close

How can we help?

Generic selectors
Exact matches only
Search in title
Search in content

MICHIGAN EMPLOYMENT LAW ATTORNEYS

Protecting the Rights of Michigan Employees

The Michigan employment law attorneys at Fieger Law have won more million-dollar verdicts than any law firm in the U.S. Our world-famous firm has become synonymous with taking on big business and advocating for the abused and unheard.

Has your employer mistreated you? Do their actions contradict what they said in an employee handbook or employment contract? Have you been subject to wrongful discrimination, sexual harassment, or unlawful retaliation and/or termination?

If so, you might qualify for a legal remedy under either Michigan or Federal law.

To determine the full nature and extent of the rights you have under Michigan and Federal employment laws, you should retain the services of a serious Michigan employment law attorney for legal representation.

On this page, you’ll learn more about:

  • Wage and Hour Disputes
  • Employer Retaliation
  • Workplace Discrimination
  • Workplace Sexual Harassment
  • Wrongful Termination

For more information, call Fieger Law at (800) 294-6637 to explore your legal options today.

Why Call Fieger Law?

Hundreds of Millions of Dollars Recovered for Clients

Sexual harassment, discrimination, unjust termination—these are just a few of the abuses that employers inflict upon their employees. In most cases, it’s a violation of your civil rights and it’s not acceptable.

Geoffrey Fieger and the employment law attorneys at Fieger Law don’t tolerate these types of abuses, and neither should you. We have represented hundreds of workers whose civil rights were trampled upon in the name of corporate greed and profits. We fight for the truth and we win.

Our Michigan Employment Law Attorneys Protect Your Rights

Employment laws are intended to keep employees safe and make sure they are treated fairly. These employment laws began in the early 20th century and have continually expanded and evolved in an effort to create safe working environments, non-discriminatory hiring practices, a minimum wage, and more.

Millions of workers benefit from these laws, but they aren’t always observed or followed by their employers. And when workers are victimized by greedy employers, they need experienced advocates on their side to help them get the money they’re owed.

Our firm can help you with many employment law issues, including:

  • Minimum wage violations
  • Wrongful termination
  • Employment contracts
  • Sexual harassment
  • Discrimination (gender, race, religion, age, pregnancy, military service)
  • Fair Employment and Housing Act (FEHA) violations
  • Retaliation and whistleblowing
  • Overtime pay disputes
  • Workplace violence
  • Family Medical Leave Act (FMLA) violations
  • Unfair or unenforceable non-compete contracts
  • Required Tip Sharing
  • Forced to work off the clock
  • Misclassified as an independent contractor
  • Improperly paid by the job/piece/install

Whether you are transitioning to a new job, leaving an old job, or simply encountering unfair changes in your employment, the team at Fieger Law will protect your civil rights.

Call 1-800-A-WINNER for a free consultation or fill out our online case submission form.

Wage and Hour Dispute Lawsuits

In many employment lawsuits, employees or former employees are entitled to back pay for any money rightfully owed to them by an employer. This is especially common in minimum wage and overtime disputes.

Tip Pooling

Tip pooling is common in the restaurant industry, but it also occurs in any industry where tipping is common. It’s when employees put their tips in a pool, which is then distributed to a larger group of workers.

Under the Fair Labor Standards Act, tip pooling is only legal when the pool includes employees who customarily and regularly receive tips. That means tip pooling can’t include managers, dishwashers, cooks, or janitors. Employers are also required to tell workers of tip pool contribution requirements.

Though the above practices are illegal, they are far too common in the service industry. In some cases, they happen at large chain restaurants located throughout the U.S.

Truck Drivers Misclassified as Independent Contractors

In the trucking industry, misclassification of workers is a serious problem. Trucking companies save costs when they classify drivers as contractors instead of employees. That’s because they aren’t legally required to offer the same pay and benefits to contractors as they are to employees.

Though establishing misclassification in the trucking industry can be complex, the Department of Labor says that one of the biggest factors determining whether a driver is a contractor or an employee involves determining the economic dependence of the driver on a company that gives them work.

Typically, employees are workers who follow the “usual path of an employee” and are dependent on the business they serve. The Supreme Court considers the following six factors important when determining the appropriate classification of a worker:

  1. The extent to which the worker’s services are an integral part of the employer’s business.
  2. The permanency of the relationship between the worker and the company. For truck drivers, this might include how long they’ve worked for the trucking company.
  3. The amount of the worker’s investment in facilities and equipment. In the case of truck drivers, that might also include the investment in the vehicle or vehicle components.
  4. The nature and degree of control by the company versus that of the driver.
  5. The worker’s opportunities for profit and loss.
  6. The level of skill required in performing the job and the amount of initiative, judgment, or foresight in open market competition with others required for the success of the claimed independent enterprise.

As you can see, truck drivers often exhibit attributes of an employee, though they’re often classified as independent contractors. This leads an untenable work environment where trucking companies get the perks of having an employee without the costs of paying them adequately.

