Danbury Wrongful Termination Lawyers
There are situations when employees expect to be fired because of poor performance, but your situation may seem grim if you were terminated in violation of US and Connecticut laws. It is true that the state follows the rule of employment at-will, in which a company has almost unlimited discretion in ending the employer-employee relationship. However, businesses are prohibited from discharging you for unlawful reasons. Statistics from the Equal Employment Opportunity Commission (EEOC) indicate that they do cross the line more often than you think. Of all charges filed in Connecticut, more than 43 percent alleged wrongful termination by an employer.
Fortunately, employees have powerful remedies available under state and federal employment laws. You may be entitled to monetary damages and equitable relief for the losses you sustain through unlawful discharge by an employer. Knowing that your employer has legal backing to defend the allegations, you owe it to yourself to retain skilled representation. Our Danbury wrongful termination lawyers at Carey & Associates P.C. have decades of experience fighting for the rights of employees, so please contact our firm to set up a consultation. An overview about the relevant legal concepts may also be informative.
How Wrongful Termination Cases Work
Many employees will assert that a company acted wrongfully by firing them, but not all terminations give rise to a legal claim for violation of employment laws. There are multiple scenarios that may be grounds for a case:
Termination Based Upon Discrimination
You may have a case if you were discharged because you possess some characteristic protected by the US or Connecticut Constitution, civil rights laws, or other employment statutes. For example, it may be a situation of wrongful termination if you were fired or subject to other adverse employment action on account of:
- Race or national origin;
- Gender, sex, or sexual orientation;
- Religion or creed;
- Age; and
Wrongful Termination as Retaliation
It is also a violation of employment statutes for an employer to terminate a worker who participates in activities that are legal and protected by law, such as:
- Reporting instances of discrimination or harassment in the workplace;
- Filing a charge with the EEOC or the state equivalent, the Connecticut Commission on Human Rights and Opportunities (CHRO);
- Seeking workers’ compensation or unemployment benefits;
- Helping another employee address raise issues of discrimination or harassment;
- Assisting with an official investigation involving your employer.
What You Should Know About Wrongful Termination
Wrongful termination is a commonly used phrase that refers to a variety of circumstances where the employee claims a violation of state and federal anti-discrimination laws, violation of state and federal whistle blower protection laws and breach of employment contracts. You will need to hire an employment attorney to review your factual narrative in order to determine if you have a claim. Carey & Associates, P.C. will investigate your claim and develop a strategy to present the case to the employer in an attempt to reach a resolution. We also develop the case for litigation in the event early settlement discussions fail.
You can do the following things to help develop your case of wrongful termination. First, identify what you believe is the reason why you were wrongfully terminated. This could be sex discrimination (#metoo), race discrimination, age discrimination, religious discrimination and retaliation discrimination for engaging in a protected activity to complain about discrimination to your employer or to state and federal agencies. Your employer may have fired you without cause in violation of your employment contract which states you can only be fired for cause. Your employer will usually give you a reason why you were wrongfully terminated. We always ask prospective clients this question because once the employer provides the reason for their wrongful termination, if they do at all, they are stuck with it throughout the case. The employer’s response is often not coordinated by their legal counsel and can serve as an admission of fact in the case and will never change. Second, you need to write your detailed factual chronological narrative in your own words, don’t worry about sounding like a lawyer. Do not underestimate the œpersuasive power of your own story. We will investigate your narrative and probe deeper to uncover facts you may not have been aware of. Third, gather all your documents, emails, text messages and your memory of verbal discussions you had with coworkers and managers. All of this content must be included in the narrative. Your narrative will become the single source document forming the foundation of your claims in your case.
Legal Help with Wrongful Discharge Claims
There are numerous details and legal requirements involved with pursuing your remedies under state and federal employment laws. Our Danbury wrongful termination lawyers at Carey & Associates P.C. will guide you throughout all stages of the process, including:
- Pre-Filing Tasks and Investigation: It is critical to have solid evidence regarding your employer’s misconduct, so we will conduct an in-depth probe into the circumstances and gather documentation.
- Filing a Wrongful Termination Charge: Our team will advise you on filing with the EEOC, CHRO, or both through their respective work-sharing arrangement. We will ensure accuracy in preparing the forms and including all relevant evidence.
- Administrative Proceedings: Filing a charge is a necessary step after an unlawful discharge, since you are required to exhaust your administrative remedies. During the process, your employer will have the opportunity to respond to your allegations and submit its own evidence. Many cases settle by agreement of the parties at this stage.
- Lawsuit for Wrongful Discharge: If the administrative process does not resolve your claim, your next move will be suing in court to recover damages through a civil lawsuit. Our lawyers have extensive trial advocacy skills, so we are ready to represent you in court.
Compensation for Wrongful Discharge
Employment laws generally aim to put you in the same position you would have been had your employer NOT engaged in illegal misconduct. In some cases, monetary damages will be sufficient as compensation, but equitable relief is also available under certain circumstances. A Danbury wrongful termination attorney can explain how you might qualify for:
- Back and front pay;
- Reimbursement for the value of lost benefits from the date of discharge;
- Attorneys’ fees and court costs;
- Amounts for pain and suffering, in some cases; and
- Reinstatement to your position.
Our Danbury Wrongful Termination Lawyers Support Your Rights
If you were fired under circumstances indicating unlawful discharge, it is critical to consult with a knowledgeable employment lawyer right away. Our team at Carey & Associates P.C. is ready to pursue all available legal remedies for wrongful termination, so please contact our firm. You can schedule a consultation by calling (203) 255-4150 or visiting us online.
- Employment Counseling
- Pregnancy Discrimination
- Disability Discrimination
- Age Discrimination
- Severance Negotiations
- Sexual Harassment & Gender Discrimination
- Connecticut Executive Compensation Lawyers
- Racial Discrimination
- Wage and Overtime Claims
- Sexual Orientation and Transgender (LGBTQ)
- Whistleblower Protection
- Family Medical Leave Act
- Pension and Disability Benefits Litigation
- Employment Defamation
- Religious Discrimination
- Noncompetition and Nonsolicitation Agreements
- Wrongful Termination
- Retaliation Discrimination
Mark and his team at Carey & Associates are incredibly knowledgeable about Employment Law and have walked me through every step of the way. Their approach and guidance has been extremely effective in dealing with my case. They instill a sense of confidence by laying out the facts, caselaw, and risk assessment to help make well informed decisions. I would highly recommend them to anyone looking for an Employment Attorney.
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