Labor And Employment Attorneys

Use this type 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 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 one of the most employment lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, character assassination, retaliation, rejection of leave, and executive pay conflicts.

The workplace needs to be a safe location. Unfortunately, some workers undergo unreasonable and illegal conditions by unethical employers. Workers might not know what their rights in the work environment are, or might hesitate of speaking up against their employer in fear of retaliation. These labor infractions can result in lost wages and benefits, missed opportunities for development, and undue tension.

Unfair and inequitable labor practices against staff members can take numerous kinds, consisting of wrongful termination, discrimination, harassment, rejection to provide an affordable lodging, denial of leave, company retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices might not understand their rights, or might be afraid to speak up against their company for worry of retaliation.

At Morgan & Morgan, our work lawyers manage a range of civil litigation cases involving unjust labor practices versus employees. Our attorneys have the knowledge, devotion, and experience required to represent employees in a vast array of labor conflicts. In fact, Morgan & Morgan has been acknowledged for filing more labor and employment cases than any other firm.

If you think you might have been the victim of unjust or illegal treatment in the work environment, contact us by completing our totally free case examination form.

Discover If You Are Eligible for a Labor and Employment Lawsuit

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

How it works

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

Step 1

Submit.
your claim

With a totally free case assessment, submitting your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our devoted team gets to work investigating your claim.

Step 3

We combat.
for you

If we handle the case, our group fights to get you the results you should have.

Client success.
stories that influence and drive change

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

Results might differ depending on your specific facts and legal scenarios.

FAQ

Get responses to frequently asked concerns about our legal services and find out 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, faith, age, and impairment).

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

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 claims.

Executive Pay Disputes.

What Constitutes Wrongful Termination?

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

There are many situations that may be grounds for a wrongful termination suit, consisting of:

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a staff member who will not do something illegal for their employer.

If you think you might have been fired without appropriate cause, our labor and employment attorneys might be able to assist you recuperate back pay, unpaid wages, and other kinds of payment.

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

It is prohibited to discriminate versus a task applicant or employee on the basis of race, color, faith, sex, national origin, disability, or age. However, some employers do simply that, resulting in a hostile and inequitable work environment where some employees are dealt with more favorably than others.

Workplace discrimination can take numerous forms. 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 employee with less experience.

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

Imposing task eligibility criteria that intentionally screens out individuals with impairments.

Firing someone based upon a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, risks, ridicule, offensive jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and abusive work environment.

Examples of work environment harassment include:

Making unwanted remarks about an employee’s appearance or body.

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual preference.

Making negative remarks about a worker’s faiths.

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

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

Workplace harassment can likewise take the type of quid pro quo harassment. This indicates that the harassment results in an intangible modification in a staff member’s employment status. For example, a worker may be required to endure unwanted sexual advances from a supervisor as a condition of their work.

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

The Fair Labor Standards Act (FLSA) established specific employees’ rights, including the right to a base pay (set federally at $7.25 since 2020) and overtime pay for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies attempt to cut expenses by denying workers their rightful pay through deceiving methods. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal base pay.

Giving a worker „comp time” or hours that can be utilized towards getaway or sick time, instead of overtime spend for hours worked over 40 in a work week.

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

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

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

A few of the most vulnerable professions to overtime and base pay violations consist of:

IT employees.

Service technicians.

Installers.

Sales agents.

Nurses and health care employees.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Exotic dancers.

FedEx motorists.

Disaster relief employees.

Pizza delivery motorists.

What Is Employee Misclassification?

There are a variety of differences between staff members and self-employed employees, also known as independent specialists or specialists. Unlike employees, who are told when and where to work, ensured a routine wage amount, and entitled to staff member benefits, amongst other criteria, independent specialists generally work on a short-term, contract basis with a service, and are invoiced for their work. Independent professionals are not entitled to worker benefits, and need to file and withhold their own taxes, too.

However, over the last few years, some employers have actually abused classification by misclassifying bonafide workers as specialists in an attempt to save cash and prevent laws. This is most commonly seen amongst „gig economy” employees, such as rideshare drivers and shipment drivers.

Some examples of misclassifications consist of:

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

Misclassifying an employee to prevent registering them in a health advantages plan.

Misclassifying workers to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is usually defined as the act of damaging the reputation of a person through slanderous (spoken) or libelous (written) comments. When character assassination happens in the office, it has the prospective to hurt group spirits, produce alienation, or even trigger long-term damage to a worker’s profession prospects.

Employers are accountable for stopping damaging gossiping amongst employees if it is a routine and known occurrence in the office. Defamation of character in the work environment may include circumstances such as:

A company making harmful and unfounded claims, such as claims of theft or incompetence, toward an employee during a performance review

A staff member spreading a damaging rumor about another staff member that causes them to be declined for a task somewhere else

An employee dispersing chatter about a worker that triggers other coworkers to avoid them

What Is Considered Employer Retaliation?

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

Reducing the worker’s salary

Demoting the employee

Re-assigning the worker to a less-desirable job

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

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

What If a Business Denies a Leave of Absence?

While leave of absence laws vary from one state to another, there are a number of federally mandated laws that safeguard staff members who must take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers must provide overdue leave time to staff members with a certifying household or individual medical circumstance, such as leave for the birth or adoption of a child or delegate care for a spouse, kid, or moms and referall.us dad with a severe health condition. If certified, staff members are entitled to as much as 12 weeks of overdue leave time under the FMLA without worry of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees certain protections to present and previous uniformed service members who may need to be absent from civilian work for a particular duration of time in order to serve in the militaries.

Leave of absence can be unjustly rejected in a number of ways, consisting of:

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

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

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

Retaliating against a current or former service member who took a leave of lack to serve in the armed forces

What Is Executive Compensation?

Executive compensation is the mix of base money settlement, delayed compensation, efficiency benefits, stock options, executive perks, severance bundles, and more, awarded to high-level management workers. Executive payment plans have come under increased examination by regulative companies and investors alike. If you deal with a conflict throughout the negotiation of your executive pay bundle, our attorneys might have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have effectively pursued thousands of labor and work claims for the individuals who require it most.

In addition to our successful track record of representing victims of labor and work claims, our labor lawyers also represent employees before administrative agencies such as the Equal Job Opportunity Commission (EEOC), Department of Labor (DOL), Occupational Safety and Health Administration (OSHA), and National Labor Relations Board (NLRB).

If you or somebody you understand may have been dealt with poorly by a company or another staff member, do not hesitate to contact our office. To discuss your legal rights and alternatives, fill out our complimentary, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation.
First, your appointed legal group will collect records associated with your claim, including your agreement, time sheets, and interactions by means of e-mail or other job-related platforms.
These files will help your lawyer understand the degree of your claim and develop your case for compensation.

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

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

More Like This

Get a FREE case assessment today

As the biggest accident law firm in America, Morgan & Morgan has actually recovered over $25 billion. Contact us today for a complimentary case assessment.

Free Case Evaluation

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

By sending this type, you agree 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 scheduled

Social

-.

-.

-.

-.

-.

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

This website is developed to be available to and usable by people with and without specials needs. Please call us if you experience an ease of access or functionality issue on this website. Attorney marketing. Prior results do not guarantee a comparable outcome.