HILTON HEAD LABOR AND EMPLOYMENT LAWYER

Employers must comply with all employment laws and regulations, both federal and state. Illegal employment actions take many forms.

Wage & Hour Laws: State and federal laws dictate, among other issues, how much an employer must pay its employees (including overtime pay), how many hours employees can work without a break, and how much family and/or medical leave must be provided to employees. 

Discrimination: Federal and state laws make it illegal to discriminate against an otherwise qualified employee on the basis of race, color, religion, national origin, age, disability, sex, or sexual orientation, as well as for pregnancy or child-related reasons. The laws apply to every aspect of employment, including offers of employment, promotion/demotion, discipline, and pay and benefits.

Hostile Work Environment: A claim of a hostile work environment typically arises from harassment in the workplace. While the harassment is often sexual in nature, it could be related to any protected class. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Retaliation: Employers are prohibited from retaliating against an employee who reports that employer’s violation of state or federal law or brings a claim to recover damages caused by such violation. Retaliatory conduct may include demotion or failure to promote, termination, denial of benefits, or harassment.

Under certain circumstances, employers must accommodate an employee’s special needs. Failure to provide appropriate accommodations violates the law.

Disability Accommodations: An employer must provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer. A reasonable accommodation is any reasonable change in the workplace environment or procedures that will help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment.

Religious Accommodations: An employer must reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. A reasonable accommodation is any reasonable adjustment that eliminates the employee's conflict between his religious practices and work requirements.

At Morgan & Morgan, we understand that when an employer violates your rights, that can create a financial hardship for you and your family. That’s why we don’t charge any out-of-pocket costs. We work on a contingency fee basis, so we only get paid if your claim is successful.

If you or a loved one are the victim of an employment law violation, contact a Hilton Head labor and employment attorney today.

Morgan & Morgan has been fighting For the People since the firm was founded in 1988. Since then, we’ve won more than $30 billion for our clients. If you’ve been the victim of an illegal employment practice, we’ll fight for you too. Start by completing our free case evaluation form.