Labor And Employment Attorneys

Use this form to search the website. Enter your search inquiry and press go into 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 lawyers file one of the most employment litigation cases in the nation, including those including wrongful termination, discrimination, harassment, wage theft, worker misclassification, defamation, retaliation, denial of leave, and executive pay disputes.

The work environment ought to be a safe place. Unfortunately, some workers are subjected to unfair and illegal conditions by dishonest companies. Workers may not know what their rights in the office are, or might hesitate of speaking out versus their employer in worry of retaliation. These labor offenses can result in lost earnings and advantages, missed out on opportunities for development, and unnecessary tension.

Unfair and prejudiced labor practices versus employees can take many kinds, consisting of wrongful termination, discrimination, harassment, refusal to provide a sensible lodging, denial of leave, company retaliation, and wage and hour infractions. Workers who are victim to these and other dishonest practices may not understand their rights, or might be afraid to speak up against their employer for fear of retaliation.

At Morgan & Morgan, our work attorneys handle a range of civil litigation cases including unjust labor practices against employees. Our attorneys have the knowledge, dedication, and experience required to represent workers in a large range of labor disagreements. In fact, Morgan & Morgan has actually been recognized for submitting more labor and employment cases than any other company.

If you believe you may have been the victim of unfair or unlawful treatment in the work environment, call us by finishing our totally free case evaluation form.

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

Take our FREE test to see if you receive a suit.

How it works

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

Step 1

Submit.
your claim

With a free case assessment, submitting your case is easy with Morgan & Morgan.

Step 2

We take.
action

Our dedicated team gets to work examining your claim.

Step 3

We combat.
for you

If we handle the case, our team fights to get you the results you deserve.

Client success.
stories that influence and drive change

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

Results might vary depending upon your specific realities and legal scenarios.

FAQ

Get the answer to commonly asked questions about our legal services and discover 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, nationwide origin, faith, age, and disability).

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

Unfair Labor Practices (e.g., rejection of incomes, overtime, suggestion 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 release for reasons that are unfair or prohibited. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

There are many circumstances that might be grounds for a wrongful termination suit, including:

Firing a staff member out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you think you may have been fired without appropriate cause, our labor and work lawyers may be able to assist you recuperate back pay, overdue wages, and other types of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is illegal to discriminate against a task applicant or staff member on the basis of race, color, religion, sex, national origin, impairment, or age. However, some companies do just that, resulting in a hostile and inequitable work environment where some workers are treated more favorably than others.

Workplace discrimination can take numerous types. Some examples consist of:

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

Passing over a certified female worker for a promo in favor of a male worker with less experience.

Not providing equivalent training chances for employees of various religious backgrounds.

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

Firing someone based on a protected classification.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, attacks, risks, ridicule, offending jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be thought about workplace harassment. Similar to workplace discrimination, office harassment creates a hostile and violent workplace.

Examples of workplace harassment consist of:

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

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial declarations about an employee’s sexual orientation.

Making unfavorable remarks about a staff member’s faiths.

Making prejudicial declarations about an employee’s birth place or household heritage.

Making unfavorable remarks or jokes about the age of an employee 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 staff member’s employment status. For example, a staff member may be forced to endure sexual harassment from a manager as a condition of their continued employment.

Which Industries Have the Most Overtime and Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) established specific workers’ rights, referall.us including the right to a minimum wage (set federally at $7.25 as of 2020) and overtime spend for all hours worked over 40 in a workweek for non-exempt staff members.

However, some companies attempt to cut expenses by rejecting employees their rightful pay through deceiving approaches. This is called wage theft, and includes examples such as:

Paying a worker less than the federal minimum wage.

Giving a worker “comp time” or hours that can be utilized toward vacation or sick time, rather than overtime pay for hours worked over 40 in a work week.

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

Forcing workers to pay for tools of the trade or other costs that their company must pay.

Misclassifying an employee that ought to be paid overtime as “exempt” by promoting them to a “managerial” position without in fact altering the worker’s task responsibilities.

Some of the most vulnerable occupations to overtime and base pay infractions include:

IT employees.

Service service technicians.

Installers.

Sales agents.

Nurses and health care workers.

Tipped employees.

Oil and gas field workers.

