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Labor and Employment

Employment and Labor Attorneys

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  • $10 Billion+ Won
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Labor and Employment

Morgan & Morgan files the most employment litigation cases in the country, including those involving wrongful termination, discrimination, harassment, wage theft, employee misclassification, defamation, retaliation, denial of leave, and executive pay disputes.

The workplace should be a safe place. Unfortunately, some workers are subjected to unfair and illegal conditions by unscrupulous employers. Workers may not know what their rights in the workplace are, or may be afraid of speaking out against their employer in fear of retaliation. These labor violations can lead to lost wages and benefits, missed opportunities for advancement, and undue stress.

Unfair and discriminatory labor practices against employees can take many forms, including wrongful terminationdiscriminationharassment, refusal to give a reasonable accommodation, denial of leave, employer retaliation, and wage and hour violations. Workers who are victim to these and other unethical practices may not know their rights, or may be afraid to speak out against their employer for fear of retaliation.

At Morgan & Morgan, we handle a variety of civil litigation cases involving unfair labor practices against employees. Our attorneys possess the knowledge, dedication, and experience required to represent workers in a wide range of labor disputes. In fact, Morgan & Morgan has been recognized for filing more labor and employment cases than any other firm.

If you believe you may have been the victim of unfair or illegal treatment in the workplace, contact us by completing our free case evaluation form.

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FAQ

Employment and Labor FAQs

  • Our Process

    1. Documentation

      First, your assigned legal team will gather records related to your claim, including your contract, time sheets, and communications via email or other work-related platforms.

      These documents will help your attorney understand the extent of your claim and build your case for compensation.

    2. Investigation

      Your attorney and legal team will investigate your workplace claim in great detail to gather the necessary evidence.

      They will look at the documents you provide and may also look at employment records, contracts, and other workplace data.

    3. Negotiation

      Your attorney will negotiate with the defense, outside of the courtroom, to help get you the compensation 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 form.

  • What Does Labor and Employment Law Cover?

    Our practice represents individuals who have been the victim of:

    • Wrongful Termination
    • Discrimination (e.g., sex, race, color, harassment, national origin, religion, age, and disability)
    • Harassment (e.g., Sexual Harassment, Hostile Work Environment)
    • Unfair Labor Practices (e.g., denial of wages, overtime, tip pooling, and equal pay)
    • Misclassification
    • Retaliation
    • Denial of Leave (e.g. Family and 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 reasons that are unfair or illegal. This is termed wrongful termination, wrongful discharge, or wrongful dismissal.

    There are many scenarios that may be grounds for a wrongful termination lawsuit, including:

    • Firing an employee 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 proper cause, our labor and employment attorneys may be able to help you recover back pay, unpaid wages, and other forms of compensation.

  • What Are Some Examples of Workplace Harassment?

    When workers are subjected to slurs, assaults, threats, ridicule, offensive jokes, unwelcome sexual advances, or verbal or physical conduct of a sexual nature, it can be considered workplace harassment. Similar to workplace discrimination, workplace harassment creates a hostile and abusive work environment.

    Examples of workplace harassment include:

    • Making unwelcome comments about a worker’s appearance or body
    • Telling a vulgar or sexual joke to a coworker
    • Using slurs or racial epithets
    • Making prejudicial statements about a worker’s sexual orientation
    • Making negative comments about an employee’s religious beliefs
    • Making prejudicial statements about an employee’s birthplace or family heritage
    • Making negative comments or jokes about the age of an employee over the age of 40

    Workplace harassment can also take the form of quid pro quo harassment. This means that the harassment results in an intangible change in an employee’s employment status. For example, an employee may be forced to tolerate sexual harassment from a manager as a condition of their continued employment.

  • What Are the Most Common Forms of Workplace Discrimination?

    It is illegal to discriminate against a job applicant or employee on the basis of race, color, religion, sex, national origin, disability, or age. However, some employers do just that, leading to a hostile and inequitable workplace where some workers are treated more favorably than others.

    Workplace discrimination can take many forms. Some examples include:

    • Refusing to hire someone on the basis of their skin color
    • Passing over a qualified female employee for a promotion in favor of a male employee with less experience
    • Not providing equal training opportunities for employees of different religious backgrounds
    • Imposing job eligibility criteria that deliberately screens out people with disabilities
    • Firing someone based on a protected category
  • Which Industries Have the Most Overtime & Minimum Wage Violations?

    The Fair Labor Standards Act (FLSA) established certain workers’ rights, including the right to a minimum wage (set federally at $7.25 as of 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 denying workers their rightful pay through deceitful methods. 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 used 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 expenses that their employer should pay
    • Misclassifying a worker that should be paid overtime as “exempt” by promoting them to a “managerial” position without actually changing the worker’s job duties

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

  • What Is Employee Misclassification?

    There are a number of differences between employees and self-employed workers, also known as independent contractors or consultants. Unlike employees, who are told when and where to work, guaranteed a regular wage amount, and entitled to employee benefits, among other criteria, independent contractors generally work on a short-term, contract basis with a business, and are invoiced for their work. Independent contractors are not entitled to employee benefits, and must file and withhold their own taxes, as well.

