Labor And Employment Attorneys

Use this form to search the website. Enter your search inquiry and press get in to browse.

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 work attorneys file the most work litigation cases in the country, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, defamation, retaliation, rejection of leave, and executive pay disagreements.

The office must be a safe place. Unfortunately, some workers undergo unjust and illegal conditions by deceitful companies. Workers might not understand what their rights in the office are, or might hesitate of speaking up against their company in fear of retaliation. These labor violations can cause lost incomes and benefits, missed opportunities for improvement, and excessive tension.

Unfair and discriminatory labor practices versus workers can take many forms, including wrongful termination, discrimination, harassment, rejection to provide a sensible accommodation, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other dishonest practices might not understand employment their rights, or might hesitate to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our employment attorneys manage a variety of civil litigation cases involving unjust labor against staff members. Our attorneys have the understanding, devotion, and experience needed to represent employees in a wide variety of labor disagreements. In reality, Morgan & Morgan has been acknowledged for filing more labor and work cases than any other firm.

If you think you may have been the victim of unjust or unlawful treatment in the workplace, call us by finishing our totally free case assessment form.

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

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

How it works

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

Step 1

Submit.
your claim

With a complimentary case assessment, submitting your case is simple 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 take on the case, our team battles to get you the results you should have.

Client success.
stories that inspire and drive modification

Explore over 55,000 5-star reviews and 800 client reviews to discover why people trust Morgan & Morgan.

Results may differ depending upon your particular realities and legal circumstances.

FAQ

Get the answer to typically 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 individuals who have actually been the victim of:

Wrongful Termination.

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

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

Unfair Labor Practices (e.g., rejection of earnings, overtime, suggestion pooling, and equivalent pay).

Misclassification.

Retaliation.

Denial of Leave (e.g. Family and employment 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 factors that are unfair or unlawful. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

There are numerous scenarios that might be premises for a wrongful termination suit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

Firing an employee who won’t do something unlawful for their employer.

If you think you might have been fired without appropriate cause, our labor and employment attorneys may be able to help you recuperate back pay, unsettled incomes, and other types of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job candidate or worker on the basis of race, color, religion, sex, nationwide origin, disability, or age. However, some companies do simply that, resulting in a hostile and inequitable office where some employees are dealt with more positively than others.

Workplace discrimination can take many types. Some examples include:

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

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

Not supplying equal training chances for employees of different spiritual backgrounds.

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

Firing someone based on a protected category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, hazards, 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 abusive workplace.

Examples of office harassment consist of:

Making unwanted comments about an employee’s look or body.

Telling a repulsive or sexual joke to a colleague.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making unfavorable comments about a staff member’s faiths.

Making prejudicial statements about a staff member’s birthplace or household heritage.

Making unfavorable remarks 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 suggests that the harassment results in an intangible change in a worker’s work status. For instance, a worker might be required 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 particular 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 employees.

However, some employers try to cut costs by rejecting employees their rightful pay through sly methods. 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 ill time, rather than overtime pay for hours worked over 40 in a work week.

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

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

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

A few of the most vulnerable occupations to overtime and base pay violations include:

IT employees.

Service specialists.

Installers.

Sales representatives.

Nurses and healthcare workers.

Tipped employees.

Oil and gas field employees.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx drivers.

Disaster relief employees.

Pizza delivery motorists.

What Is Employee Misclassification?

There are a variety of differences between workers and self-employed workers, likewise referred to as independent professionals or experts. Unlike workers, who are informed when and where to work, ensured a routine wage amount, and entitled to worker advantages, to name a few criteria, independent professionals typically work on a short-term, agreement basis with a service, and are invoiced for their work. Independent contractors are not entitled to staff member advantages, and should file and withhold their own taxes, too.

However, employment in current years, some employers have actually abused category by misclassifying bonafide workers as professionals in an attempt to conserve cash and circumvent laws. This is most commonly seen among “gig economy” workers, such as rideshare drivers and delivery motorists.

