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Mistreated on the Job?

Labor and Employment Attorneys

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Were You Treated Unfairly While on the Job?

Morgan & Morgan's employment attorneys file one of the most employment litigation cases in the nation, including those involving wrongful termination, discrimination, harassment, wage theft, worker misclassification, defamation, retaliation, rejection of leave, and executive pay disagreements.

The work environment ought to be a safe place. Unfortunately, some employees are subjected to unjust and unlawful conditions by deceitful employers. Workers may not understand what their rights in the work environment are, setiathome.berkeley.edu or might hesitate of speaking up versus their company in fear of retaliation. These labor offenses can lead to lost earnings and advantages, missed out on opportunities for development, and excessive tension.

Unfair and prejudiced labor practices against staff members can take numerous forms, including wrongful termination, discrimination, harassment, refusal to provide a reasonable lodging, rejection of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices may not understand their rights, or wiki.team-glisto.com may be afraid to speak out versus their company for worry of retaliation.

At Morgan & Morgan, our work lawyers manage a variety of civil litigation cases involving unfair labor practices versus employees. Our lawyers have the understanding, devotion, and experience required to represent workers in a wide variety of labor conflicts. In truth, Morgan & Morgan has been acknowledged for filing more labor and employment cases than any other company.

If you believe you may have been the victim of unfair or allmy.bio illegal treatment in the office, call us by completing our complimentary case examination form.

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FAQ

Get the answer to frequently asked questions 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, nationwide origin, religion, age, and impairment).
Harassment (e.g., Unwanted sexual advances, Hostile Work Environment).
Unfair Labor Practices (e.g., denial of salaries, 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 staff members are release for factors that are unjust or prohibited. This is called wrongful termination, wrongful discharge, or wrongful dismissal.

There are many situations that may be grounds for a wrongful termination claim, consisting of:

Firing a worker out of retaliation.
Discrimination.
Firing a whistleblower.
Firing a staff member who won't do something prohibited for their employer.
If you think you might have been fired without correct cause, our labor and employment lawyers may be able to help you recuperate back pay, unpaid wages, and other kinds of compensation.

What Are the Most Common Forms of Workplace Discrimination?

It is prohibited to discriminate versus a task applicant or staff member on the basis of race, color, religion, sex, national origin, special needs, or age. However, some companies do just that, resulting in a hostile and inequitable office where some workers are dealt with more positively than others.

Workplace discrimination can take numerous kinds. Some examples include:

Refusing to hire someone on the basis of their skin color.
Passing over a certified female staff member for a promotion in favor of a male staff member with less experience.
Not offering equivalent training chances for employees of various spiritual backgrounds.
Imposing task eligibility criteria that deliberately screens out people with specials needs.
Firing someone based on a secured category.
What Are Some Examples of Workplace Harassment?

When employees undergo slurs, assaults, risks, ridicule, offensive jokes, undesirable sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment develops a hostile and abusive work environment.

Examples of office harassment consist of:

Making unwanted remarks about a worker's look or body.
Telling a vulgar or sexual joke to a colleague.
Using slurs or racial epithets.
Making prejudicial statements about an employee's sexual orientation.
Making negative comments about a worker's religious beliefs.
Making prejudicial declarations about an employee's birth place or household heritage.
Making unfavorable comments 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 leads to an intangible change in an employee's work status. For example, an employee 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 Minimum Wage Violations?

The Fair Labor Standards Act (FLSA) developed certain workers' rights, 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 employers try to cut expenses by denying workers their rightful pay through deceiving techniques. This is called wage theft, and includes examples such as:

Paying a worker less than the federal base pay.
Giving an employee "comp time" or hours that can be used towards holiday or sick time, instead of overtime spend for morphomics.science hours worked over 40 in a work week.
Forcing tipped employees to pool their pointers with non-tipped workers, such as managers or cooks.
Forcing workers to pay for tools of the trade or other expenses that their company need to pay.
Misclassifying an employee that needs to be paid overtime as "exempt" by promoting them to a "managerial" position without actually altering the employee's job tasks.
Some of the most susceptible occupations to overtime and minimum wage infractions include:

IT workers.
Service service technicians.
Installers.
Sales agents.
Nurses and health care employees.
Tipped employees.
Oil and gas field employees.
Call center workers.
Personal lenders, home mortgage brokers, and AMLs.
Retail employees.
Exotic dancers.
FedEx chauffeurs.
Disaster relief workers.
Pizza delivery motorists.
What Is Employee Misclassification?