    However, in recent years, some employers have abused classification by misclassifying bonafide employees as contractors in an attempt to save money and circumvent laws. This is most commonly seen among “gig economy” workers, such as rideshare drivers and delivery drivers.

    Some examples of misclassifications include:

    • Misclassifying a worker as an independent contractor to not have to comply with Equal Employment Opportunity Commission laws, which prevent employment discrimination
    • Misclassifying a worker to avoid enrolling them in a health benefits plan
    • Misclassifying employees to avoid paying out minimum wage
  • How Is Defamation of Character Defined?

    Defamation is generally defined as the act of damaging the reputation of a person through slanderous (spoken) or libelous (written) comments. When defamation occurs in the workplace, it has the potential to harm team morale, create alienation, or even cause long-term damage to a worker’s career prospects.

    Employers are responsible for putting a stop to harmful gossiping among employees if it is a regular and known occurrence in the workplace. Defamation of character in the workplace may include instances such as:

    • An employer making harmful and unfounded allegations, such as claims of theft or incompetence, toward an employee during a performance review
    • An employee spreading a harmful rumor about another employee that causes them to be turned down for a job elsewhere
    • An employee spreading gossip about a worker that causes other coworkers to avoid them
  • What Is Considered Employer Retaliation?

    It is illegal for a company to punish an employee for filing a complaint or lawsuit against their employer. This is considered employer retaliation. Although workers are legally protected against retaliation, it doesn’t stop some employers from punishing an employee who filed a complaint in a variety of ways, such as:

    • Reducing the worker’s salary
    • Demoting the worker
    • Re-assigning the worker to a less-desirable job
    • Re-assigning the worker to a shift that creates a work-family conflict
    • Excluding the worker from essential workplace activities such as training sessions
  • What If a Company Denies Leave of Absence?

    While leave of absence laws vary from state to state, there are a number of federally mandated laws that protect employees who must take an extended period of time off from work.

    Under the Family Medical Leave Act (FMLA), employers must offer unpaid leave time to employees with a qualifying family or individual medical situation, such as leave for the birth or adoption of a baby or leave to care for a spouse, child, or parent with a serious health condition. If qualified, employees are entitled to up to 12 weeks of unpaid 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 certain protections to current and former uniformed service members who may need to be absent from civilian employment for a certain period of time in order to serve in the armed forces.

    Leave of absence can be unfairly denied in a number of ways, including:

    • Firing a employee who took a leave of absence for the birth or adoption of their baby without just cause
    • Demoting an employee who took a leave of absence to care for a dying parent without just cause
    • Firing a re-employed service member who took a leave of absence to serve in the armed forces without just cause
    • Retaliating against a current or former service member who took a leave of absence to serve in the armed forces
  • What Is Executive Compensation?

    Executive compensation is the combination of base cash compensation, deferred compensation, performance bonuses, stock options, executive perks, severance packages, and more, awarded to high-level management employees. Executive compensation packages have come under increased scrutiny by regulatory agencies and shareholders alike. If you face a dispute during the negotiation of your executive pay package, our attorneys may be able to assist you.

  • Why Should I Contact Morgan & Morgan?

    The employment and labor lawyers at Morgan & Morgan have successfully pursued thousands of labor and employment claims for the people who need it most. 

    In addition to our successful track record of representing victims of labor and employment claims, our labor attorneys also represent employees before administrative agencies 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 know may have been treated improperly by an employer or another employee, do not hesitate to contact our office. To discuss your legal rights and options, fill out our free, no-obligation case review form now.

Hear From Our Clients

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Georgia J.
General Injury
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Jerri
Unbelievably organized, responsive and probably the most effective process-oriented group of people I've ever seen. Their preparation for mediation and trial is beyond comprehensive. Across two cases and 3 years, not once did anything fall between the cracks. Everyone I came into contact with exemplifies professionalism; they quickly resolved insurance issues and spent time educating me about everything affecting my cases.
Claude M.
Auto Accident
Rupdai
It has been an amazing experience with your law firm. I will be happy to refer any of my family and friends to your law firm. I am very thankful to Sabrina Thornburg and Andrew Felix for everything that they have done on my case. Sabrina kept in touch with me to let me know how everything was going and I am very happy with the service that she and Andrew provided. Your slogan really is true, you are for the people. Thank you.
Mike and Lynette R.
Hurricane Insurance
Alejandro
I was very happy with the communication between the legal counsel and myself. If I had any questions I could leave it if not directly and I would have an answer within 24 hours by either email or a courtesy phone call. Also, the quick resolution of the matter was something I appreciate very much. Needless to say the result was more than expected.
Michele W.
Slip and Fall
Jasmine
I originally hired a different law firm after being involved in a multi-car accident on the interstate, but after a few conversations, arguments, and showing me other cases were more important than mine, I called and hired Morgan & Morgan! That was one of the best decisions I've made as an adult! Not only have they been in contact with me, but they listened and found mistakes in the crash report that the officer didn't want to admit to! I'm beyond thankful!
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