Labor And Employment Attorneys

Use this kind to browse the website. Enter your search inquiry and press enter to search.

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 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 employment lawyers file one of the most work lawsuits cases in the country, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, character assassination, retaliation, denial of leave, and executive pay conflicts.

The workplace needs to be a safe place. Unfortunately, some workers are subjected to unjust and illegal conditions by dishonest companies. Workers might not understand what their rights in the workplace are, or may hesitate of speaking out against their company in worry of retaliation. These labor offenses can cause lost wages and advantages, missed chances for improvement, and undue stress.

Unfair and prejudiced labor practices versus staff members can take many forms, consisting of wrongful termination, discrimination, harassment, refusal to provide an affordable lodging, denial of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not know their rights, or may hesitate to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our work attorneys handle a range of civil lawsuits cases involving unfair labor practices against employees. Our lawyers possess the knowledge, dedication, and experience required to represent workers in a wide range of labor disagreements. In truth, Morgan & Morgan has actually been recognized for submitting more labor and work cases than any other firm.

If you believe you may have been the victim of unjust or illegal treatment in the office, call us by finishing our free case examination type.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you certify for a suit.

How it works

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

Step 1

Submit.
your claim

With a complimentary case evaluation, sending your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted group gets to work investigating your claim.

Step 3

We battle.
for you

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

Client success.
stories that inspire and drive change

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

Results might vary depending upon your specific facts and legal scenarios.

FAQ

Get answers to commonly asked concerns about our legal services and learn how we might assist 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 impairment).

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

Unfair Labor Practices (e.g., rejection of earnings, overtime, idea 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 workers are release for factors that are unfair or illegal. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are lots of circumstances that may be premises for a wrongful termination suit, including:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you might have been fired without appropriate cause, our labor and work attorneys may be able to assist you recover back pay, unpaid wages, and other kinds of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to discriminate against a job applicant or staff member 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 office where some employees are dealt with more positively than others.

Workplace discrimination can take numerous kinds. Some examples include:

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

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

Not supplying equivalent training opportunities for employees of various religious backgrounds.

Imposing task eligibility requirements that deliberately screens out individuals with disabilities.

Firing somebody based upon a secured category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, threats, ridicule, offensive jokes, unwanted sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, work environment harassment produces a hostile and violent work environment.

Examples of work environment harassment include:

Making undesirable remarks about a worker’s look or body.

Telling a vulgar or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making unfavorable comments about an employee’s religions.

Making prejudicial statements about an employee’s birth place or household heritage.

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

Workplace harassment can likewise take the type of quid pro quo harassment. This means that the harassment leads to an intangible modification in a staff member’s work status. For instance, a worker may be forced 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) developed specific workers’ rights, including the right to a minimum wage (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt employees.

However, some companies attempt to cut costs by denying workers their rightful pay through deceitful techniques. This is called wage theft, and includes examples such as:

Paying an employee less than the federal base pay.

Giving an employee “comp time” or hours that can be utilized toward vacation 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 employees, such as supervisors or cooks.

Forcing employees to pay for tools of the trade or other expenses that their company must pay.

Misclassifying an employee that should be paid overtime as “exempt” by promoting them to a “managerial” position without really changing the worker’s job tasks.

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

IT employees.

Service service technicians.

Installers.

Sales representatives.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field workers.

Call center employees.

Personal bankers, home mortgage brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx motorists.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a variety of distinctions between employees and self-employed employees, also called independent professionals or experts. Unlike workers, who are informed when and where to work, guaranteed a routine wage amount, and entitled to worker benefits, amongst other requirements, independent professionals normally deal with a short-term, agreement basis with an organization, and are invoiced for their work. Independent specialists are not entitled to staff member benefits, and must submit and keep their own taxes, too.

However, recently, 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 among “gig economy” workers, such as rideshare motorists and delivery chauffeurs.

Some examples of misclassifications include:

Misclassifying a worker as an independent professional to not have to abide by Equal Job opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying employees to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is normally specified as the act of harming the credibility of a person through slanderous (spoken) or defamatory (written) remarks. When libel happens in the work environment, it has the possible to hurt group morale, produce alienation, and even cause long-term damage to a worker’s profession prospects.

Employers are accountable for putting a stop to damaging gossiping amongst employees if it is a routine and recognized occurrence in the office. Defamation of character in the office might consist of circumstances such as:

A company making damaging and unfounded claims, such as claims of theft or incompetence, toward an employee during an efficiency evaluation

A staff member spreading a hazardous report about another employee that causes them to be denied for a task elsewhere

A staff member spreading gossip about an employee that causes other colleagues to prevent them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize an employee for filing a problem or claim against their employer. This is considered employer retaliation. Although workers are lawfully secured against retaliation, it doesn’t stop some companies from punishing a staff member who filed a problem in a range of methods, such as:

Reducing the employee’s income

Demoting the worker

Re-assigning the employee to a less-desirable job

Re-assigning the employee to a shift that produces a work-family dispute

Excluding the employee from vital office activities such as training sessions

What If a Business Denies a Leave of Absence?

While leave of absence laws vary from state to state, there are a number of federally mandated laws that safeguard employees who must take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers must use unsettled leave time to workers with a certifying family or private medical situation, such as leave for the birth or adoption of a baby or leave to look after a partner, kid, or parent with a serious health condition. If certified, employees are entitled to approximately 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 certain defenses to current and former uniformed service members who might require to be absent from civilian employment for a specific duration of time in order to serve in the armed forces.

Leave of lack can be unfairly denied in a number of ways, including:

Firing a staff member who took a leave of lack for the birth or adoption of their baby without simply cause

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

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

Retaliating against a present or former service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive settlement is the mix of base money payment, delayed settlement, performance bonus offers, stock choices, executive advantages, severance bundles, and more, granted to top-level management employees. Executive settlement plans have actually come under increased examination by regulative firms and investors alike. If you deal with a disagreement throughout the settlement of your executive pay plan, our attorneys may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

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

If you or employment someone you know might have been dealt with incorrectly by an employer or another employee, do not think twice to contact our workplace. To discuss your legal rights and choices, complete our totally free, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation.
First, your designated legal group will gather records connected to your claim, including your agreement, time sheets, and interactions via e-mail or other work-related platforms.
These files will assist your lawyer understand the level of your claim and build your case for compensation.

Investigation.
Your attorney and legal team will examine your work environment claim in excellent detail to collect the required proof.
They will take a look at the files you supply and might also look at employment records, agreements, and other work environment information.

Negotiation.
Your attorney will negotiate with the defense, outside of 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 form.

More Like This

Get a FREE case assessment today

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

Free Case Evaluation

I thus specifically approval to receive automated communications consisting of calls, texts, emails, and/or prerecorded messages.

By submitting 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 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 Reduction Drugs Ultra Processed Foods.

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

Social

-.

-.

-.

-.

-.

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

This website is developed to be available to and functional by individuals with and without impairments. Please contact us if you come across an availability or use issue on this website. Attorney advertising. Prior results do not guarantee a comparable outcome.