Labor And Employment Attorneys

Use this form to search the website. Enter your search query 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 work lawsuits cases in the nation, consisting of those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, disparagement, retaliation, rejection of leave, and executive pay disagreements.

The work environment needs to be a safe place. Unfortunately, some workers go through unreasonable and illegal conditions by deceitful companies. Workers might not understand what their rights in the workplace are, or might be afraid of speaking up versus their company in worry of retaliation. These labor offenses can lead to lost earnings and benefits, missed out on opportunities for advancement, and unnecessary stress.

Unfair and discriminatory labor practices versus workers can take numerous types, consisting of wrongful termination, discrimination, harassment, refusal to give an affordable lodging, rejection 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 hesitate to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our employment lawyers deal with a range of civil litigation cases including unjust labor practices versus staff members. Our lawyers possess the knowledge, dedication, and experience needed to represent employees in a vast array of labor disputes. In truth, Morgan & Morgan has actually been acknowledged for filing more labor and work cases than any other firm.

If you believe you might have been the victim of unreasonable or prohibited treatment in the work environment, call us by finishing our complimentary case assessment form.

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

Take our FREE quiz to see if you get approved for a claim.

How it works

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

Step 1

Submit.
your claim

With a totally free case assessment, sending your case is simple with Morgan & Morgan.

Step 2

We take.
action

Our devoted group gets to work examining your claim.

Step 3

We battle.
for you

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

Client success.
stories that influence and drive change

Explore over 55,000 5-star evaluations and 800 client testimonials to find why people 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 learn how we might help you with your case.

What Does Labor Law and Employment Law Cover?

Our practice represents individuals who have actually been the victim of:

.

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

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

Unfair Labor Practices (e.g., rejection of incomes, 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 unreasonable or illegal. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be grounds for a wrongful termination lawsuit, consisting of:

Firing an employee out of retaliation.

Discrimination.

Firing a whistleblower.

Firing a worker who will not do something prohibited for their company.

If you think you may have been fired without appropriate cause, our labor and work attorneys might have the ability to help you recuperate back pay, unsettled wages, and other forms of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to discriminate against a task applicant or worker on the basis of race, color, religion, sex, national origin, impairment, or age. However, some employers do simply that, causing a hostile and inequitable workplace where some employees are dealt with more positively than others.

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

Refusing to hire somebody 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 offering equivalent training opportunities for employees of different spiritual backgrounds.

Imposing job eligibility requirements that intentionally evaluates out individuals with specials needs.

Firing somebody based on a safeguarded category.

What Are Some Examples of Workplace Harassment?

When employees go through slurs, assaults, risks, ridicule, employment offensive jokes, undesirable sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, work environment harassment creates a hostile and violent workplace.

Examples of workplace harassment consist of:

Making unwanted comments about a worker’s look or body.

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about a worker’s sexual preference.

Making unfavorable remarks about an employee’s spiritual beliefs.

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

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

Workplace harassment can also take the form of quid professional quo harassment. This indicates that the harassment leads to an intangible change in a worker’s employment status. For employment instance, a staff member may be required to tolerate sexual harassment from a manager 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 specific employees’ rights, consisting of the right to a minimum wage (set federally at $7.25 since 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt workers.

However, some companies try to cut costs by rejecting employees their rightful pay through deceitful approaches. This is called wage theft, and consists of examples such as:

Paying a worker less than the federal base pay.

Giving an employee “comp time” or hours that can be utilized towards trip or ill time, rather than overtime pay for hours worked over 40 in a work week.

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

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

Misclassifying a worker that needs to be paid overtime as “exempt” by promoting them to a “managerial” position without in fact altering the employee’s job tasks.

A few of the most susceptible occupations to overtime and minimum wage violations consist of:

IT employees.

