After You’ve Been Fired: Was It Illegal?

No one likes to suddenly lose a job involuntarily. Feelings of rejection may soon give way to questions of legality. Did your employer break the law when discharging you? The answer to that question often boils down to the employer’s intent and verifying that intent through a review of evidence.

In a nutshell, it is usually not illegal for an employer to let you go simply because they don’t like you or they have decided to downsize the business. A legitimate business decision is an employer’s prerogative.

When Is An Employer Not Allowed To Let Employees Go?

Illegal reasons for letting employees go, on the other hand, include:

  • The employee’s race or national origin
  • The employee’s religion
  • The employee’s gender or sexual orientation
  • Retaliation after an employee has filed a complaint about the employer or requested or taken time off as allowed by the federal Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA) or the New Parent Leave Act (NPLA)

A careful review of your case may show that your employer did or did not violate federal or state laws when discharging you. Manfred, APC, is ready to evaluate the facts and determine whether you have a cause to bring legal action. If other employees of the same employer have had similar experiences, you may decide to initiate or join a class action lawsuit against that employer in pursuit of justice.

Request A Consultation And Determine The Best Course Of Action

Employment lawyer Manfred Muecke brings more than 18 years of experience to the table. He focuses on advocating for employees, consumers, investors and insurance policyholders. Class actions are often the most promising way forward in a difficult employment law or consumer law matter.

If your employer crossed a line and violated employment laws, you deserve to know that and understand your options. To schedule an appointment with Mr. Muecke, call 619-550-4005 or send an inquiry through this website. Discover the best path to justice in your case.