What to Do if You Believe You Were Fired for A Retaliatory Reason

Your vulnerability to be let go from your work depends to some extent on your job contract. Therefore, if you are let go, you should start by reading through the terms of your employment contract. In some cases, employees are protected from having their employment terminated, and they may be entitled to notice being given or a severance package. In cases where an employee is employed at-will, they may be fired for no reason at all at any time.

While at-will employees can technically be fired without notice at any time, they are legally protected from being fired for a discriminatory or retaliatory reason, as are all employees. If you believe that your firing was a form of retaliation made against you, it is important that you assert your legal rights. The following is an overview of your legal protections from retaliation as an employee or former employee.

Federal Protections in Place Regarding Retaliation

The U.S. Equal Employment Opportunity Commission (EEOC) works to address the issue of retaliation in the workplace. The EEOC laws make it unlawful for employers to retaliate against employees for complaining to a manager or supervisor against discrimination or harassment. An employee is also legally protected against being retaliated against as a result of resisting sexual advances, intervening to protect others and refusing to follow orders that would result in discrimination. As an employee, you also have the right to information about salaries so that you can uncover potentially discriminatory wages, and you should never be retaliated against as a result of doing this.

What to Do if You Believe that You Have Been Retaliated Against

If you believe that the reason you were fired was because of retaliation, it is important that you take action. Doing so may mean that you are able to have your job reinstated or gain damages.

Make sure that you do not delay taking legal action against your employer if you have been retaliated against.

Posted in Employment Law

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