Labor And Employment Attorneys

Use this form to browse the website. 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 work lawyers submit the a lot of employment lawsuits cases in the country, consisting of those including wrongful termination, discrimination, harassment, wage theft, employee misclassification, disparagement, retaliation, denial of leave, and executive pay conflicts.

The work environment ought to be a safe place. Unfortunately, some employees go through unreasonable and prohibited conditions by unscrupulous companies. Workers might not know what their rights in the workplace are, or might hesitate of speaking up against their employer in worry of retaliation. These labor infractions can cause lost salaries and advantages, missed chances for advancement, and undue tension.

Unfair and inequitable labor practices against staff members can take lots of types, including wrongful termination, discrimination, harassment, refusal to give an affordable accommodation, denial of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other dishonest practices may not know their rights, or may hesitate to speak out versus their company for fear of retaliation.

At Morgan & Morgan, our work attorneys deal with a range of civil lawsuits cases including unreasonable labor practices against employees. Our lawyers have the knowledge, devotion, and experience needed to represent workers in a wide variety of labor disagreements. In reality, Morgan & Morgan has actually been recognized for filing more labor and work cases than any other firm.

If you think you might have been the victim of unjust or unlawful treatment in the work environment, contact us by finishing our complimentary case examination type.

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

Take our FREE test to see if you get approved for a suit.

How it works

It’s easy to begin.
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 group gets to work investigating your claim.

Step 3

We combat.
for you

If we take on the case, our group fights to get you the outcomes you are worthy of.

Client success.
stories that motivate and drive modification

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

Results might vary depending on your specific facts and legal circumstances.

FAQ

Get answers to frequently asked questions about our legal services and discover 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, national origin, religious beliefs, age, and disability).

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

Unfair Labor Practices (e.g., denial of salaries, overtime, pointer pooling, and 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 release for reasons that are unreasonable or unlawful. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

There are numerous circumstances that might be grounds for a wrongful termination suit, including:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who will not do something unlawful for their company.

If you believe you may have been fired without proper cause, our labor and employment lawyers might have the ability to help you recuperate back pay, unsettled wages, and other kinds of settlement.

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

It is prohibited to victimize a task candidate or employee on the basis of race, color, religious beliefs, sex, nationwide origin, impairment, or age. However, some employers do just that, resulting in a hostile and inequitable office where some workers are treated more positively than others.

Workplace discrimination can take many kinds. Some examples include:

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

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

Not supplying equivalent training chances for staff members of different spiritual backgrounds.

Imposing job eligibility requirements that deliberately screens out people with impairments.

Firing someone based upon a secured classification.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, assaults, dangers, ridicule, offending jokes, unwanted sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, office harassment creates a hostile and abusive work environment.

Examples of work environment harassment include:

Making unwelcome comments about an employee’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 orientation.

Making negative comments about an employee’s religious beliefs.

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

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

Workplace harassment can also take the form of quid pro quo harassment. This implies that the harassment results in an intangible modification in a staff member’s work status. For instance, an employee might be required to endure sexual harassment from a supervisor as a condition of their continued employment.

Which Industries Have one of the most Overtime and Base Pay Violations?

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

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

Paying an employee less than the federal base pay.

Giving a worker “comp time” or hours that can be used toward holiday or ill time, rather than overtime spend 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 spend for tools of the trade or other expenses that their employer ought to pay.

Misclassifying an employee that ought to be paid overtime as “exempt” by promoting them to a “supervisory” position without in fact changing the employee’s job tasks.

A few of the most susceptible professions to overtime and minimum wage violations include:

IT workers.

Service professionals.

Installers.

Sales representatives.

Nurses and health care workers.

Tipped workers.

Oil and gas field workers.

Call center workers.

Personal bankers, home mortgage brokers, and AMLs.

Retail workers.

Strippers.

FedEx drivers.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a variety of distinctions in between workers and self-employed workers, also known as independent specialists or consultants. Unlike staff members, who are told when and where to work, ensured a regular wage quantity, and employment entitled to worker benefits, amongst other requirements, independent specialists normally deal with a short-term, contract basis with a business, employment and are invoiced for their work. Independent specialists are not entitled to staff member advantages, and must submit and keep their own taxes, too.

