A termination is considered wrongful if it is done for an illegal reason, such as discrimination, or in retaliation for exercising a workplace right such as applying for workers’ compensation following a work injury.
Some employers attempt to sidestep the law by making workplace conditions so intolerable that the employee is forced to quit. The legal term for this is “constructive discharge.” If your employer forces you to quit, it can still be considered wrongful termination even if the employer technically did not fire you.
The law concerning what you must do to be able to quit and sue your employer is very complicated. We strongly recommend that you speak to a qualified attorney to determine if you will be able to quit and sue, and what steps you must take before doing so. Unfair Termination?
California is an employment-at-will state, and this means companies are generally within their rights to lay people off singly, by the dozens, hundreds or thousands to cut operating costs or for other reasons they are not required to specify. Behind the scenes, however, we know that many people are chosen for layoff because of characteristics that are legally protected — most commonly age or affliction with a medical condition that company decision makers view as costly for them. When this occurs, it may be judged in court or by a mediator as employment discrimination, and that is illegal.
In the Los Angeles metro area or elsewhere in California, we at the Employment Lawyers Group are here to help if you were selected for layoff in violation of state or federal laws. Our focused employment lawyers can make that determination and advise you accordingly based on decades of combined experience. Our successes in mediation, arbitration and courtroom litigation have included many recoveries in excess of $100,000 in wrongful termination and employment discrimination cases on behalf of, for example: