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Mistreated on the Job?

Labor and Employment Attorneys

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Were You Treated Unfairly While on the Job?

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

The work environment needs to be a safe place. Unfortunately, some workers undergo unfair and illegal conditions by deceitful employers. Workers might not understand what their rights in the workplace are, or might be afraid of speaking out versus their company in worry of retaliation. These labor infractions can lead to lost incomes and benefits, missed chances for improvement, and undue tension.

Unfair and discriminatory labor practices versus employees can take many types, including wrongful termination, discrimination, harassment, rejection to offer a reasonable lodging, rejection of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices may not understand their rights, or might be afraid to speak out against their company for fear of retaliation.

At Morgan & Morgan, our employment lawyers manage a variety of civil lawsuits cases including unfair labor practices against employees. Our attorneys possess the knowledge, dedication, and experience required to represent workers in a broad range of labor conflicts. In truth, Morgan & Morgan has been recognized for filing more labor and employment cases than any other firm.

If you believe you may have been the victim of unfair or prohibited treatment in the office, contact us by finishing our totally free case examination kind.

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Our devoted group gets to work examining your claim.

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We fight. for you

If we handle the case, our team battles to get you the results you deserve.

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Results may differ depending upon your particular realities and legal circumstances.

FAQ

Get the answer to typically asked questions about our legal services and find out how we may 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, nationwide origin, religious beliefs, age, and impairment).
Harassment (e.g., Sexual Harassment, Hostile Workplace).
Unfair Labor Practices (e.g., rejection of incomes, overtime, pointer pooling, and visualchemy.gallery 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 employees are let go for factors that are unreasonable or prohibited. This is called wrongful termination, wrongful discharge, or wrongful termination.

There are numerous situations that might be grounds for a wrongful termination claim, consisting of:

Firing an employee out of retaliation.
Discrimination.
Firing a whistleblower.
Firing a worker who will not do something unlawful for their employer.
If you believe you may have been fired without correct cause, our labor and work attorneys might be able to assist you recuperate back pay, unpaid salaries, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to victimize a task candidate or employee on the basis of race, color, faith, sex, national origin, special needs, or age. However, some employers do simply that, resulting in a hostile and inequitable workplace where some employees are treated more positively than others.

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

Refusing to work with someone on the basis of their skin color.
Passing over a qualified female employee for a promo in favor of a male employee with less experience.
Not supplying equivalent training chances for staff members of different religious backgrounds.
Imposing task eligibility criteria that deliberately evaluates out individuals with disabilities.
Firing someone based upon a secured category.
What Are Some Examples of Workplace Harassment?

When workers go through slurs, attacks, risks, ridicule, offensive jokes, unwelcome sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, work environment harassment develops a hostile and violent work environment.

Examples of office harassment include:

Making unwanted comments about a worker's look or body.
Telling a vulgar or sexual joke to a coworker.
Using slurs or racial epithets.
Making prejudicial statements about a worker's sexual preference.
Making negative comments about a staff member's spiritual beliefs.
Making prejudicial statements about a staff member's birth place or family heritage.
Making unfavorable remarks 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 means that the harassment results in an intangible change in a worker's work status. For instance, a staff member may be required to tolerate sexual harassment from a supervisor as a condition of their continued work.

Which Industries Have one of the most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) developed particular workers' rights, consisting of 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 staff members.

However, some employers attempt to cut expenses by denying workers their rightful pay through deceitful approaches. This is called wage theft, and consists of examples such as:

Paying an employee less than the federal minimum wage.
Giving an employee "comp time" or hours that can be used toward getaway or sick time, rather than overtime pay 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 workers to spend for tools of the trade or other expenses that their company ought to pay.
Misclassifying an employee that must be paid overtime as "exempt" by promoting them to a "managerial" position without really changing the employee's task duties.
Some of the most susceptible occupations to overtime and minimum wage offenses consist of:

IT employees.
Service technicians.
Installers.
Sales agents.
Nurses and healthcare employees.
Tipped employees.
Oil and gas field workers.
Call center employees.
Personal lenders, mortgage brokers, and AMLs.
Retail employees.
Exotic dancers.
FedEx chauffeurs.
Disaster relief employees.
Pizza shipment chauffeurs.
What Is Employee Misclassification?

