Your job is your lifeline. When you are unjustly fired, you can fight back.
An employment contract is more than a pinkie swear on the playground, and your employer cannot fire you because he or she doesn’t like you – or more specifically, your race, religion, ethnicity, disability, age or national origin. Also, it’s against the law to fire you for being a whistleblower. Some states even have laws against termination based on sexual orientation or identity.
Your first step is to contact Greene & Associates to get the guidance you need to move forward. Our accomplished attorneys have successfully tried cases on both sides of this issue.
Legally speaking, most people are working on an “at-will” basis of employment, meaning that unless they are working under an employment contract or collective bargaining agreement, employees may be hired and fired for almost any reason or no reason, without consequences. Employees are also free to leave a job at will, without reason.
A wrongful termination is often defined as the dismissal of an employee from a job unjustly. Unjust reasons for termination include:
- Discrimination: Federal law prohibits your employer from firing an employee due to the discriminatory features listed above.
- Whistleblowing: Federal law also protects whistleblowers from retaliation from employers as a result of bringing a wrongdoing to the attention of the authorities.
- Termination against public policy: An employer cannot fire employees for their refusal to violate public policy, including actions that would violate the law or harm the public, reporting the employers’ violations of the law, exercising a statutory or constitutional right, or for fulfilling a subpoena or attending a civil deposition.
- Breach of implied covenant of good faith and fair dealing: These situations most often arise when employers are trying to avoid paying large commissions or bonuses, so they fire employees before having to pay them.
Whatever side you’re on, wrongful termination suits are complex, and they require substantial evidence to prove – or disprove – a claim. Therefore, it’s important to hold onto all documentation and evidence surrounding the termination if you can. Read Russell's story and how Angela L. Greene represented him in a successful wrongful termination suit.
At Greene & Associates, we have won significant, six figure verdicts for our plaintiff clients who have suffered as a result of losing a job unjustly. You can fight back, and we’ll lead the charge.