Some examples of misclassifications include:

Misclassifying a worker as an independent specialist to not have to comply with Equal Job opportunity Commission laws, which avoid employment discrimination.

Misclassifying an employee to avoid enrolling them in a health advantages plan.

Misclassifying staff members to prevent paying out minimum wage.

How Is Defamation of Character Defined?

Defamation is normally defined as the act of damaging the track record of a person through slanderous (spoken) or defamatory (written) remarks. When disparagement takes place in the office, it has the prospective to hurt group spirits, create alienation, or employment even trigger long-lasting damage to a worker’s profession potential customers.

Employers are accountable for putting a stop to damaging gossiping among staff members if it is a routine and recognized occurrence in the office. Defamation of character in the office may consist of instances such as:

An employer making damaging and unproven claims, such as claims of theft or incompetence, towards a staff member throughout an efficiency evaluation

A staff member spreading out a harmful report about another worker that causes them to be declined for a task somewhere else

A worker spreading gossip about an employee that triggers other coworkers to prevent them

What Is Considered Employer Retaliation?

It is illegal for a business to punish a worker for filing a grievance or lawsuit versus their company. This is considered employer retaliation. Although workers are lawfully secured versus retaliation, it does not stop some employers from penalizing a staff member who filed a complaint in a variety of ways, such as:

Reducing the worker’s income

Demoting the worker

Re-assigning the employee to a less-desirable task

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

Excluding the worker from vital workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of lack laws vary from state to state, there are a variety of federally mandated laws that secure staff members who must take an extended period of time off from work.

Under the Family Medical Leave Act (FMLA), employers should offer overdue leave time to employees with a certifying family or specific medical scenario, such as leave for the birth or adoption of a child or leave to look after a spouse, kid, or moms and dad with a major health condition. If certified, staff members are entitled to up to 12 weeks of unsettled leave time under the FMLA without fear of jeopardizing their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees specific securities to present and previous uniformed service members who might need to be missing from civilian work for a certain period of time in order to serve in the armed forces.

Leave of lack can be unfairly denied in a variety of ways, employment consisting of:

Firing an employee who took a leave of lack for the birth or adoption of their baby without just cause

Demoting a worker who took a leave of absence to care for a dying parent without simply cause

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

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

What Is Executive Compensation?

Executive payment is the combination of base money compensation, postponed settlement, efficiency perks, stock options, executive perks, severance packages, and more, granted to top-level management workers. Executive payment bundles have actually come under increased scrutiny by regulatory firms and shareholders alike. If you face a dispute during the negotiation of your executive pay bundle, our lawyers might have the ability to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our successful track record of representing victims of labor and work claims, our labor attorneys also represent workers before administrative firms 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 understand may have been dealt with improperly by a company or another staff member, do not be reluctant to contact our office. To discuss your legal rights and options, fill out our complimentary, no-obligation case review kind now.

What Does an Employment Attorney Do?

Documentation.
First, your designated legal team will collect records associated with your claim, including your agreement, time sheets, and communications by means of email or other job-related platforms.
These documents will help your lawyer comprehend the degree of your claim and construct your case for settlement.

Investigation.
Your attorney and legal team will examine your work environment claim in fantastic detail to gather the needed proof.
They will look at the files you provide and may also take a look at work records, agreements, and other work environment data.

Negotiation.
Your lawyer will negotiate with the defense, outside of the courtroom, to help get you the compensation 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 greatest possible kind.

More Like This

Get a FREE case assessment today

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

Free Case Evaluation

I hereby expressly grant receive automated interactions consisting of calls, texts, e-mails, and/or prerecorded messages.

By submitting this kind, you concur 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 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 places in your location please visit our Office Locations page.

This website is designed to be available to and functional by individuals with and without disabilities. Please contact us if you encounter an accessibility or use problem on this site. Attorney advertising. Prior employment outcomes do not guarantee a comparable result.