Most employees in San Diego understand that they are hired on an "at-will" basis, that is, either party can terminate the employment relationship at any time without cause. This rule, however, has a several important exceptions that limit the employer's right to unilaterally fire at-will employees.
No one in California enters a new job thinking about what could happen if they are fired. Most people go into a new job full of optimism. However, unless an employee is afforded certain protections by an employment contract, the only thing that stands between an employee's livelihood and an employer acting illegally is state and federal employment laws. When employees in California believe they have been wrongfully terminated from employment, they may need to turn to these laws to determine their options.
In the recent past in California and throughout the country, most people were just happy to have a job during the so-called "Great Recession." Now, the economy is doing so well that some reports state that there are more jobs available than there are employees to fill them. But, the strength of the economy is no reason for employees to suffer abuses of employment laws from their employers.
For some workers in San Diego, there is often a choice between following the law and doing what the employer wants. If the worker decides to adhere to the law, he or she runs the risk of facing some form of retaliation by the employer. That can even lead to dismissal. This is even worse when the employer is a government agency. When this happens, people might believe they have nowhere to turn. Fortunately, they have the right to seek compensation in a legal filing over the mistreatment on the part of their employers.
The ability to provide for your family and earn a livelihood is important to everyone, which is why if you have been fired it can understandably cause considerable concern and uncertainty. Those who have been "wrongfully terminated" may wonder what legal resources are available to them. Wrongful termination laws can apply in a variety of circumstances and protect workers who have been fired in certain circumstances that may be illegal.
If you've been fired from a job there are some important things to think about in determining whether or not you may have been wrongfully terminated. Not every firing is a wrongful termination. However, if you feel you may have been the victim of a wrongful discharge, there are several ways to determine if you might have a claim against your employer.
Employees in San Diego and throughout California are shielded from the prospect of employers mistreating them, subjecting them to retaliation and any other violation of employment law. While treatment of workers is prominent in the news today and steps are taken to ensure they do not face such issues as wrongful termination based on their age, race, gender, national origin, sexual orientation or because of a medical issue or condition and more, it still takes place. If an employer commits a legal violation, the employee has the right to seek compensation in a lawsuit.
It's quite normal when you are fired to feel that it was wrong for your employer to let you go, particularly where you have questions and are unsure of the employer's reasons for firing you. But did your employer act improperly, perhaps even illegally?
Obtaining and maintaining a job is important for residents in California and elsewhere. While it might be a long-term position, contract position or a temporary job, when individuals are hired, they have certain rights in the workplace. One of these rights is to not be terminated for an unlawful reason. Unfortunately, employees sometimes feel that they were fired or laid off unlawfully.
When people think of gender discrimination, they may assume that it is women being discriminated against. However, gender discrimination can involve people of all genders and, like many forms of wrongful termination, can affect just about any working person at any level of their profession. A Southern California employment law attorney can help in cases of suspected wrongful termination.