Sam Morgan

Areas of Practice
  • Employment Litigation and Counseling

  • Age, Race, Gender and Disability Discrimination

  • Sexual Harassment

  • Retaliatory Discharge and Whistleblowers

  • Non-Payment of Sales Commissions

  • Non-Compete and Other Restrictive Covenants

  • Employment Contracts

  • Personnel Policies and Practices/Employee Handbooks

  • Severance Agreements

  • Misappropriation of Trade Secrets and Confidential Information

  • Shareholder/Member/Partner Oppression

  • Independent Investigations of Employee Discrimination and Harassment Complaints

  • Arbitration and Alternative Dispute Resolution

  • Neutral Mediation

  • Labor/Management Relations (Collective Bargaining)


Employment relationships are important.


To an individual employee, an employment relationship is typically his or her most important business relationship. For most people, their employment relationship is critical to continuing a career, maintaining health, life and disability insurance, saving for retirement, and having the ability to handle a mortgage and car payment, college tuition and other monthly bills. 

To an employer, employment relationships are crucial to continuing operation of the business. Payroll and employee benefits are typically the two largest expenses affecting the bottom line of an employer’s profit and loss statement. Employee development, productivity and reliability are crucial to the company’s ability to meet its obligations to its customers and clients. In many cases, an employer’s chances of success are directly related to the abilities and performance of its weakest employees.

The termination of an employment relationship is an upsetting event. It can be one of the most upsetting events in an individual employee’s life. Most employers also consider the termination of an employee to be a failure on their part. A failure in the initial hiring decision. A failure in communicating the rules and policies of the company. A failure in training the employee, developing the employee's talents, and in management’s ability to communicate the type of job performance that is expected.

For an employee who believes that he or she was wrongfully terminated from his or her job, a failed attempt to rectify that injustice can be just as upsetting as the termination itself. For the employer that believes it did everything correctly, being served with a wrongful discharge lawsuit can also be upsetting, in addition to being costly. The role of an employment lawyer is to attempt to avoid these upsetting scenarios.


Sam Morgan’s law practice focuses on advising and representing both employees and employers in the broad range of employment law matters that arise under state or federal law. Mr. Morgan’s early days as a lawyer included a stint at a management-side-only law firm, where he learned the nuts and bolts of employment law and developed an expertise in employment litigation. In 1992, Mr. Morgan joined Don Gasiorek, David Kotzian, Pat McCauley and Paul Hines at a large, multi-practice law firm where he expanded his practice to include the representation of individual employees. Since then, Mr. Morgan’s law practice has been a combination of plaintiff’s work - representing individual employees in discharge, discrimination, harassment and wage cases – and management-side advice and counsel and defense work. Along the way, he also expanded into employment-related business litigation, such as minority shareholder oppression litigation.

The development of the Firm's municipal practice led to Mr. Morgan serving as employment counsel for some suburban Detroit municipalities, including collective bargaining and grievance arbitrations, in addition to developing an expertise in public sector wrongful discharge claims involving civil service employees, and claims under the United States Constitution.   The association with Paul Hines and his personal injury litigation practice enabled Mr. Morgan to assist clients who are victims of serious personal injuries or whose family members have suffered a wrongful death.


Mr. Morgan has represented clients in a variety of industries, including the automotive industry, manufacturers’ representatives, the advertising business, banking and financial services, high tech, gaming and casinos, restaurants and hospitality, spirits and wine businesses, healthcare, grocery and retail, construction and local government. While he is located in Michigan, Mr. Morgan has handled cases in several other states.

Honors and Accomplishments
  • Best Lawyers in America, 2006–2020, Employment Law, Individuals, Management & Litigation

  • Michigan Super Lawyers, 2006–2020, Plaintiff’s Employment Litigation

  • Top 100 Michigan Super Lawyers – 2010–2017

  • AV Rating (Preeminent), Martindale-Hubbell 2005–2020

  • Fellow – College of Labor and Employment Lawyers, 2014 Inductee.

  • Fellow - Litigation Counsel of America, 2008–2015

  • DBusiness Top Lawyers

  • Crains Detroit Business Top Lawyers

Memberships and Activities
  • State Bar of Michigan

  • State Bar of Michigan, Labor & Employment Law Section Council

  • National Employment Lawyers Association

  • Novi Chamber of Commerce, Board of Directors/Executive Committee, 2011–present, 
    Chairman, 2014 – present

  • Greater Farmington Area Chamber of Commerce

  • Southern Wayne County Chamber of Commerce

  • Detroit Metropolitan Bar Association

  • Macomb County Bar Association


Detroit College of Law, J.D., 1984
University of Michigan, Ann Arbor, B.A., 1981

© 2019 by Gasiorek, Morgan, Greco, McCauley and Kotzian P.C.

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