Many businesses are adept at firing an employee without providing them with a specific reason for doing so. This can cause uncertainty on your part and make it challenging to ascertain whether your rights under the law have been infringed. Read on to get tips from lawyers Sattiraju & Tharney.
It is a good idea to gather as much information as you can if you suspect unfair termination since it will support your case if you decide to pursue legal proceedings against the company you left in the future.
There are numerous forms of possible proof, including but not restricted to:
- Interaction with other employees: You might have received a quick text from your manager implying that the reason for your termination was a particular incident. Or perhaps a coworker gave you access to a discussion your department held while you were away.
- If you have an employment contract, now is the time to go over it from beginning to end. Any parts pertaining to termination, including those outlining the grounds for termination by your employer, should be carefully read.
- Other decisions made by the employer: For example, you might discover that you ended up being the only one fired, notwithstanding your employer’s claims that your department as a whole was laid off.
Never presume that any bit of proof is insignificant. Keep it close while determining what to do next if it has something related to your termination.
Learn the details of your legal rights and how you can hold your previous employer accountable for breaking the law if you have strong proof that you were unlawfully terminated. It is perfectly acceptable for you to defend yourself during this trying moment.
Frequently, the employer would assert that the basis for the termination was legal, like:
- Poor performance,
- Inappropriate behavior at work,
- Or absences.
Employers hardly ever acknowledge terminating a worker for an unlawful reason. Finding proof that termination was unlawful frequently requires the assistance of a skilled employment lawyer.
The majority of workers are at-will ones. Despite the fact that at-will employees have fewer legal protections and privileges as employees under state or federal law, there are still many instances of wrongful termination involving at-will employees. These consist of:
- Infractions of public policy include lying or making false statements,
- Engaging in fraud or deception,
- Breaking an implied promise of honest and fair dealing,
- And breaking a sworn agreement for continuous employment.
