Losing your job is a stressful experience, but when that dismissal feels unfair or targeted, it can be devastating. This sense of injustice often signals that your employer may have crossed a legal line rather than just making a tough business decision.
In the state, employers generally have the right to terminate workers at any time. However, they cannot do so for illegal reasons. If you suspect your discharge was against the law, understanding your rights is the first step toward holding your employer accountable.
Discrimination
One of the most common grounds for a wrongful termination claim is discrimination. Under both state and federal law, it is illegal for an employer to fire you based on protected characteristics. This includes your race, religion, gender, age, disability or pregnancy status.
For example, you were performing your job duties successfully but your employer still fired you. Meanwhile, others outside your protected group kept their jobs. In this scenario, you may have a strong case for discriminatory discharge.
Retaliation
Employers cannot let employees go as a “punishment” for engaging in legally protected activities. This is known as retaliation. For instance, if your manager fired you shortly after reporting sexual harassment or “whistleblowing” on unsafe or illegal company practices, the timing of your firing is highly suspect.
In violation of employment policies
If your employer outlines a specific disciplinary process and then fires you without following those steps, they may have breached an implied or explicit contract. When a company ignores its own termination procedures, it often opens the door for a wrongful discharge claim.
Gather evidence of wrongful termination
If you believe your termination was illegal, you have the right to take legal action. It is wise to save copies of performance reviews, relevant emails and company handbooks that prove your employer deviated from the law or their own rules. Securing this documentation may help you build a compelling case.
