Labor And Employment Attorneys

Use this kind to search the site. Enter your search query and press enter to browse.

1. Home

2. Practice Areas

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 office ™.

– Protecting Families Since 1988.

– 25 Billion+ Won.

– 1,000+ Lawyers Nationwide.

Free Case Evaluation

Were You Treated Unfairly While on the Job?

Morgan & Morgan’s work attorneys file the a lot of work lawsuits cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, defamation, retaliation, denial of leave, and executive pay conflicts.

The workplace should be a safe place. Unfortunately, some employees undergo unreasonable and prohibited conditions by unethical employers. Workers may not know what their rights in the work environment are, or might be scared of speaking out versus their employer in fear of retaliation. These labor infractions can result in lost salaries and advantages, missed out on chances for development, and undue tension.

Unfair and employment prejudiced labor practices versus employees can take lots of forms, consisting of wrongful termination, discrimination, harassment, rejection to give a sensible lodging, rejection of leave, company retaliation, and wage and hour offenses. Workers who are victim to these and other dishonest practices may not understand their rights, or employment may be scared to speak out versus their employer for fear of retaliation.

At Morgan & Morgan, our work lawyers deal with a range of civil litigation cases involving unfair labor practices versus workers. Our lawyers possess the understanding, dedication, and experience required to represent workers in a large range of labor disputes. In truth, Morgan & Morgan has been acknowledged for submitting more labor and employment cases than any other company.

If you think you may have been the victim of unreasonable or unlawful treatment in the work environment, employment call us by finishing our totally free case assessment form.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you receive a lawsuit.

How it works

It’s simple to get going.
The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

With a totally free case examination, sending your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our dedicated group gets to work investigating your claim.

Step 3

We combat.
for you

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

Client success.
stories that influence and drive change

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

Results may vary depending upon your specific facts and legal situations.

FAQ

Get responses 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 individuals who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, color, harassment, national origin, religion, age, and disability).

Harassment (e.g., Unwanted sexual advances, Hostile Workplace).

Unfair Labor Practices (e.g., rejection of salaries, overtime, suggestion 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 employees are release for reasons that are unfair or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are numerous scenarios that might be grounds for a wrongful termination lawsuit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you believe you might have been fired without proper cause, our labor and employment attorneys might have the ability to assist you recover back pay, overdue wages, and other types of compensation.

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

It is unlawful to victimize a job candidate or worker on the basis of race, color, religion, sex, nationwide origin, disability, or age. However, some employers do simply that, resulting in a hostile and inequitable workplace where some workers are treated more favorably than others.

Workplace discrimination can take numerous kinds. Some examples include:

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

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

Not offering equivalent training chances for staff members of various religious backgrounds.

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

Firing someone based upon a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, attacks, hazards, ridicule, offending jokes, undesirable 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 creates a hostile and abusive workplace.

Examples of office harassment consist of:

Making unwanted 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 preference.

Making unfavorable comments about an employee’s faiths.

Making prejudicial declarations about a staff member’s birth place or family heritage.

Making negative comments or jokes about the age of an employee over the age of 40.

Workplace harassment can likewise take the kind of quid professional quo harassment. This indicates that the harassment results in an intangible change in an employee’s work status. For instance, an employee might be required to endure unwanted sexual advances 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 employees’ rights, consisting of the right to a minimum wage (set federally at $7.25 since 2020) and overtime spend 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 deceitful approaches. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal base pay.

Giving an employee “comp time” or hours that can be utilized towards trip or sick time, rather than overtime spend for hours worked over 40 in a work week.

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

Forcing workers to spend for tools of the trade or other expenditures that their company should pay.

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

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

IT workers.

Service specialists.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped staff members.

Oil and gas field workers.

Call center employees.

Personal bankers, home loan brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza shipment chauffeurs.

What Is Employee Misclassification?

There are a variety of distinctions between staff members and self-employed workers, likewise known as independent professionals or consultants. Unlike employees, who are informed when and where to work, guaranteed a regular wage quantity, and entitled to worker advantages, to name a few criteria, independent specialists generally work on a short-term, contract basis with a service, and are invoiced for their work. Independent specialists are not entitled to worker advantages, and should file and withhold their own taxes, also.

