The Business Trial Group handles employment litigation for both businesses and individuals on a contingency-fee basis.
It is imperative to understand your rights as an employee.
Our attorneys have decades of experience working with those who wrongfully lost compensation or commissions. We know how to navigate the nuances often found in employment contracts, employee handbooks, severance agreements, and other employment documents. The Business Trial Group’s track record includes millions of dollars in judgments and settlements in employment-related cases.
Since we represent clients in employment disputes on a contingency-fee model, we charge no hourly fees or expensive retainers. This places the focus where it belongs – on winning your case.
If you believe you have a claim relating to your employment, it is imperative to understand your rights before making any decisions regarding continued employment, accepting a severance package, or other issues.
Employment Lawsuits We Handle
Common employment cases include contract disputes, wrongful termination claims, and compensation and benefits disputes. The Business Trial Group represents businesses and individuals in employment litigation matters that include:
- Breach of employment contract
- Unpaid commissions
- Unpaid executive compensation
- Unlawful appropriation of trade secrets
- Breach of severance agreement
Employment Contract Disputes
Certain states are “at-will” jurisdictions. This means that unless there is a contract in place, an employee is generally free to leave the employer at any time, and the employer can dismiss the employee at any time, without justification.
Even in at-will states, however, it is not permissible for employers or employees to breach the terms of a contract that both parties have agreed to.
Possible employment contract breaches may arise over terms that include:
- Salary and compensation
- Benefits, such as stock-options, retirement plans, and health insurance coverage
- Employee codes of conduct
- Confidentiality agreements
- Non-compete agreements
- Termination policies
When parties file lawsuits related to employment contracts, it is because either the employer or employee has allegedly violated the terms. In most cases, the plaintiff must demonstrate that the contract was breached in a material way, and that there were monetary losses as a result of the breach.
Occasionally, employers have documents, such as employee handbooks, which may be important but not easily accessible. If such a document exists at your workplace, you have the right to access it. Although employees do not always read the full text of employee handbooks, these guides often contain information that can be highly relevant in employment litigation.
It is important to seek attorney representation when facing an employment contract dispute, because it can be difficult to assess whether the contract’s terms were broken and the consequences of any breach.
Wrongful Termination Claims
A contract may specify when an employee can be terminated, for what reasons, and the procedure for doing so. Even in “at-will” situations there are still rules governing why an employee can be terminated.
At-will employees still have rights.
If you have been terminated by your employer and feel that it may have been done in violation of your employment contract, keep records of any correspondence related to your termination, as well as a copy of the original contract itself.
Our attorneys will review the contract and any other relevant documentation to determine your legal options.
Unpaid Compensation Claims
Unpaid compensation claims are a very common type of employment litigation. Some employers attempt to cut corners, save money, or retaliate against employees by denying them their fair compensation. These cases are often prompted by one of the following scenarios:
- The employer did not pay a significant portion of the employee’s salary without lawful justification.
- The employer withheld bonuses when the employee met the criteria for the bonus, as set forth in an employment contract, employee handbook, or another company agreement.
- The employer, without just cause, failed to administer the agreed-upon benefits, or terminated the benefits during the course of employment.
- The employee signed a severance package and the employer failed administer the agreed-upon compensation.
- The employer promised commissions to the employee but failed to pay them out.
Experienced Help for your Employment Dispute
Whether you are getting ready to sign a severance package, feel you may have been wrongfully terminated, suspect that a breach of contract has occurred, or have other employee rights concerns, our experienced Florida employment attorneys will make sure that your employer meets its legal obligations.
The Business Trial Group’s contingency-fee model relieves our clients of the burden of upfront legal costs. This is particularly important in employment disputes, when employers often try to use their financial strength as leverage against employees. We put our financial strength behind your case, because we believe that everyone should be paid fairly for their work.
“The Morgan & Morgan Business Trial Group handled my case against a major security company. I was amazed at the amount I received in the lawsuit. Not only was their research for the case very thorough, their concern for me and all those involved with the case was heartwarming and set me at ease.”
“I obtained excellent service, and my attorneys did everything possible to promptly resolve my case. The lawyers who helped me, Benjamin Webster and Arletys Rodriguez, are excellent professionals with infinite human quality.”
“The Morgan & Morgan Business Trial Group helped our family get through a rough time in representing us on a breach of an oral contract. Our group of lawyers, William and Arletys, were highly professional, knowledgeable, caring, reliable, and very compassionate with all of us, especially to our 92-year-old father.”
de la Paz family
“I want to express my sincere appreciation for representing me in a case against my debtors. Not only were you successful in obtaining an equitable judgment on my behalf, but it was done is such a manner that made it affordable … even for me!”
“I had to reread the documentation to make sure it was not a dream. I cannot thank you enough for handling this to a full-payment settlement. You did a fantastic job in a ridiculous situation.”