There are a variety of differences in between employees and self-employed workers, also referred to as independent specialists or specialists. Unlike employees, who are informed when and valetinowiki.racing where to work, ensured a regular wage amount, and to staff member advantages, among other requirements, independent contractors usually work on a short-term, agreement basis with a service, and are invoiced for their work. Independent professionals are not entitled to worker advantages, and need to file and withhold their own taxes, too.

However, over the last few years, some companies have abused category by misclassifying bonafide staff members as contractors in an effort to save money and circumvent laws. This is most typically seen among "gig economy" workers, such as rideshare drivers and delivery chauffeurs.

Some examples of misclassifications consist of:

Misclassifying a worker as an independent professional to not need to adhere to Equal Employment Opportunity Commission laws, which prevent work discrimination.
Misclassifying an employee to avoid enrolling them in a health benefits plan.
Misclassifying workers to avoid paying base pay.
How Is Defamation of Character Defined?

Defamation is typically defined as the act of damaging the reputation of an individual through slanderous (spoken) or disparaging (written) comments. When libel happens in the workplace, it has the potential to damage group morale, produce alienation, and even cause long-lasting damage to a worker's profession prospects.

Employers are accountable for stopping harmful gossiping amongst workers if it is a routine and known occurrence in the workplace. Defamation of character in the office may include circumstances such as:

A company making damaging and unfounded accusations, such as claims of theft or incompetence, towards a worker during an efficiency review
An employee spreading out a hazardous report about another employee that triggers them to be declined for a job 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 company to penalize a worker for filing a problem or lawsuit versus their employer. This is thought about company retaliation. Although employees are legally safeguarded against retaliation, it doesn't stop some companies from penalizing an employee who filed a grievance in a variety of methods, such as:

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

While leave of absence laws vary from state to state, there are a variety of federally mandated laws that safeguard workers who must take an extended amount of time off from work.

Under the Family Medical Leave Act (FMLA), employers must provide unsettled leave time to workers with a qualifying family or individual medical situation, such as leave for the birth or adoption of a child or leave to care for a spouse, child, or moms and dad with a severe health condition. If qualified, staff members are entitled to up to 12 weeks of unpaid leave time under the FMLA without fear of jeopardizing their task status.

The Uniformed Services Employment and Reemployment Rights Act (USERRA), on the other hand, warranties particular defenses to current and former uniformed service members who might require to be absent from civilian work for a certain amount of time in order to serve in the militaries.

Leave of absence can be unjustly denied in a number of methods, trademarketclassifieds.com including:

Firing a staff member who took a leave of lack for the birth or adoption of their child without just cause
Demoting an employee 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 just cause
Retaliating versus a present or previous service member who took a leave of absence to serve in the armed forces
What Is Executive Compensation?

Executive compensation is the mix of base money compensation, deferred settlement, performance bonuses, stock alternatives, executive perks, severance bundles, and more, granted to high-level management workers. Executive compensation packages have actually come under increased examination by regulatory agencies and shareholders alike. If you deal with a conflict during the settlement of your executive pay bundle, our attorneys may have the ability to help you.

Why Should I Contact a Morgan & Morgan Employment Attorney?

The employment and labor lawyers at Morgan & Morgan have effectively pursued countless labor and employment claims for individuals who need it most.

In addition to our effective performance history of representing victims of labor and work claims, our labor attorneys 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 someone you know may have been dealt with improperly by a company or another staff member, do not be reluctant to call our office. To discuss your legal rights and options, submit our free, no-obligation case review type now.

What Does a Work Attorney Do?

Documentation. First, your assigned legal group will collect records connected to your claim, including your agreement, time sheets, and communications through email or other job-related platforms. These files will help your attorney comprehend the level of your claim and construct your case for settlement.

Investigation. Your attorney and legal group will examine your work environment claim in terrific detail to gather the required proof. They will look at the documents you provide and might also take a look at employment records, agreements, and other office information.

Negotiation. Your attorney will work out with the defense, beyond the courtroom, to assist get you the settlement you may be entitled to. If settlement negotiations are unsuccessful, your attorney is prepared to go to trial and present your case in the strongest possible type.

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