Although most employment in the U.S. is “at will” and either the employee or the employer can end employment without giving cause, there are reasons for termination that are legally wrong and can provide the basis for a lawsuit, including:
Violation of an implied contract
To prevent the employee from receiving a benefit they have earned
Labor organizing or unionizing
Refusal to violate public policies (such as commit perjury) or for engaging in an action that is permitted (serving jury duty)
If you think you have been wrongfully terminated, you may be able to bring a wrongful termination lawsuit to recover back pay, front pay, emotional distress, attorney’s fees and possible reinstatement of employment.
At Taylor & Associates, we help workers who are or who may suffer retaliatory action from employers because they have reported on employer violations of laws or ethical practices that led to the government being defrauded of money or sold goods that were substandard. We also handle environmental whistleblower cases.
If you were forced to resign from an illegally hostile workplace after being harassed or discriminated against for your sex, age, race, religious beliefs, or disability; after seeking FMLA leave; or after seeking reasonable accommodation for a disability under the ADA, you may have grounds for a constructive discharge case.
Under the federal Fair Labor Standards Act, nonexempt employees are entitled to the federal minimum wage of $7.25 per hour. Many states, counties, and cities have enacted additional minimum wage regulations, in which case an employee is entitled to the higher minimum wage. If you believe you are being underpaid, contact us today.