomes and advantages, missed chances for improvement, and undue tension.

Unfair and inequitable labor practices against workers can take lots of kinds, including wrongful termination, discrimination, harassment, rejection to offer a sensible lodging, denial of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices may not understand their rights, or may hesitate to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our employment attorneys manage a range of civil litigation cases involving unjust labor practices against staff members. Our attorneys have the knowledge, commitment, and experience needed to represent workers in a large range of labor conflicts. In fact, Morgan & Morgan has been acknowledged for submitting more labor and work cases than any other company.

If you believe you might have been the victim of unjust or illegal treatment in the work environment, contact us by completing our complimentary case evaluation kind.

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

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Results may vary depending on your specific facts and legal scenarios.

FAQ

Get answers to commonly asked questions 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 people who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, nationwide origin, employment religious beliefs, age, and disability).

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

Unfair Labor Practices (e.g., denial 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 prohibited. This is described wrongful termination, wrongful discharge, or wrongful termination.

There are many scenarios that may be premises for a wrongful termination suit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who won’t do something unlawful for their employer.

If you believe you may have been fired without proper cause, our labor and work attorneys may be able to help you recuperate back pay, unpaid earnings, and other kinds of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to victimize a job candidate or worker on the basis of race, color, religion, sex, nationwide origin, special needs, or age. However, some companies do simply that, resulting in a hostile and inequitable office where some employees are dealt with more positively than others.

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

Refusing to employ somebody on the basis of their skin color.

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

Not offering equal training chances for staff members of different religious backgrounds.

Imposing job eligibility criteria that intentionally evaluates out individuals with disabilities.

Firing somebody based upon a safeguarded classification.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, attacks, risks, ridicule, offending jokes, unwanted sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and abusive work environment.

Examples of work environment harassment consist of:

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

Telling a repulsive or employment sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about a worker’s sexual orientation.

Making unfavorable remarks about a worker’s religions.

Making prejudicial statements about a worker’s birth place or family heritage.

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

Workplace harassment can also take the type of quid pro quo harassment. This indicates that the harassment results in an intangible modification in a staff member’s employment status. For example, a staff member may be forced to endure sexual harassment from a manager as a condition of their continued employment.

Which Industries Have the Most Overtime and Minimum Wage Violations?

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

However, some companies try to cut expenses by rejecting workers their rightful pay through deceiving 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 employment hours that can be utilized toward holiday or ill time, instead of overtime pay for hours worked over 40 in a work week.

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

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

Misclassifying a worker that must be paid overtime as “exempt” by promoting them to a “managerial” position without actually changing the employee’s task responsibilities.

Some of the most susceptible occupations to overtime and base pay infractions consist of:

IT workers.

Service service technicians.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped workers.

Oil and employment gas field employees.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail staff members.

Strippers.

FedEx motorists.

Disaster relief workers.

Pizza shipment drivers.

What Is Employee Misclassification?

There are a variety of distinctions between employees and self-employed employees, also known as independent contractors or specialists. Unlike staff members, who are told when and where to work, guaranteed a regular wage amount, and entitled to worker advantages, amongst other requirements, employment independent professionals typically deal with a short-term, contract basis with a business, and are invoiced for their work. Independent specialists are not entitled to worker benefits, and need to submit and keep their own taxes, as well.

However, in recent years, some companies have actually abused classification by misclassifying bonafide workers as specialists in an attempt to save money and prevent laws. This is most frequently seen amongst “gig economy” employees, such as rideshare motorists and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying an employee as an independent contractor to not need to comply with Equal Employment Opportunity Commission laws, which prevent work discrimination.

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

Misclassifying to prevent paying minimum wage.

How Is Defamation of Character Defined?

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

Employers are responsible for stopping hazardous gossiping amongst workers if it is a routine and known occurrence in the workplace. Defamation of character in the work environment might consist of circumstances such as:

A company making hazardous and unfounded claims, such as claims of theft or incompetence, toward an employee during a performance review

An employee spreading out a harmful report about another staff member that triggers them to be declined for a task somewhere else

A staff member spreading chatter about an employee that causes other coworkers to avoid them

What Is Considered Employer Retaliation?

It is prohibited for a business to penalize a staff member for submitting a complaint or suit against their company. This is considered employer retaliation. Although employees are lawfully protected against retaliation, it does not stop some employers from penalizing a worker who submitted a grievance in a range of ways, such as:

Reducing the employee’s wage

Demoting the worker

Re-assigning the employee to a less-desirable task

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

Excluding the employee from important workplace activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of lack laws vary from one state to another, there are a variety of federally mandated laws that secure employees who need to take an extended duration of time off from work.

Under the Family Medical Leave Act (FMLA), companies should provide overdue leave time to employees with a certifying family or specific medical scenario, such as leave for the birth or adoption of a child or leave to look after a spouse, child, or moms and dad with a severe health condition. If qualified, workers are entitled to approximately 12 weeks of unsettled 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, guarantees certain securities to current and previous uniformed service members who might require to be absent from civilian work for a particular amount of time in order to serve in the armed forces.

Leave of absence can be unjustly rejected in a variety of ways, consisting of:

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

Demoting an employee who took a leave of lack to care for a passing away parent without just cause

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

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

What Is Executive Compensation?

Executive settlement is the mix of base money settlement, postponed payment, efficiency rewards, stock choices, executive advantages, employment severance packages, and more, awarded to high-level management staff members. Executive payment packages have come under increased examination by regulative agencies and investors alike. If you deal with a dispute during the settlement of your executive pay package, our lawyers might have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and employment labor legal representatives at Morgan & Morgan have actually successfully pursued thousands of labor and employment claims for individuals who require it most.

In addition to our effective track record of representing victims of labor and employment claims, our labor lawyers also represent workers before administrative agencies 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 might have been treated incorrectly by a company or another worker, do not think twice to call our office. To discuss your legal rights and choices, complete our complimentary, no-obligation case evaluation type now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal team will collect records related to your claim, including your contract, time sheets, and communications by means of e-mail or other work-related platforms.
These files will help your lawyer comprehend the extent of your claim and build your case for compensation.

Investigation.
Your lawyer and legal team will examine your workplace claim in great detail to gather the required proof.
They will take a look at the files you supply and might likewise look at employment records, contracts, and other workplace data.

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 strongest possible kind.

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