However, in recent years, some employers have abused category by misclassifying bonafide employees as professionals in an effort to save money and circumvent laws. This is most typically seen amongst “gig economy” employees, such as rideshare chauffeurs and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying an employee as an independent specialist to not need to comply with Equal Job opportunity Commission laws, which avoid work discrimination.

Misclassifying a worker to avoid enrolling them in a health benefits plan.

Misclassifying employees to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is generally specified as the act of harming the reputation of a person through slanderous (spoken) or libelous (written) comments. When disparagement takes place in the work environment, it has the potential to damage group morale, produce alienation, and even cause long-lasting damage to a worker’s profession prospects.

Employers are accountable for stopping hazardous gossiping among workers if it is a routine and known event in the workplace. Defamation of character in the work environment might include instances such as:

An employer making harmful and unproven accusations, such as claims of theft or incompetence, towards a worker during a performance review

A staff member spreading a damaging rumor about another employee that causes them to be denied for a task in other places

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

What Is Considered Employer Retaliation?

It is prohibited for a company to punish a staff member for filing a problem or claim against their employer. This is thought about employer retaliation. Although employees are lawfully protected against retaliation, it doesn’t stop some companies from punishing an employee who submitted a problem in a range of ways, such as:

Reducing the employee’s income

Demoting the employee

Re-assigning the worker to a less-desirable job

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

Excluding the employee from necessary workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of absence laws differ from one state to another, there are a number of federally mandated laws that secure workers who must take an extended period of time off from work.

Under the Family Medical Leave Act (FMLA), companies must offer unpaid leave time to workers with a certifying family or private medical circumstance, such as leave for the birth or adoption of an infant or leave to care for a spouse, kid, 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 fear of threatening their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties particular protections to present and previous uniformed service members who might need to be missing from civilian work for a specific period of time in order to serve in the militaries.

Leave of absence can be unfairly rejected in a number of methods, consisting of:

Firing an employee who took a leave of lack for the birth or adoption of their child without just cause

Demoting a worker who took a leave of absence to look after a dying moms and dad 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 versus a current 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 cash compensation, delayed payment, performance rewards, stock alternatives, executive benefits, severance bundles, and more, granted to top-level management employees. Executive payment plans have actually come under increased analysis by regulatory firms and shareholders alike. If you deal with a conflict during the negotiation of your executive pay package, our lawyers might be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective performance history of representing victims of labor and employment claims, our labor lawyers also represent workers before administrative companies such as the Equal Job Opportunity Commission (EEOC), Department of Labor (DOL), and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or somebody you understand might have been dealt with incorrectly by an employer or another staff member, do not hesitate to contact our office. To discuss your legal rights and choices, fill out our complimentary, no-obligation case review type now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal group will collect records associated with your claim, including your agreement, time sheets, and interactions through e-mail or other work-related platforms.
These files will help your attorney understand the level of your claim and build your case for settlement.

Investigation.
Your lawyer and legal group will investigate your office claim in great information to gather the required proof.
They will look at the documents you provide and may also look at employment records, contracts, and other workplace information.

Negotiation.
Your lawyer will negotiate with the defense, outside of the courtroom, to assist get you the payment you might be entitled to.
If settlement negotiations are not successful, employment your attorney is prepared to go to trial and present your case in the greatest possible kind.

More Like This

Get a FREE case assessment today

As the biggest individual injury law firm in America, Morgan & Morgan has actually recuperated over $25 billion. Contact us today for a totally free case examination.

Free Case Evaluation

I thus specifically permission to get automatic interactions consisting of calls, texts, e-mails, and/or prerecorded messages.

By sending this kind, 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 full list of areas in your area please visit our Office Locations page.

This site is created to be available to and employment functional by individuals with and without impairments. Please call us if you encounter an accessibility or functionality concern on this website. Attorney marketing. Prior outcomes do not guarantee a similar outcome.