The law generally protects workers against grossly unfair treatment by employers. However, employment law tends to be quite nuanced. As a result, employees are not protected against every instance of grossly unfair treatment by their employers. It is therefore important to consult an experienced employment law attorney if you have been subjected to discriminatory treatment on the job or have potentially been the subject of wrongful termination. An attorney will be able to advise you about whether or not you may hold your employer accountable for his or her actions.
For the most part, American employees are hired on an at-will basis. Practically, this status means that employers may terminate employees for a multitude of reasons. However, the at-will status of employees does not entitle employers to behave in discriminatory ways. As a result, employees may generally sue for wrongful termination if their employers fire them for discriminatory reasons or if employees are protected by certain whistle blower provisions.
Numerous classes of protected persons may not be discriminated against in hiring and firing matters. For example, employers may not generally fire individuals due to their race, religion, national origin, age, or gender. Some state laws may also protect individuals from being fired as a result of their sexual orientation or gender identification.
However, even laws aimed at protecting employees from discrimination and retaliation may be nuanced and not apply in every situation. As a result, it is imperative that employees who believe that they have been wrongfully terminated speak with an attorney who understands local and federal law on this issue.
Source: Findlaw Law & Daily Life, “When Can You Sue for Wrongful Termination?” Brett Snider