The Law Firm of Morgan Rooks PC is dedicated to advocating for the rights of employees.

We are on the employee's side

Whether blue collar or white collar, we represent the workers. We pursue the rights of aggrieved employees who have been:

Wrongfully terminated because of their disability, pregnancy, sex, gender, familial status, gender identification, sexual orientation, religion, national origin, race, age or disability.
Sexually harassed in the workplace or subjected to a sexually hostile work environment, or have been asked for sexual favors in exchange for continued employment, promotions, or other favorable work conditions
Retaliated against for complaining about being discriminated against or for otherwise making protected complaints in the workplace.
Retaliated against for exercising their rights under the Family and Medical Leave Act or state-law equivalents.
Denied the benefits of a reasonable accommodation to perform the essential work functions of their job because of a disability.
Cheated out of wages or denied overtime wages for working more than 40 hours in a one-week period.
Denied the benefit of working in a healthy and safe workplace in violation of OSHA requirements.

Under the Constitution of the United States, and under our public policy, people should have a right to enjoy an equal employment opportunity. Many people, particularly those with disabilities, have faced persistent discrimination throughout their lives, especially when trying to find and maintain employment. The very fact that laws have been made to prohibit discrimination and retaliation is a testament that employers discriminate and retaliate against employees. We are here to help in this ongoing battle.

OUR PROCESS

Employment law exists because employers sometimes act in manners which violate their employees’ legally-protected rights.

The process begins with us intently listening to your story. We’ll ask questions to determine how your employer’s conduct violated your rights. Many times, an employer will treat an employee very unfairly. But, “unfair treatment” does not always mean “illegal treatment.” Using our experience in employment law, we’ll ask pertinent questions to examine your employer’s conduct, and contrast that conduct with applicable statutes, regulations, and case law. After hearing about your experience, and determining if we believe that your rights have been compromised, ignored, or violated, we will initiate communication with the employer to advise them of their violations of your rights under the applicable laws and give them an opportunity to “make you whole” prior to initiating any legal action against them. This includes informing employers about their obligations to preserve evidence and the facts of the case.

Our communication with the employer generally takes the form of a “demand package,” which tells the story of how the employer’s actions violated your rights under the law. We outline the facts, the law, and apply those facts to the law to help the employer understand how your rights were violated. The employer will generally review these documents and respond in the form of an acceptance, a counter offer, or a rejection. We maintain constant communication with you during this negotiation, empowering you with the final decision. We will advise and counsel you, based on our experience, to accept or reject any settlement offer made. Read more

A substantial majority of employment cases are settled prior to filing a lawsuit. If you believe that you have been wrongfully terminated, have had your rights violated, or have otherwise have been discriminated against at your workplace, call the New Jersey Law Firm of Morgan Rooks PC. All calls are maintained in confidence.

New Jersey and Pennsyvania, like many other states are “Employment At Will” States.

This means that an employer can fire an employee for any reason or for no reason at all. Except, however, an employee cannot be fired for an illegal reason. It’s no secret that employees have been mistreated by their employers since the beginning of time. That is why the states and the federal government have enacted labor laws. The mistreatment of an employee is not actionable unless the employer’s mistreatment of an employee is based on that employee’s membership in a protected class. That is, employees are protected from harassment based on their sex, age, race, handicap/disability, national origin, and religion. For example, if an employer harasses an employee or otherwise mistreats an employee because of that employee’s disability or race, that is actionable under the law. For a workplace to be a hostile work environment, the hostility must be based on a protected class. The United States Supreme Court has held that anti-harassment laws, such as Title VII of the Civil Rights Act, are not a civility code. Isolated inappropriate comments, no matter how offensive or rude, generally do not rise to the level needed to bring a claim for a hostile work environment.

The mistreatment of employees is not limited to harassment based on a protected class. Actionable mistreatment also arises when eligible employees are denied their rights under the Family and Medical Leave Act, or when eligible employees are denied overtime compensation for all of the hours that they work above 40 in a week. Mistreatment of employees also exists when an employee is retaliated against by an employer for making protected complaints, such as complaining about illegal harassment or wage violations.

If you believe you are the victim of workplace harassment or retaliation, we invite you to speak to our employment attorneys to evaluate your claims. At the New Jersey Law Firm of Morgan Rooks PC, we focus on every case and every person individually. Because employment claims have certain statutes of limitation, time is of the essence. Don’t delay. Contact us today.

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