Labor And Employment Attorneys

Use this type to search the site. Enter your search inquiry and employment press get in 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, worker misclassification, disparagement, retaliation, rejection of leave, and executive pay disputes.

The workplace should be a safe location. Unfortunately, some workers are subjected to unjust and illegal conditions by dishonest employers. Workers might not understand what their rights in the office are, or might be afraid of speaking out against their employer in fear of retaliation. These labor infractions can lead to lost salaries and advantages, missed out on opportunities for development, and unnecessary tension.

Unfair and prejudiced labor practices against staff members can take lots of forms, including wrongful termination, discrimination, harassment, refusal to give a sensible lodging, rejection of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other unethical practices might not understand their rights, or might hesitate to speak up versus their employer for worry of retaliation.

At Morgan & Morgan, our employment lawyers manage a range of civil lawsuits cases involving unfair labor practices versus employees. Our attorneys possess the knowledge, commitment, and experience required to represent workers in a wide variety of labor conflicts. In fact, Morgan & Morgan has actually been acknowledged for employment submitting more labor and work cases than any other company.

If you think you may have been the victim of unfair or illegal treatment in the office, contact us by finishing our complimentary case examination kind.

Discover If You Are Eligible for a Labor and Employment Lawsuit

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

How it works

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

Step 1

Submit.
your claim

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

Step 2

We take.
action

Our dedicated group gets to work examining your claim.

Step 3

We combat.
for you

If we handle the case, our team fights to get you the outcomes 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 vary depending on your specific realities and legal situations.

FAQ

Get the answer to commonly asked concerns 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 people who have been the victim of:

Wrongful Termination.

Discrimination (e.g., sex, race, employment color, harassment, nationwide origin, religious beliefs, age, and impairment).

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

Unfair Labor Practices (e.g., rejection of salaries, overtime, idea pooling, and equal 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 reasons that are unjust or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful termination.

There are lots of circumstances that may be premises for a wrongful termination claim, 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 believe you may have been fired without proper cause, our labor and work lawyers may be able to assist you recuperate back pay, overdue incomes, and other forms of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is prohibited to victimize a job candidate or worker on the basis of race, color, faith, sex, nationwide origin, impairment, or age. However, some employers do just that, leading to a hostile and inequitable work environment where some employees are dealt with more positively than others.

Workplace discrimination can take lots of forms. Some examples consist of:

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

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

Not training chances for staff members of various religious backgrounds.

Imposing job eligibility criteria that intentionally screens out individuals with specials needs.

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When workers are subjected to slurs, attacks, 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, work environment harassment develops a hostile and abusive work environment.

Examples of workplace harassment consist of:

Making undesirable remarks about an employee’s look or employment 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 unfavorable remarks about an employee’s religions.

Making prejudicial declarations about a worker’s birthplace or household heritage.

Making negative remarks 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 indicates that the harassment leads to an intangible change in an employee’s work status. For example, a staff member may be forced to endure sexual harassment from a manager as a condition of their continued work.

Which Industries Have one of the most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established certain employees’ rights, including the right to a minimum wage (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 costs by rejecting employees their rightful pay through deceitful techniques. 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 used toward getaway or sick time, rather than overtime pay for hours worked over 40 in a work week.

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

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

Misclassifying a worker that should be paid overtime as “exempt” by promoting them to a “supervisory” position without actually changing the worker’s task tasks.

Some of the most susceptible occupations to overtime and minimum wage infractions include:

IT employees.

Service professionals.

Installers.

Sales agents.

Nurses and health care workers.

Tipped employees.

Oil and employment gas field workers.

Call center employees.

Personal lenders, home loan brokers, and AMLs.

Retail staff members.

Strippers.

FedEx chauffeurs.

Disaster relief workers.

Pizza delivery drivers.

What Is Employee Misclassification?

There are a number of distinctions between staff members and self-employed workers, also referred to as independent contractors or consultants. Unlike employees, who are informed when and where to work, guaranteed a routine wage quantity, and entitled to employee advantages, to name a few requirements, independent contractors usually work on a short-term, contract basis with a company, and are invoiced for their work. Independent specialists are not entitled to employee advantages, and should file and keep their own taxes, as well.

However, recently, some companies have abused classification by misclassifying bonafide employees as specialists in an attempt to save money and circumvent laws. This is most typically seen amongst “gig economy” employees, such as rideshare drivers and shipment drivers.

Some examples of misclassifications consist of:

Misclassifying an employee as an independent specialist to not have to adhere to Equal Job opportunity Commission laws, which prevent employment discrimination.

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

Misclassifying staff members to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is normally defined as the act of damaging the reputation of a person through slanderous (spoken) or defamatory (written) comments. When character assassination happens in the office, it has the possible to hurt team spirits, develop alienation, employment and even trigger long-term damage to an employee’s career potential customers.

Employers are accountable for putting a stop to damaging gossiping among workers if it is a regular and recognized occurrence in the workplace. Defamation of character in the office might include instances such as:

A company making harmful and unfounded claims, such as claims of theft or incompetence, towards a worker throughout an efficiency review

An employee spreading out a harmful rumor about another staff member that causes them to be denied for a task elsewhere

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

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a staff member for submitting a complaint or claim versus their employer. This is considered company retaliation. Although employees are lawfully protected against retaliation, it doesn’t stop some companies from punishing a worker who submitted a complaint in a range of methods, such as:

Reducing the worker’s salary

Demoting the worker

Re-assigning the worker to a less-desirable task

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

Excluding the worker from essential workplace activities such as training sessions

What If a Business 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 protect staff members who must take an extended time period off from work.

Under the Family Medical Leave Act (FMLA), companies should use overdue leave time to staff members with a certifying household or private medical circumstance, such as leave for the birth or adoption of a baby or delegate take care of a spouse, child, or moms and dad with a serious health condition. If qualified, workers are entitled to as much as 12 weeks of overdue leave time under the FMLA without worry of jeopardizing their job status.

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

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

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

Demoting a staff member who took a leave of absence to care for 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 simply cause

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

What Is Executive Compensation?

Executive settlement is the mix of base money compensation, delayed settlement, performance perks, stock options, executive perks, severance packages, and more, awarded to top-level management workers. Executive settlement packages have come under increased analysis by regulatory agencies and investors alike. If you face a disagreement throughout the settlement of your executive pay plan, our attorneys may be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful performance history 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 someone you know might have been dealt with incorrectly by an employer or another staff member, do not think twice to contact our workplace. To discuss your legal rights and choices, fill out our free, no-obligation case review form now.

What Does an Employment Attorney Do?

Documentation.
First, your appointed legal team will collect records related to your claim, including your contract, time sheets, and communications via email or other work-related platforms.
These files will assist your lawyer understand the degree of your claim and develop your case for settlement.

Investigation.
Your lawyer and legal team will investigate your office claim in great information to gather the needed evidence.
They will take a look at the files you offer and might also take a 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 settlement you might 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 assessment today

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

Free Case Evaluation

I thus specifically consent to get automatic communications including calls, texts, emails, and/or prerecorded messages.

By submitting this type, you concur 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 Reduction Drugs Ultra Processed Foods.

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

Social

-.

-.

-.

-.

-.

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

This site is designed to be accessible to and usable by people with and without specials needs. Please contact us if you come across an accessibility or usability problem on this website. Attorney advertising. Prior outcomes do not guarantee a comparable outcome.