Minimum Wage Violations

Your employer is required to pay you either the federal or state-mandated minimum wage, whichever is higher. Workers in Michigan older than 18 are entitled to at least $9.65 per hour. Even full-time salaried workers must have an annual pay that satisfies the minimum wage when accounting for a 40-hour work week.

Overtime Violations

Whether you are salaried or hourly, if you work longer than 8 hours in a day, 40 hours in a week, or more than 7 days consecutively, you are entitled to overtime—period.

You are not required to have “approval” for overtime, nor are employers required to be aware that you worked overtime. As soon as your employer knows that you’ve worked extra hours, you are entitled to extra pay for those hours.

If your employer has refused to pay you your rightful wages, turn to Fieger Law. We’ve taken on big businesses who thought they could get away with cheating their employees. We won’t let that stand—we’ll file a claim to make your employer pay every dime they owe you, as well as potential penalty fees based on how long their violations went unaddressed.

Employer Retaliation

In the U.S., employees are guaranteed many rights. When they exercise those rights, employers can’t retaliate against those employees by firing, demoting, reducing their pay, excluding them from activities or events, or reassigning or rescheduling them in a way that imposes an undue hardship.

Some of the most common types of an employee’s legally protected actions that can result in retaliation include:

  • Refusing to perform illegal activities at the employer’s request, including those that would result in discrimination against another employee
  • Filing for workers’ compensation benefits
  • Being a witness in a lawsuit against the employer
  • Whistleblowing
  • Filing a complaint about discrimination or harassment
  • Asking for a leave of absence under the Family and Medical Leave Act
  • Resisting sexual advances, or intervening to protect others
  • Requesting accommodation of a disability or for a religious practice
  • Asking managers or co-workers about salary information to uncover potentially discriminatory wages

Call 1-800-A-WINNER for a free consultation or fill out our online case submission form.

Discrimination

Workplace discrimination is a common source of employment lawsuits. It may include discrimination against a worker because of their:

  • Sex
  • Age
  • National origin
  • Race
  • Sexual orientation
  • Disability
  • Religion
  • Pregnancy

In practice, workplace discrimination often includes:

  • Refusal to hire
  • Failure to promote
  • Failure to raise pay
  • Termination
  • Failure to provide equal opportunities
  • Having company policies that discriminate against certain groups of workers

Sexual Harassment

Employees and job applicants in the U.S. are protected from harassment based on their sex. Sexual harassment claims often, though not always, involve actions or words that are sexual in nature. That includes:

  • Unwelcome sexual advances
  • Requests for sexual favors
  • Verbal harassment of a sexual nature
  • Physical harassment of a sexual nature

Not all cases of harassment are directly related to sexual advances. Harassment can also include making offensive remarks about a person’s sex. Even teasing or making offhand comments about a person’s sex can be considered illegal if it results in a hostile or offensive work environment or when it results in a negative employee decision, such as demotion or termination.

Wrongful Termination

If you’ve been terminated on illegal grounds, you’re entitled to sue your employer in a wrongful termination lawsuit. Wrongful termination is the most common basis for employment-related lawsuits, and it includes firing someone based on their membership in any protected class (i.e., for having a disability, for being a certain race or gender, for belonging to a certain faith, for reaching a certain age, etc.).

Workers are also protected from termination as a form of retaliation. This includes getting fired for:

  • Reporting an employer’s workplace violations
  • Filing a workers’ compensation claim
  • Suing an employer for discrimination
  • Taking family or maternity leave
  • Filing a sexual harassment complaint

If you’ve been fired following any of the above events, you may have been subjected to wrongful termination. Your employer will never admit their wrongdoing, but Fieger Law knows how to handle big businesses and employers. We will conduct the investigations that reveal your firing for what it is: discriminatory and wrong.

Call 1-800-A-WINNER for a free consultation or fill out our online case submission form.

Contact Our Experienced Michigan Employment Lawyers

An individual’s ability to pursue an honest and decent livelihood is so important that both federal and state laws have established legal standards to make sure employers don’t take advantage of their employees.

At the offices of Fieger Law, we’re passionate about representing employees in Michigan in various employment law matters. We are dedicated to making sure you can earn a decent living, and that your hard work is properly rewarded.

If you or a family member’s civil rights have been violated at work, Geoffrey Fieger and the Michigan employment lawyers at Fieger Law can help.

Call 1-800-294-6637 or tell us about your case using our simple online form. In a free consultation, we can explain your options and tell you how we can help you.

Our Difference

  • Hundreds of Millions
    Won For Our Clients

  • Over a Century
    Of Experience

  • Record-Setting
    Verdicts & Settlements

  • No Fees Unless
    We Win Your Case

FIEGER LAW WILL FIGHT
FOR THE COMPENSATION
YOU DESERVE

When you choose Fieger Law, you are choosing dynamic representation that is backed by generations of experience. Let our seasoned advocates fight on your behalf!

    By submitting this form to Fieger, Fieger, Kenney & Harrington, P.C., I acknowledge and consent that this legal inquiry may be referred to a separate law firm on my behalf or by the authority of the injured party.