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Founded Date 28 12 月, 1947
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Sectors 室內設計師/助理
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Labor And Employment Attorneys
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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 lawyers file one of the most work lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, character assassination, retaliation, rejection of leave, and executive pay conflicts.
The office must be a safe place. Unfortunately, some employees undergo unfair and unlawful conditions by unscrupulous companies. Workers might not understand what their rights in the office are, or might be afraid of speaking out against their company in worry of retaliation. These labor violations can lead to lost wages and benefits, missed out on chances for improvement, and unnecessary tension.
Unfair and inequitable labor practices against workers can take lots of forms, consisting of wrongful termination, discrimination, harassment, rejection to give an affordable lodging, denial of leave, employer retaliation, and wage and hour infractions. Workers who are victim to these and other dishonest practices might not know their rights, or might be afraid to speak up versus their company for worry of retaliation.
At Morgan & Morgan, our employment attorneys handle a variety of civil lawsuits cases involving unjust labor practices versus employees. Our lawyers have the knowledge, devotion, and job experience needed to represent workers in a vast array of labor disputes. In reality, Morgan & Morgan has been recognized for submitting more labor and employment cases than any other company.
If you think you might have been the victim of unreasonable or illegal treatment in the workplace, call us by finishing our free case evaluation form.
Learn If You Are Eligible for a Labor and Employment Lawsuit
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How it works
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The Fee Is Free ®. Only pay if we win.
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Step 2
We take.
action
Our dedicated group gets to work investigating your claim.
Step 3
We battle.
for you
If we take on the case, our team battles to get you the results you should have.
Client success.
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Results may differ depending on your specific truths and legal situations.
FAQ
Get responses to commonly asked questions about our legal services and find out 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., 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 let go for reasons that are unjust or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful termination.
There are many scenarios that may be premises for a wrongful termination lawsuit, including:
Firing a worker out of retaliation.
Discrimination.
Firing a whistleblower.
Firing an employee who will not do something illegal for their company.
If you think you might have been fired without proper cause, our labor and employment attorneys may have the ability to assist you recuperate back pay, unpaid wages, and other kinds of settlement.
What Are one of the most Common Forms of Workplace Discrimination?
It is prohibited to victimize a job applicant or staff member on the basis of race, color, religion, sex, national origin, disability, or age. However, some companies do just that, causing a hostile and inequitable work environment where some workers are treated more favorably than others.
Workplace discrimination can take lots of kinds. Some examples include:
Refusing to employ someone on the basis of their skin color.
Passing over a certified female staff member for a promo in favor of a male worker with less experience.
Not offering equivalent training chances for workers of various religious backgrounds.
Imposing job eligibility requirements that intentionally evaluates out people with specials needs.
Firing someone based upon a safeguarded category.
What Are Some Examples of Workplace Harassment?
When workers go through slurs, assaults, dangers, ridicule, offending jokes, unwelcome sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, work environment harassment produces a hostile and abusive workplace.
Examples of office harassment consist of:
Making unwanted comments about a worker’s appearance or body.
Telling a vulgar or sexual joke to a coworker.
Using slurs or racial epithets.
Making prejudicial statements about a worker’s sexual preference.
Making negative comments about a worker’s religions.
Making prejudicial statements about a staff member’s birth place or family heritage.
Making unfavorable remarks or jokes about the age of a staff member over the age of 40.
Workplace harassment can likewise take the form of quid professional quo harassment. This means that the harassment leads to an intangible modification in an employee’s employment status. For instance, a worker might be required to tolerate sexual harassment from a supervisor as a condition of their continued work.
Which Industries Have the Most Overtime and Minimum Wage Violations?
The Fair Labor Standards Act (FLSA) developed specific workers’ rights, consisting of 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, job some employers try to cut costs by denying workers their rightful pay through sly approaches. This is called wage theft, and includes examples such as:
Paying an employee less than the federal minimum wage.
Giving a worker “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 employees, such as supervisors or cooks.
Forcing employees to pay for tools of the trade or other costs that their employer need to pay.
Misclassifying an employee that ought to be paid overtime as “exempt” by promoting them to a “managerial” position without really altering the worker’s task responsibilities.
Some of the most vulnerable occupations to overtime and base pay offenses include:
IT workers.
Service professionals.
Installers.
Sales agents.
Nurses and healthcare workers.
Tipped employees.
Oil and gas field workers.
Call center employees.
Personal bankers, home mortgage brokers, and AMLs.