However, in the last few years, some employers have abused classification by misclassifying bonafide workers as contractors in an effort to conserve cash and prevent laws. This is most typically seen among “gig economy” workers, such as rideshare drivers and shipment chauffeurs.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent specialist to not have to comply with Equal Employment laws, which prevent employment discrimination.

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

Misclassifying workers to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is typically specified as the act of damaging the credibility of a person through slanderous (spoken) or defamatory (written) comments. When defamation takes place in the work environment, it has the prospective to harm group morale, develop alienation, employment and even trigger long-term damage to a worker’s profession prospects.

Employers are responsible for putting a stop to harmful gossiping amongst staff members if it is a routine and recognized event in the work environment. 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, towards a staff member during an efficiency review

A worker spreading out a damaging rumor about another employee that triggers them to be refused for a task somewhere else

An employee dispersing gossip about a worker that causes other coworkers to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a company to penalize an employee for filing a complaint or suit versus their company. This is thought about company retaliation. Although employees are legally secured versus retaliation, it doesn’t stop some employers from penalizing a staff member who filed a complaint in a variety of ways, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the worker to a less-desirable job

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

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

What If a Business Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), companies should use unsettled leave time to workers with a qualifying family or individual medical circumstance, such as leave for the birth or adoption of a baby or leave to take care of a partner, employment child, or moms and dad with a major health condition. If certified, staff members are entitled to up to 12 weeks of unpaid leave time under the FMLA without worry of jeopardizing their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties certain securities to existing and previous uniformed service members who may require to be absent from civilian employment for a particular time period in order to serve in the militaries.

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

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

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

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

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

What Is Executive Compensation?

Executive payment is the combination of base cash payment, delayed settlement, efficiency benefits, stock choices, executive perks, severance bundles, and more, awarded to high-level management staff members. Executive compensation bundles have actually come under increased scrutiny by regulatory agencies and shareholders alike. If you face 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 labor lawyers at Morgan & Morgan have effectively pursued countless labor and employment work claims for individuals who require it most.

In addition to our effective track record of representing victims of labor and work claims, our labor lawyers also represent employees before administrative agencies 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 an employer or another employee, do not be reluctant to contact our office. To discuss your legal rights and options, complete our complimentary, no-obligation case review form now.

What Does a Work Attorney Do?

Documentation.
First, your designated legal team will gather records connected to your claim, including your agreement, time sheets, and communications via email or other work-related platforms.
These documents will help your lawyer comprehend the degree of your claim and construct your case for payment.

Investigation.
Your lawyer and legal group will investigate your workplace claim in fantastic information to gather the necessary evidence.
They will take a look at the documents you provide and might also look at work records, contracts, and other work environment information.

Negotiation.
Your attorney will work out with the defense, outside of the courtroom, to help get you the payment you may be entitled to.
If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the strongest possible form.

More Like This

Get a FREE case assessment today

As the largest accident law practice in America, Morgan & Morgan has actually recuperated over $25 billion. Contact us today for a free case evaluation.

Free Case Evaluation

I hereby expressly grant get automated communications including calls, texts, e-mails, and/or prerecorded messages.

By submitting this kind, you accept our Terms & acknowledge our Privacy Policy.

Our Results Who We Remain In The Community Pound Law Referrals Careers|Join Our Team Shop Testimonials.

Resources

Blog FAQ In The Media TV commercials Accessibility Complaints Opt Out Sitemap.

Latest Cases

Exploding Airbags Hair Color Depo-Provera California Wildfires Georgia Biolab Maui Wildfire Weight-loss Drugs Ultra Processed Foods.

© 2025 Morgan and Morgan, P.A. All rights booked

Social

-.

-.

-.

-.

-.

20 North Orange Ave, Suite 1600, Orlando, employment FL 32801.
For a complete list of places in your location please visit our Office Locations page.

This website is developed to be accessible to and functional by individuals with and without impairments. Please contact us if you experience an accessibility or usability concern on this site. Attorney marketing. Prior outcomes do not ensure a comparable result.