Service specialists.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal lenders, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx drivers.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a variety of differences between employees and self-employed workers, also called independent professionals or experts. Unlike staff members, who are told when and where to work, ensured a regular wage quantity, and entitled to worker benefits, among other criteria, independent specialists typically deal with a short-term, contract basis with a service, and are invoiced for their work. Independent specialists are not entitled to worker benefits, and need to submit and withhold their own taxes, also.

However, over the last few years, some employers have actually abused category by misclassifying bonafide staff members as contractors in an effort to conserve money and circumvent laws. This is most frequently seen amongst “gig economy” workers, such as rideshare drivers and delivery motorists.

Some examples of misclassifications consist of:

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

Misclassifying a worker to prevent registering them in a health benefits prepare.

Misclassifying staff members to avoid paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of damaging the credibility of a person through slanderous (spoken) or false (written) remarks. When disparagement occurs in the office, it has the prospective to damage group morale, produce alienation, or perhaps cause long-lasting damage to a worker’s career prospects.

Employers are responsible for stopping hazardous gossiping amongst workers if it is a routine and known occurrence in the work environment. Defamation of character in the office might consist of instances such as:

A company making damaging and unfounded allegations, such as claims of theft or incompetence, toward a worker during an efficiency review

A worker spreading out a damaging rumor about another staff member that triggers them to be rejected for a task in other places

A staff member dispersing chatter about a worker that causes other colleagues to avoid them

What Is Considered Employer Retaliation?

It is illegal for a company to penalize an employee for filing a complaint or claim against their company. This is thought about employer retaliation. Although workers are legally safeguarded versus retaliation, it does not stop some companies from punishing a staff member who submitted a complaint in a range of methods, such as:

Reducing the employee’s wage

Demoting the employee

Re-assigning the employee to a less-desirable task

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

Excluding the worker from important work environment 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 should take a prolonged time period off from work.

Under the Family Medical Leave Act (FMLA), employers need to offer unpaid leave time to workers with a qualifying household or private medical circumstance, such as leave for the birth or adoption of an infant or leave to care for a partner, child, or moms and dad with a severe health condition. If qualified, employees 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, employment warranties certain protections to current and previous uniformed service members who may require to be missing from civilian employment for a certain amount of time in order to serve in the militaries.

Leave of lack can be unjustly rejected in a variety of ways, including:

Firing a worker who took a leave of lack for the birth or adoption of their infant without just cause

Demoting a staff member who took a leave of lack to look after a dying parent without just cause

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

Retaliating against a present or former 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 settlement, delayed payment, efficiency bonuses, stock alternatives, executive advantages, severance bundles, and more, granted to top-level management workers. Executive compensation bundles have come under increased examination by regulative firms and shareholders alike. If you deal with a conflict throughout the settlement of your executive pay bundle, our lawyers may have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor attorneys at Morgan & Morgan have actually successfully pursued thousands of labor and employment claims for the people who need it most.

In addition to our successful performance history of representing victims of labor and employment 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), 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 think twice to contact our workplace. To discuss your legal rights and options, submit our totally free, no-obligation case review kind now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal team will collect records connected to your claim, including your contract, time sheets, and interactions by means of e-mail or other work-related platforms.
These documents will assist your attorney understand the level of your claim and develop your case for settlement.

Investigation.
Your lawyer and legal team will examine your workplace claim in excellent information to collect the required evidence.
They will take a look at the documents you offer and may also take a look at work records, contracts, and other workplace data.

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

More Like This

Get a FREE case evaluation today

As the largest individual injury law office in America, Morgan & Morgan has actually recovered over $25 billion. Contact us today for a free case examination.

Free Case Evaluation

I hereby expressly approval to receive automated interactions consisting of calls, texts, emails, and/or prerecorded messages.

By submitting this type, you consent to our Terms & acknowledge our Privacy Policy.

Our Results Who We Remain 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 booked

Social

-.

-.

-.

-.

-.

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

This site is designed to be available to and functional by people with and without impairments. Please contact us if you experience an ease of access or usability concern on this site. Attorney marketing. Prior results do not ensure a similar result.