Labor And Employment Attorneys

Use this type to search the site. Enter your search query and press get in 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 employment attorneys submit one of the most employment lawsuits cases in the country, employment including those involving wrongful termination, discrimination, harassment, wage theft, staff member misclassification, defamation, retaliation, denial of leave, and executive pay disagreements.

The work environment should be a safe location. Unfortunately, some workers undergo unjust and unlawful conditions by unscrupulous companies. Workers may not understand what their rights in the workplace are, or might be scared of speaking up against their company in fear of retaliation. These labor infractions can lead to lost earnings and advantages, missed out on chances for improvement, and excessive tension.

Unfair and discriminatory labor practices versus staff members can take numerous types, including wrongful termination, discrimination, harassment, refusal to offer a reasonable lodging, denial of leave, employer retaliation, and wage and hour offenses. Workers who are victim to these and other unethical practices might not know their rights, or may be afraid to speak up versus their employer for fear of retaliation.

At Morgan & Morgan, our employment attorneys handle a range of civil litigation cases involving unreasonable labor practices against employees. Our attorneys possess the knowledge, devotion, employment and experience needed to represent employees in a wide range of labor disagreements. In fact, Morgan & Morgan has been acknowledged for submitting more labor and work cases than any other company.

If you believe you might have been the victim of unreasonable or prohibited treatment in the workplace, call us by completing our complimentary case examination type.

Discover If You Are Eligible for a Labor and Employment Lawsuit

Take our FREE quiz to see if you receive 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 totally free case evaluation, 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 handle the case, our team fights to get you the outcomes you should have.

Client success.
stories that motivate and drive change

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

Results may differ depending upon your specific realities and legal scenarios.

FAQ

Get responses to frequently asked questions about our legal services and discover how we might assist 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, religious beliefs, age, and special needs).

Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).

Unfair Labor Practices (e.g., rejection of salaries, overtime, suggestion pooling, and equivalent 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 employees are release for factors that are unfair or illegal. This is described wrongful termination, wrongful discharge, or wrongful dismissal.

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

Firing a worker out of retaliation.

Discrimination.

Firing a whistleblower.

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

If you believe you may have been fired without appropriate cause, our labor and work attorneys might have the ability to assist you recover back pay, overdue wages, and other types of settlement.

What Are the Most Common Forms of Workplace Discrimination?

It is unlawful to victimize a job candidate or staff member on the basis of race, color, religious beliefs, sex, nationwide origin, impairment, or age. However, some employers do just that, causing a hostile and inequitable office where some employees are treated more favorably than others.

Workplace discrimination can take many kinds. Some examples include:

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

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

Not offering equal training chances for staff members of different religious backgrounds.

Imposing job eligibility requirements that intentionally evaluates out individuals with impairments.

Firing somebody based upon a secured category.

What Are Some Examples of Workplace Harassment?

When employees undergo slurs, attacks, hazards, 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, workplace harassment creates a hostile and violent workplace.

Examples of work environment harassment include:

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

Telling a repulsive or sexual joke to a coworker.

Using slurs or racial epithets.

Making prejudicial statements about an employee’s sexual preference.

Making unfavorable comments about a staff member’s religious beliefs.

Making prejudicial statements about a staff member’s birth place 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 kind of quid pro quo harassment. This indicates that the harassment leads to an intangible change in an employee’s employment status. For example, an employee might be required to tolerate sexual harassment from a manager as a condition of their continued employment.

Which Industries Have the Most Overtime and Base Pay Violations?

The Fair Labor Standards Act (FLSA) established certain 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 employees.

However, some employers attempt to cut costs by denying employees their rightful pay through deceiving methods. This is called wage theft, and includes examples such as:

Paying an employee less than the federal minimum wage.

Giving a worker « comp time » or hours that can be used towards trip or ill time, instead of overtime spend 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 pay for tools of the trade or other expenditures that their company need 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.

Some of the most vulnerable occupations to overtime and minimum wage violations include:

IT employees.

Service specialists.

Installers.

Sales representatives.

Nurses and healthcare employees.

Tipped workers.

Oil and gas field workers.

Call center employees.

Personal bankers, mortgage brokers, and AMLs.

Retail employees.

Strippers.

FedEx chauffeurs.

Disaster relief workers.

Pizza shipment motorists.