Call center employees.

Personal lenders, home loan brokers, and AMLs.

Retail employees.

Strippers.

FedEx drivers.

Disaster relief workers.

Pizza shipment chauffeurs.

What Is Employee Misclassification?

There are a number of differences between staff members and self-employed employees, also known as independent specialists or experts. Unlike employees, who are told when and where to work, guaranteed a regular wage quantity, and entitled to staff member advantages, amongst other requirements, independent professionals usually deal with a short-term, agreement basis with an organization, and are invoiced for their work. Independent contractors are not entitled to staff member benefits, and need to file and keep their own taxes, as well.

However, recently, some employers have abused category by misclassifying bonafide workers as specialists in an effort to save money and prevent laws. This is most frequently seen among “gig economy” employees, such as rideshare chauffeurs and delivery drivers.

Some examples of misclassifications include:

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

Misclassifying a worker to avoid enrolling them in a health benefits prepare.

Misclassifying employees to avoid paying minimum wage.

How Is Defamation of Character Defined?

Defamation is typically specified as the act of harming the reputation of a person through slanderous (spoken) or false (written) remarks. When libel occurs in the work environment, it has the possible to harm team morale, produce alienation, or even cause long-lasting damage to a worker’s career potential customers.

Employers are accountable for putting a stop to hazardous gossiping among workers if it is a regular and known occurrence in the office. Defamation of character in the work environment might consist of circumstances such as:

A company making harmful and unproven claims, such as claims of theft or incompetence, toward an employee during an efficiency review

An employee spreading out a harmful rumor about another staff member that causes them to be declined for a task in other places

An employee dispersing chatter about a worker that causes other colleagues to prevent them

What Is Considered Employer Retaliation?

It is unlawful for a company to penalize a worker for filing a problem or lawsuit versus their company. This is considered company retaliation. Although workers are legally protected versus retaliation, it does not stop some employers from penalizing a staff member who submitted a grievance in a range of methods, such as:

Reducing the employee’s wage

Demoting the employee

Re-assigning the employee to a less-desirable job

Re-assigning the worker 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 lack laws differ from state to state, there are a variety of federally mandated laws that protect staff members who need to take a prolonged amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers should offer overdue leave time to employees with a qualifying household or private situation, such as leave for the birth or adoption of a child or leave to look after a spouse, kid, or parent with a serious health condition. If qualified, employees are entitled to approximately 12 weeks of unpaid leave time under the FMLA without worry of endangering their job status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, guarantees specific defenses to current and former uniformed service members who may need to be absent from civilian employment for a specific period of time in order to serve in the armed forces.

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

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

Demoting an employee who took a leave of absence to look after a passing away moms and dad 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 an existing or former service member who took a leave of absence to serve in the armed forces

What Is Executive Compensation?

Executive payment is the combination of base cash payment, postponed payment, efficiency bonus offers, stock choices, executive advantages, severance bundles, and more, awarded to top-level management workers. Executive compensation plans have come under increased analysis by regulative companies and investors alike. If you face a dispute during the settlement of your executive pay plan, our lawyers might be able to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective performance history of representing victims of labor and employment claims, our labor lawyers likewise 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 may have been dealt with poorly by an employer or another staff member, do not think twice to contact our workplace. To discuss your legal rights and choices, complete our complimentary, no-obligation case review kind now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal team will gather records associated with your claim, including your contract, time sheets, and interactions through email or other work-related platforms.
These documents will assist your attorney comprehend the level of your claim and build your case for payment.

Investigation.
Your attorney and legal group will investigate your workplace claim in terrific information to gather the necessary evidence.
They will look at the documents you provide and may also look at work records, contracts, and other workplace information.

Negotiation.
Your lawyer will negotiate with the defense, outside of the courtroom, to help get you the compensation you might 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 type.

More Like This

Get a FREE case evaluation today

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

Free Case Evaluation

I hereby expressly authorization to receive automatic interactions including calls, texts, e-mails, and/or prerecorded messages.

By sending this form, 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 scheduled

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 website is developed to be accessible to and usable by people with and without impairments. Please call us if you experience an accessibility or usability issue on this site. Attorney advertising. Prior results do not ensure a similar outcome.