Retail employees.
Strippers.
FedEx drivers.
Disaster relief workers.
Pizza delivery drivers.
What Is Employee Misclassification?
There are a variety of distinctions in between employees and self-employed employees, also called independent contractors or experts. Unlike staff members, who are told when and where to work, guaranteed a regular wage amount, and entitled to staff member benefits, to name a few criteria, independent specialists usually work on a short-term, contract basis with a company, and are invoiced for their work. Independent contractors are not entitled to worker benefits, and must file and withhold their own taxes, as well.
However, in the last few years, some employers have actually abused category by misclassifying bonafide employees as contractors in an attempt to save money and circumvent laws. This is most typically seen among “gig economy” workers, such as rideshare drivers and shipment drivers.
Some examples of misclassifications include:
Misclassifying a worker as an independent contractor to not need to adhere to Equal Employment Opportunity Commission laws, which avoid work discrimination.
Misclassifying an employee to avoid registering them in a health benefits prepare.
Misclassifying employees to avoid paying minimum wage.
How Is Defamation of Character Defined?
Defamation is generally defined as the act of harming the track record of an individual through slanderous (spoken) or false (written) comments. When libel happens in the office, it has the potential to damage team morale, produce alienation, and even trigger long-term damage to an employee’s profession prospects.
Employers are accountable for stopping damaging gossiping among staff members if it is a routine and known event in the work environment. Defamation of character in the office might consist of instances such as:
A company making hazardous and unfounded claims, such as claims of theft or incompetence, toward an employee during an efficiency evaluation
An employee spreading a damaging rumor about another employee that triggers them to be rejected for a job somewhere else
A staff member dispersing chatter about a worker that triggers other to avoid them
What Is Considered Employer Retaliation?
It is prohibited for a company to penalize a staff member for submitting a complaint or lawsuit versus their company. This is thought about company retaliation. Although workers are legally secured against retaliation, it doesn’t stop some companies from penalizing an employee who filed a complaint in a range of methods, such as:
Reducing the employee’s salary
Demoting the worker
Re-assigning the worker to a less-desirable task
Re-assigning the employee to a shift that develops a work-family conflict
Excluding the employee from vital workplace 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 secure staff members who need to take an extended duration of time off from work.
Under the Family Medical Leave Act (FMLA), employers must use unpaid leave time to staff members with a certifying household or private medical circumstance, such as leave for the birth or adoption of an infant or leave to look after a spouse, kid, or parent with a severe health condition. If qualified, staff members 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, guarantees particular securities to existing and previous uniformed service members who might require to be absent from civilian work for a particular time period in order to serve in the militaries.
Leave of lack can be unjustly denied in a number of ways, consisting of:
Firing a worker who took a leave of absence for the birth or adoption of their child without simply cause
Demoting an employee who took a leave of absence to look after a passing away parent without simply cause
Firing a re-employed service member who took a leave of lack to serve in the militaries without just cause
Retaliating versus a current or former service member who took a leave of lack to serve in the militaries
What Is Executive Compensation?
Executive compensation is the combination of base cash compensation, deferred payment, performance bonus offers, stock alternatives, executive benefits, severance plans, and more, awarded to high-level management employees. Executive payment plans have come under increased scrutiny by regulatory agencies and shareholders alike. If you face a dispute throughout the settlement of your executive pay plan, our attorneys might be able to assist you.
Why Should I Contact a Morgan & Morgan Employment Attorney?
The employment and labor lawyers at Morgan & Morgan have actually successfully pursued thousands of labor and work claims for the people who need it most.
In addition to our effective track record of representing victims of labor and employment claims, our labor lawyers also represent staff members 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 someone you know might have been dealt with improperly by a company or another staff member, do not be reluctant to call our workplace. To discuss your legal rights and alternatives, complete our totally free, no-obligation case review type now.
What Does an Employment Attorney Do?
Documentation.
First, your assigned legal group will collect records associated with your claim, including your contract, time sheets, and communications via email or other job-related platforms.
These files will help your attorney understand the degree of your claim and build your case for payment.
Investigation.
Your lawyer and legal group will investigate your workplace claim in fantastic information to collect the essential proof.
They will look at the documents you provide and may also take a look at work records, contracts, and other workplace data.
Negotiation.
Your attorney will work out with the defense, beyond the courtroom, to help get you the compensation you might be entitled to.
If settlement negotiations are unsuccessful, your lawyer is prepared to go to trial and present your case in the strongest possible form.
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