There are a number of differences in between workers and self-employed employees, also referred to as independent professionals or . Unlike workers, who are informed when and where to work, guaranteed a regular wage quantity, and entitled to staff member benefits, amongst other criteria, independent professionals typically deal with a short-term, contract basis with a business, and are invoiced for their work. Independent professionals are not entitled to staff member advantages, and must submit and keep their own taxes, too.

However, over the last few years, some employers have abused category by misclassifying bonafide workers as professionals in an attempt to conserve money and prevent laws. This is most typically seen among "gig economy" employees, such as rideshare motorists and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying an employee as an independent specialist to not have to comply with Equal Employment Opportunity Commission laws, which prevent work discrimination.
Misclassifying a worker to avoid enrolling them in a health advantages prepare.
Misclassifying employees to avoid paying minimum wage.
How Is Defamation of Character Defined?

Defamation is usually specified as the act of damaging the credibility of a person through slanderous (spoken) or defamatory (written) comments. When character assassination happens in the workplace, it has the possible to damage team spirits, create alienation, or perhaps trigger long-term damage to a worker's profession prospects.

Employers are responsible for putting a stop to harmful gossiping amongst workers if it is a routine and recognized event in the office. Defamation of character in the office might include circumstances such as:

An employer making damaging and unproven allegations, such as claims of theft or incompetence, toward a staff member during an efficiency evaluation
A worker spreading out a damaging report about another worker that triggers them to be declined for a job in other places
A staff member dispersing chatter about an employee that triggers other coworkers to prevent them
What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a staff member for filing a complaint or lawsuit against their company. This is thought about employer retaliation. Although employees are legally protected against retaliation, it does not stop some employers from punishing a worker who submitted a grievance in a range of ways, such as:

Reducing the worker's wage
Demoting the worker
Re-assigning the worker to a less-desirable task
Re-assigning the employee to a shift that produces a work-family conflict
Excluding the worker from necessary office activities such as training sessions
What If a Business Denies a Leave of Absence?

While leave of absence laws differ from state to state, there are a variety of federally mandated laws that safeguard workers who need to take an extended time period off from work.

Under the Family Medical Leave Act (FMLA), employers must use overdue leave time to workers with a certifying household or specific medical circumstance, 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 major health condition. If certified, workers are entitled to as much as 12 weeks of unsettled leave time under the FMLA without worry of endangering their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties specific defenses to existing and previous uniformed service members who might require to be absent from civilian work for a specific time period in order to serve in the armed forces.

Leave of absence can be unjustly denied in a variety of methods, consisting of:

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 absence to care for a dying moms and dad 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 armed forces
What Is Executive Compensation?

Executive settlement is the combination of base cash settlement, deferred payment, performance perks, stock alternatives, executive perks, severance packages, and more, granted to high-level management workers. Executive compensation plans have actually come under increased analysis by regulatory firms and shareholders alike. If you deal with a disagreement throughout the negotiation of your executive pay bundle, our lawyers may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor legal representatives at Morgan & Morgan have effectively pursued countless labor and employment claims for the people who require it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor attorneys also represent staff members before administrative companies 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 someone you understand may have been dealt with incorrectly by an employer or another staff member, do not be reluctant to call our office. To discuss your legal rights and options, submit our free, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation. First, your designated legal team will gather records connected to your claim, including your contract, time sheets, and interactions through e-mail or other work-related platforms. These documents will help your attorney understand the degree of your claim and construct your case for payment.

Investigation. Your lawyer and legal team will examine your work environment claim in fantastic detail to collect the necessary evidence. They will look at the files you provide and might likewise take a look at employment records, contracts, and other office data.

Negotiation. Your lawyer will work out with the defense, beyond the courtroom, to help get you the compensation 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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