Some employees have heard the term “wrongful termination” but they do not fully understand its meaning. Now, more than ever, every worker should comprehend their rights when it comes to their employment. Knowing some simple facts might come in handy if you feel your termination was unjust.
Some people have an “at will” relationship with their employer. This means that there is no employment contract, and the employer can fire the employee for any reason except discriminatory or other illegal reasons. When there is a contract between employer and employee, there are certain circumstances and procedures that govern termination.
However, a simple “at will” relationship can become a perceived employment contract and give rise to a wrongful termination. If you have an employee handbook and it contains a disciplinary policy leading up to termination, you might have a claim for wrongful termination if your employer fires you without following the handbook procedures.
Similarly, if your employer verbally tells you that your job is safe and that you will continue to work there, the employer is creating a reasonable expectation of continued employment. If you are terminated shortly thereafter, there is a likelihood that the verbal assurances modified the “at will” relationship.
A successful wrongful termination can hinge on the smallest fact. It is always a good idea to keep all letters, e-mails and other documentation of your employment and performance history.
Have you been unjustly terminated in the past?
Edgar Law Firm – Santa Rosa injury attorneys
