Overview
-
Sectors Construction
-
Posted Jobs 0
-
Viewed 2
Company Description
Labor And Employment Attorneys
Use this form to browse the website. Enter your search query and press get in 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 Firm â„¢.
– 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 lawyers submit one of the most employment litigation cases in the country, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, disparagement, retaliation, rejection of leave, and executive pay disputes.
The work environment must be a safe location. Unfortunately, some workers go through unfair and illegal conditions by deceitful employers. Workers might not understand what their rights in the workplace are, or may be afraid of speaking up versus their company in fear of retaliation. These labor infractions can result in lost wages and benefits, missed out on chances for development, and undue stress.
Unfair and discriminatory labor practices against employees can take lots of types, including wrongful termination, discrimination, harassment, rejection to provide an affordable lodging, denial of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand their rights, or may hesitate to speak out versus their company for fear of retaliation.
At Morgan & Morgan, our work lawyers deal with a variety of civil litigation cases including unjust labor practices against staff members. Our lawyers possess the knowledge, dedication, and employment experience needed to represent employees in a large range of labor disagreements. In fact, Morgan & Morgan has been acknowledged for filing more labor and work cases than any other company.
If you think you might have been the victim of unfair or prohibited treatment in the work environment, contact us by completing our totally free case evaluation kind.
Learn If You Are Eligible for a Labor and Employment Lawsuit
Take our FREE test to see if you receive a suit.
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 complimentary case assessment, submitting your case is easy with Morgan & Morgan.
Step 2
We take.
action
Our dedicated team gets to work examining your claim.
Step 3
We fight.
for you
If we handle the case, our team fights to get you the results you deserve.
Client success.
stories that inspire and drive modification
Explore over 55,000 5-star evaluations and 800 client testimonials to discover why individuals trust Morgan & Morgan.
Results might differ depending upon your particular facts and legal scenarios.
FAQ
Get responses to commonly asked concerns about our legal services and learn 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, nationwide origin, religious beliefs, age, and disability).
Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).
Unfair Labor Practices (e.g., denial of salaries, overtime, tip 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 staff members are release for factors that are unfair or illegal. This is described wrongful termination, wrongful discharge, or wrongful termination.
There are numerous circumstances that may be grounds for a wrongful termination suit, including:
Firing a staff member out of retaliation.
Discrimination.
Firing a whistleblower.
Firing an employee who won’t do something prohibited for their employer.
If you think you may have been fired without appropriate cause, our labor and employment attorneys may be able to help you recover back pay, unsettled wages, and other forms of payment.
What Are one of the most Common Forms of Workplace Discrimination?
It is prohibited to discriminate versus a task candidate or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, impairment, or age. However, some do simply that, resulting in a hostile and inequitable work environment where some workers are dealt with more positively than others.
Workplace discrimination can take many forms. Some examples include:
Refusing to work with somebody on the basis of their skin color.
Passing over a qualified female staff member for a promotion in favor of a male worker with less experience.
Not offering equivalent training opportunities for employees of different religious backgrounds.
Imposing job eligibility requirements that intentionally screens out individuals with disabilities.
Firing somebody based upon a safeguarded classification.
What Are Some Examples of Workplace Harassment?
When workers go through slurs, assaults, dangers, ridicule, offensive jokes, unwelcome sexual advances, or verbal or employment physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, workplace harassment produces a hostile and abusive work environment.
Examples of office harassment include:
Making undesirable remarks about an employee’s look or body.
Telling a repulsive or sexual joke to a colleague.
Using slurs or racial epithets.
Making prejudicial statements about an employee’s sexual preference.
Making negative comments about a worker’s religions.
Making prejudicial declarations about an employee’s birth place or family heritage.
Making unfavorable remarks or jokes about the age of an employee over the age of 40.
Workplace harassment can also take the type of quid professional quo harassment. This means that the harassment leads to an intangible modification in a worker’s employment status. For example, a worker may be forced to endure sexual harassment from a supervisor as a condition of their continued employment.
Which Industries Have the Most Overtime and Minimum Wage Violations?
The Fair Labor Standards Act (FLSA) developed certain employees’ rights, including the right to a base pay (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.
However, some employers try to cut costs by rejecting employees their rightful pay through deceiving approaches. This is called wage theft, and includes examples such as:
Paying a worker less than the federal base pay.
Giving a worker “comp time” or hours that can be used towards holiday or ill time, instead of overtime pay for hours worked over 40 in a work week.
Forcing tipped employees 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 employer must pay.
Misclassifying a worker that should be paid overtime as “exempt” by promoting them to a “supervisory” position without really altering the employee’s task tasks.
A few of the most vulnerable professions to overtime and minimum wage infractions include:
IT employees.
Service professionals.
Installers.
Sales representatives.
Nurses and healthcare workers.
Tipped staff members.
Oil and gas field employees.
Call center workers.
Personal lenders, home mortgage brokers, and employment AMLs.
Retail employees.
Strippers.
FedEx drivers.
Disaster relief workers.
Pizza shipment motorists.
What Is Employee Misclassification?
