Labor And Employment Attorneys

Use this kind to browse the site. Enter your search question and press get in to browse.

1. Home

2. Practice Areas

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 practice ™.

– 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 employment attorneys submit the many employment lawsuits cases in the country, consisting of those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, rejection of leave, and executive pay disagreements.

The workplace must be a safe place. Unfortunately, some workers are subjected to unfair and illegal conditions by unscrupulous employers. Workers may not know what their rights in the workplace are, or might be scared of speaking out against their employer in fear of retaliation. These labor violations can lead to lost wages and advantages, missed out on opportunities for advancement, and unnecessary tension.

Unfair and prejudiced labor practices versus staff members can take many kinds, including wrongful termination, discrimination, harassment, refusal to offer a sensible lodging, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices might not know their rights, or might hesitate to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our employment lawyers deal with a range of civil lawsuits cases including unreasonable labor practices versus workers. Our attorneys possess the knowledge, devotion, and experience required to represent workers in a wide range of labor disputes. In reality, Morgan & Morgan has been recognized for submitting more labor and employment cases than any other firm.

If you think you may have been the victim of unreasonable or unlawful treatment in the workplace, call us by finishing our totally free case evaluation type.

Find Out If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE test to see if you receive a claim.

How it works

It’s easy to start.
The Fee Is Free ®. Only pay if we win.

Step 1

Submit.
your claim

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

Step 2

We take.
action

Our devoted group gets to work examining your claim.

Step 3

We fight.
for you

If we take on the case, our group fights to get you the results you deserve.

Client success.
stories that influence and drive change

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

Results might differ depending upon your specific realities and legal situations.

FAQ

Get answers to commonly asked questions 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, faith, age, and disability).

Harassment (e.g., Sexual Harassment, Hostile Work Environment).

Unfair Labor Practices (e.g., denial of salaries, 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 declares.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

Sometimes employees are release for factors that are unjust or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are numerous scenarios that may be grounds for a wrongful termination suit, including:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you may have been fired without appropriate cause, our labor and employment lawyers might be able to help you recover back pay, unpaid wages, and other types of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job applicant or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, special needs, or age. However, some employers do simply that, causing a hostile and inequitable office where some workers are dealt with more positively than others.

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

Refusing to work with someone on the basis of their skin color.

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

Not offering equal training opportunities for workers of various spiritual backgrounds.

Imposing task eligibility requirements that deliberately evaluates out people with disabilities.

Firing somebody based on a secured category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, assaults, hazards, ridicule, offensive jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment creates a hostile and violent workplace.

Examples of workplace harassment consist of:

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

Telling a vulgar or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual preference.

Making negative comments about an employee’s spiritual beliefs.

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

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

Workplace harassment can also take the form of quid pro quo harassment. This means that the harassment results in an intangible change in a staff member’s employment status. For example, a staff member might be required to tolerate unwanted sexual advances from a manager as a condition of their continued work.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) developed certain employees’ rights, including 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 employers try to cut costs by rejecting employees their rightful pay through deceitful approaches. This is called wage theft, and includes 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, instead of overtime spend for hours worked over 40 in a work week.

Forcing tipped workers to pool their tips with non-tipped workers, such as supervisors or cooks.

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

Misclassifying a worker that ought to 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 susceptible occupations to overtime and base pay infractions include:

IT workers.

Service service technicians.

Installers.

Sales representatives.

Nurses and health care employees.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal lenders, home loan brokers, and AMLs.

Retail workers.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza shipment drivers.

What Is Employee Misclassification?

There are a number of distinctions in between staff members and self-employed workers, likewise understood as independent professionals or experts. Unlike workers, who are told when and where to work, guaranteed a regular wage amount, and entitled to staff member advantages, amongst other criteria, independent specialists typically deal with a short-term, contract basis with a business, and are invoiced for their work. Independent professionals are not entitled to employee advantages, and should file and withhold their own taxes, too.

