Use this kind to search the website. Enter your search inquiry and press enter to browse.

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 Firm ™.
- 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, including those including wrongful termination, discrimination, harassment, wage theft, staff member misclassification, libel, retaliation, denial of leave, and executive pay disagreements.

The office needs to be a safe location. Unfortunately, some workers undergo unfair and prohibited conditions by unscrupulous companies. Workers might not understand what their rights in the workplace are, or may hesitate of speaking up against their company in fear of retaliation. These labor violations can result in lost earnings and benefits, missed chances for advancement, and excessive stress.

Unfair and prejudiced labor practices against staff members can take many forms, including wrongful termination, discrimination, harassment, rejection to provide an affordable lodging, denial of leave, company retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices might not understand their rights, or might hesitate to speak out against their company for fear of retaliation.

At Morgan & Morgan, our employment attorneys handle a range of civil lawsuits cases involving unfair labor practices against staff members. Our lawyers possess the understanding, commitment, and experience needed to represent employees in a large range of labor conflicts. In truth, Morgan & Morgan has been acknowledged for filing more labor and employment cases than any other firm.

If you believe you may have been the victim of unfair or employment illegal treatment in the work environment, call us by completing our totally free case evaluation type.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you get approved for 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 free case assessment, sending your case is easy with Morgan & Morgan.


Step 2

We take. action

Our dedicated group gets to work examining your claim.


Step 3

We fight. for you

If we handle the case, our team battles to get you the outcomes you deserve.


Client success. stories that influence and drive modification

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

Results might vary depending on your particular facts and legal situations.


FAQ

Get responses to commonly asked concerns about our legal services and discover how we may 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, color, harassment, national origin, religion, age, and special needs).
Harassment (e.g., Sexual Harassment, Hostile Work Environment).
Unfair Labor Practices (e.g., rejection of earnings, overtime, pointer pooling, and equal pay).
Misclassification.
Retaliation.
Denial of Leave (e.g. Family and Medical Leave Act).
Reemployment Rights Act (USERRA).
Americans with Disability Act declares.
Executive Pay Disputes.
What Constitutes Wrongful Termination?

Sometimes workers are let go for reasons that are unfair or unlawful. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be premises for a wrongful termination lawsuit, including:

Firing a worker out of retaliation.
.
Firing a whistleblower.
Firing a staff member who won't do something prohibited for their company.
If you think you may have been fired without appropriate cause, our labor and work attorneys may have the ability to assist you recuperate back pay, overdue salaries, and other types of payment.

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

It is prohibited to victimize a job candidate or worker on the basis of race, color, religious beliefs, sex, national origin, impairment, or age. However, some employers do simply that, resulting in a hostile and inequitable workplace where some workers are treated more favorably than others.

Workplace discrimination can take numerous forms. Some examples include:

Refusing to employ someone on the basis of their skin color.
Passing over a certified female employee for a promotion in favor of a male staff member with less experience.
Not offering equivalent training opportunities for staff members of different religious backgrounds.
Imposing task eligibility requirements that intentionally evaluates out individuals with disabilities.
Firing somebody based on a safeguarded classification.
What Are Some Examples of Workplace Harassment?

When workers undergo slurs, assaults, dangers, ridicule, offending jokes, unwanted sexual advances, or spoken or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment produces a hostile and abusive workplace.

Examples of work environment harassment include:

Making unwanted comments about an employee's look or body.
Telling a vulgar or sexual joke to a colleague.
Using slurs or racial epithets.
Making prejudicial declarations about an employee's sexual preference.
Making unfavorable comments about a worker's faiths.
Making prejudicial declarations about a worker'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 likewise take the kind of quid pro quo harassment. This suggests that the harassment results in an intangible change in a worker's work status. For example, an employee might be forced to endure unwanted sexual advances from a manager as a condition of their continued work.

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

The Fair Labor Standards Act (FLSA) developed particular workers' 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 employers try to cut costs by rejecting workers their rightful pay through deceitful 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 used towards getaway or employment sick 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 workers to pay for tools of the trade or other expenditures that their company must pay.
Misclassifying an employee that ought to be paid overtime as "exempt" by promoting them to a "supervisory" position without actually changing the employee's job duties.
A few of the most vulnerable professions to overtime and minimum wage violations include:

IT employees.
Service technicians.
Installers.
Sales agents.
Nurses and healthcare workers.
Tipped staff members.
Oil and gas field employees.
Call center workers.
Personal bankers, home loan brokers, and AMLs.
Retail employees.
Exotic dancers.
FedEx chauffeurs.
Disaster relief workers.
Pizza delivery drivers.
What Is Employee Misclassification?