What Is Employee Misclassification?

There are a variety of differences between staff members and self-employed workers, also called independent specialists or consultants. Unlike staff members, who are told when and where to work, guaranteed a routine wage amount, and entitled to staff member advantages, to name a few requirements, independent contractors usually deal with a short-term, agreement basis with a company, and are invoiced for their work. Independent professionals are not entitled to employee benefits, and need to submit and withhold their own taxes, also.

However, in recent years, some companies have actually abused category by misclassifying bonafide workers as specialists in an attempt to save cash and prevent laws. This is most commonly seen amongst « gig economy » workers, such as rideshare chauffeurs and delivery motorists.

Some examples of misclassifications include:

Misclassifying an employee as an independent contractor to not need to abide by Equal Employment Opportunity Commission laws, which avoid employment discrimination.

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

Misclassifying workers to avoid paying base pay.

How Is Defamation of Character Defined?

Defamation is usually specified as the act of damaging the track record of a person through slanderous (spoken) or disparaging (written) comments. When libel takes place in the work environment, it has the possible to damage team morale, develop alienation, or even cause long-lasting damage to a worker’s career prospects.

Employers are responsible for stopping damaging gossiping amongst staff members if it is a routine and known event in the workplace. Defamation of character in the work environment may include instances such as:

A company making damaging and unfounded accusations, such as claims of theft or incompetence, towards a staff member throughout an efficiency evaluation

A worker spreading out a damaging rumor about another employee that triggers them to be rejected for a task elsewhere

A worker dispersing chatter about a worker that triggers other colleagues to prevent them

What Is Considered Employer Retaliation?

It is prohibited for a business to punish an employee for submitting a grievance or lawsuit versus their employer. This is thought about employer retaliation. Although employees are legally secured versus retaliation, it doesn’t stop some companies from penalizing a worker who filed a problem in a range 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 creates a work-family conflict

Excluding the employee from vital workplace activities such as training sessions

What If a Company Denies a Leave of Absence?

While leave of absence laws vary from one state to another, there are a variety of federally mandated laws that safeguard employees who should take an extended time period off from work.

Under the Family Medical Leave Act (FMLA), companies should use unsettled leave time to employees with a qualifying household or specific medical scenario, such as leave for the birth or adoption of a child or leave to look after a spouse, kid, employment or parent 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, warranties particular defenses to present and former uniformed service members who might require to be absent from civilian employment for a particular time period in order to serve in the armed forces.

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

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

Demoting a worker who took a leave of lack to care for a dying moms and dad 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 versus a present or former service member who took a leave of lack to serve in the militaries

What Is Executive Compensation?

Executive compensation is the mix of base cash compensation, postponed payment, efficiency benefits, stock options, executive perks, severance packages, and more, awarded to top-level management workers. Executive settlement have actually come under increased examination by regulatory companies and shareholders alike. If you face a dispute throughout the settlement of your executive pay package, our attorneys might be able to assist you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

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

In addition to our effective performance history of representing victims of labor and work claims, our labor lawyers also represent employees before administrative companies 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 know might have been treated improperly by a company or another worker, do not think twice to contact our workplace. To discuss your legal rights and options, complete our complimentary, no-obligation case review form now.

What Does a Work Attorney Do?

Documentation.
First, your assigned legal group will gather records associated with your claim, including your agreement, time sheets, and communications through email or other work-related platforms.
These files will help your attorney comprehend the degree of your claim and build your case for payment.

Investigation.
Your lawyer and legal group will examine your work environment claim in excellent detail to collect the required proof.
They will look at the files you offer and might also look at work records, agreements, and other workplace data.

Negotiation.
Your attorney will work out with the defense, beyond the courtroom, to assist get you the compensation 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 form.

More Like This

Get a FREE case examination today

As the biggest personal injury law practice in America, Morgan & Morgan has recovered over $25 billion. Contact us today for a complimentary case assessment.

Free Case Evaluation

I thus expressly grant receive automatic interactions including calls, texts, emails, and/or prerecorded messages.

By submitting this form, you agree 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 full list of places in your area please visit our Office Locations page.

This website is created to be available to and usable by people with and without disabilities. Please call us if you come across an accessibility or functionality problem on this site. Attorney advertising. Prior results do not ensure a comparable result.