However, over the last few years, some employers have actually abused classification by misclassifying bonafide staff members as specialists in an attempt to save money and circumvent laws. This is most frequently seen amongst “gig economy” employees, such as rideshare chauffeurs and shipment drivers.

Some examples of misclassifications include:

Misclassifying an employee as an independent contractor to not have to abide by Equal Job opportunity Commission laws, which avoid work discrimination.

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

Misclassifying workers to avoid paying out base pay.

How Is Defamation of Character Defined?

Defamation is normally specified as the act of damaging the reputation of an individual through slanderous (spoken) or libelous (written) comments. When character assassination takes place in the work environment, it has the potential to damage group spirits, create alienation, or perhaps trigger long-term damage to a worker’s profession potential customers.

Employers are accountable for stopping hazardous gossiping among staff members if it is a routine and recognized event in the workplace. Defamation of character in the workplace may consist of instances such as:

An employer making damaging and unfounded allegations, such as claims of theft or incompetence, towards a worker throughout an efficiency review

A staff member spreading a damaging report about another worker that causes them to be rejected for a task somewhere else

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

What Is Considered Employer Retaliation?

It is illegal for a business to penalize a worker for submitting a grievance or claim against their company. This is thought about company retaliation. Although workers are lawfully secured versus retaliation, it doesn’t stop some employers from penalizing a worker who filed a grievance in a variety of ways, such as:

Reducing the worker’s salary

Demoting the employee

Re-assigning the worker to a less-desirable job

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

Excluding the worker from essential workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

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

Under the Family Medical Leave Act (FMLA), employers must provide unpaid leave time to employees with a qualifying household or private medical scenario, such as leave for the birth or adoption of a child or leave to take care of a partner, child, or parent with a major health condition. If qualified, employees are entitled to approximately 12 weeks of unpaid leave time under the FMLA without worry of threatening their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances particular securities to present and former uniformed service members who might require to be missing from civilian employment for a certain amount of time in order to serve in the militaries.

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

Firing an employee who took a leave of absence for the birth or of their infant without simply cause

Demoting a worker who took a leave of absence to take care of a passing away moms and dad without just cause

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

Retaliating versus a present or previous service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive compensation is the mix of base money compensation, deferred payment, performance benefits, stock options, executive perks, severance packages, and more, granted to high-level management workers. Executive payment packages have actually come under increased scrutiny by regulatory agencies and shareholders alike. If you face a disagreement throughout the negotiation of your executive pay package, our lawyers may have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have successfully pursued countless labor employment and work claims for individuals who need it most.

In addition to our effective track record of representing victims of labor and work claims, our labor employment attorneys likewise represent staff members before administrative agencies such as the Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), employment Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or someone you know might have been treated improperly by a company or another staff member, do not hesitate to contact our office. To discuss your legal rights and options, submit our free, no-obligation case evaluation kind now.

What Does an Employment Attorney Do?

Documentation.
First, your assigned legal group will collect records connected to your claim, including your agreement, time sheets, and communications through email or other work-related platforms.
These documents will help your lawyer comprehend the extent of your claim and develop your case for compensation.

Investigation.
Your attorney and legal group will investigate your workplace claim in terrific information to gather the needed evidence.
They will take a look at the files you provide and might likewise take a look at work records, agreements, 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 attorney is prepared to go to trial and present your case in the greatest possible type.

More Like This

Get a FREE case evaluation today

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

Free Case Evaluation

I hereby specifically grant receive automatic communications including calls, texts, e-mails, and/or prerecorded messages.

By sending this type, you consent to our Terms & acknowledge our Privacy Policy.

Our Results Who We Are 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 reserved

Social

-.

-.

-.

-.

-.

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

This website is designed to be accessible to and usable by people with and without impairments. Please contact us if you experience an ease of access or functionality problem on this website. Attorney marketing. Prior results do not ensure a similar result.