There are a variety of distinctions in between workers and self-employed employees, also known as independent specialists or experts. Unlike staff members, who are told when and where to work, ensured a regular wage amount, and entitled to worker advantages, to name a few criteria, independent professionals generally deal with a short-term, agreement basis with a company, and are invoiced for their work. Independent contractors are not entitled to worker advantages, and should file and employment keep their own taxes, too.

However, in current years, some employers have actually abused classification by misclassifying bonafide employees as professionals in an attempt to save cash and circumvent laws. This is most typically seen among "gig economy" workers, such as rideshare motorists and shipment drivers.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent contractor to not have to adhere to Equal Employment Opportunity Commission laws, which avoid employment discrimination.
Misclassifying a worker to avoid registering them in a health advantages prepare.
Misclassifying employees to avoid paying base pay.
How Is Defamation of Character Defined?

Defamation is generally specified as the act of harming the reputation of an individual through slanderous (spoken) or false (written) comments. When character assassination occurs in the office, it has the potential to harm group spirits, develop alienation, or even trigger long-term damage to an employee's profession prospects.

Employers are accountable for putting a stop to hazardous gossiping among staff members if it is a regular and recognized incident in the workplace. Defamation of character in the workplace might include circumstances such as:

A company making hazardous and unfounded claims, such as claims of theft or incompetence, towards a worker during a performance evaluation
A staff member spreading a damaging report about another worker that triggers them to be denied for a task elsewhere
A staff member dispersing chatter about a worker that triggers other colleagues to avoid them
What Is Considered Employer Retaliation?

It is prohibited for a company to penalize a worker for filing a grievance or claim versus their employer. This is thought about company retaliation. Although workers are legally secured against retaliation, it does not stop some companies from penalizing an employee who filed a complaint in a range of methods, such as:

Reducing the employee's income
Demoting the worker
Re-assigning the employee to a less-desirable job
Re-assigning the worker to a shift that creates a work-family dispute
Excluding the worker from important work environment activities such as training sessions
What If a Business Denies a Leave of Absence?

While leave of lack laws differ from one state to another, there are a variety of federally mandated laws that secure employees who should take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), companies should provide unsettled leave time to staff members with a certifying family or private medical scenario, such as leave for the birth or adoption of a child or leave to take care of a spouse, kid, or parent with a severe health condition. If qualified, workers are entitled to up to 12 weeks of unsettled leave time under the FMLA without worry of threatening their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, assurances particular securities to current and former uniformed service members who may need to be missing from civilian work for a particular time period in order to serve in the armed forces.

Leave of lack can be unjustly denied in a variety of methods, including:

Firing a worker who took a leave of lack for the birth or adoption of their baby without simply cause
Demoting a staff member who took a leave of lack to take care of a passing away parent without just cause
Firing a re-employed service member who took a leave of lack to serve in the armed forces without just cause
Retaliating versus a current or previous service member who took a leave of absence to serve in the militaries
What Is Executive Compensation?

Executive payment is the combination of base cash payment, postponed settlement, efficiency benefits, stock options, executive perks, severance bundles, and more, awarded to high-level management staff members. Executive settlement packages have come under increased analysis by regulative companies and investors alike. If you deal with a dispute throughout the settlement of your executive pay package, our attorneys may be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The work and labor legal representatives at Morgan & Morgan have successfully pursued countless labor and work claims for the individuals who need it most.

In addition to our successful track record of representing victims of labor and employment claims, our labor lawyers likewise represent workers before administrative firms 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 might have been treated improperly by a company or another employee, do not think twice to call our office. To discuss your legal rights and choices, fill out our complimentary, no-obligation case review type now.

What Does an Employment Attorney Do?

Documentation. First, your designated legal team will collect records connected to your claim, including your agreement, time sheets, and interactions via email or other job-related platforms. These documents will help your attorney understand the level of your claim and develop your case for payment.

Investigation. Your attorney and legal group will investigate your work environment claim in excellent detail to collect the needed proof. They will take a look at the files you offer and may also take a look at work records, agreements, and other office information.

Negotiation. Your attorney will work out with the defense, outside of the courtroom, to help get you the settlement 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 type.

More Like This

Get a FREE case examination today

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

Free Case Evaluation

I hereby specifically approval to get automated communications including calls, texts, e-mails, and/or prerecorded messages.

By sending 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 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 full list of locations in your location please visit our Office Locations page.

This site is designed to be available to and functional by individuals with and without disabilities. Please contact us if you encounter an ease of access or usability problem on this website. Attorney marketing. Prior outcomes do not guarantee a comparable outcome.