There are a number of distinctions between staff members and self-employed workers, also referred to as independent professionals or consultants. Unlike employees, who are informed when and where to work, ensured a routine wage amount, and entitled to employee advantages, among other requirements, independent specialists generally work on a short-term, contract basis with a company, and are invoiced for their work. Independent contractors are not entitled to employee benefits, and should file and keep their own taxes, also.
However, in the last few years, some employers have actually abused category by misclassifying bonafide employees as specialists in an attempt to conserve cash and circumvent laws. This is most frequently seen amongst “gig economy” workers, such as rideshare drivers and shipment drivers.
Some examples of misclassifications consist of:
Misclassifying an employee as an independent professional to not need to abide by Equal Employment Opportunity Commission laws, which avoid work discrimination.
Misclassifying a worker to avoid registering them in a health benefits plan.
Misclassifying employees to avoid paying base pay.
How Is Defamation of Character Defined?
Defamation is generally defined as the act of damaging the reputation of a person through slanderous (spoken) or disparaging (written) comments. When defamation happens in the work environment, it has the prospective to hurt group spirits, produce alienation, or perhaps cause long-lasting damage to an employee’s career potential customers.
Employers are accountable for putting a stop to damaging gossiping among workers if it is a regular and known occurrence in the office. Defamation of character in the workplace might include instances such as:
A company making harmful and unproven accusations, such as claims of theft or incompetence, toward a worker during a performance review
A staff member spreading a damaging rumor about another worker that triggers them to be refused for a task somewhere else
A staff member dispersing chatter about a worker that triggers other coworkers to avoid them
What Is Considered Employer Retaliation?
It is unlawful for a company to punish a staff member for submitting a problem or lawsuit against their employer. This is considered company retaliation. Although workers are lawfully safeguarded against retaliation, it doesn’t stop some companies from penalizing an employee who filed a complaint in a variety of ways, such as:
Reducing the employee’s salary
Demoting the employee
Re-assigning the employee to a less-desirable job
Re-assigning the worker to a shift that develops a work-family conflict
Excluding the employee from important office 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 number of federally mandated laws that protect workers who should take a prolonged time period off from work.
Under the Family Medical Leave Act (FMLA), companies must use overdue leave time to staff members with a qualifying family or private medical circumstance, such as leave for the birth or adoption of an infant or leave to care for a partner, kid, or parent with a major health condition. If qualified, workers are entitled to up to 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, assurances certain protections to existing and former uniformed service members who might require to be absent from civilian employment for a specific time period in order to serve in the armed forces.
Leave of lack can be unjustly denied in a variety of methods, including:
Firing a worker who took a leave of lack for the birth or adoption of their baby without just cause
Demoting a staff member who took a leave of absence to care for a passing away parent without just cause
Firing a re-employed service member who took a leave of absence to serve in the militaries without simply cause
Retaliating against a present or previous service member who took a leave of absence to serve in the militaries
What Is Executive Compensation?
Executive payment is the mix of base money compensation, delayed settlement, performance rewards, stock alternatives, executive perks, severance packages, and more, granted to top-level management employees. Executive compensation plans have come under increased analysis by regulative agencies and investors alike. If you face a disagreement during the negotiation of your executive pay plan, our attorneys might have the ability to help you.
Why Should I Contact a Morgan & Morgan Employment Attorney?
The employment and labor employment legal representatives at Morgan & Morgan have effectively pursued thousands of labor and employment claims for individuals who need it most.
In addition to our effective performance history of representing victims of labor and employment claims, our labor attorneys likewise represent workers 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 someone you know may have been dealt with improperly by a company or another worker, do not hesitate to call our workplace. To discuss your legal rights and options, complete our free, no-obligation case evaluation form now.
What Does an Employment Attorney Do?
Documentation.
First, your assigned legal team will collect records associated with your claim, including your agreement, time sheets, and interactions by means of email or other job-related platforms.
These files will help your attorney understand the extent of your claim and build your case for settlement.
Investigation.
Your attorney and legal group will examine your workplace claim in excellent information to gather the required proof.
They will look at the files you provide and might also take a look at work records, contracts, and other work environment information.
Negotiation.
Your attorney will negotiate with the defense, beyond the courtroom, to assist get you the settlement you may be entitled to.
If settlement negotiations are not successful, your attorney is prepared to go to trial and present your case in the greatest possible type.
More Like This
Get a FREE case examination today
As the biggest accident law firm in America, Morgan & Morgan has recovered over $25 billion. Contact us today for a complimentary case examination.
Free Case Evaluation
I hereby specifically grant receive automatic interactions including calls, texts, emails, and/or prerecorded messages.
By sending this form, you consent to 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 scheduled
Social
-.
-.
-.
-.
-.
20 North Orange Ave, Suite 1600, Orlando, FL 32801.
For a complete list of locations in your location please visit our Office Locations page.
This site is developed to be accessible to and usable by people with and without disabilities. Please contact us if you encounter an accessibility or use problem on this site. Attorney marketing. Prior outcomes do not guarantee a similar outcome.