W e hear it all the time: Due to The Civil Rights Act of 1964, employers can no longer terminate an employee due to age, race, gender, skin color, religion or national origin. And more recently, protections have been put into place to protect against age discrimination. However, sometimes individuals still do get fired for these reasons, but other reasons are given. That is, although their employers were citing lawful reasons for termination, they actually had discriminatory motives.
If you believe your civil rights have been violated, you probably have a lot of questions. You may even question whether your rights have been violated… you just know something didn’t go right. The best thing you can do is to call the Law Office of Terry K. Fleming.
Civil rights are very specific. Only certain rights are protected under the civil rights and anti-discrimination laws. Mr. Fleming can advise you as to what the best course of action is for you. In some cases, he can sit down with the person that violated your rights and their attorney and he can negotiate a settlement agreement without even going to court.
As with anything else, it’s imperative that you act as expeditiously as possible. There is a strict statute of limitations in regards to filing wrong termination claims with the Equal Employment Opportunity Commission (EEOC), which mandates that victims must act swiftly. Mr. Fleming will work to get as much documentation as possible relating to your termination. Cases may be referred to outside counsel.
Some Examples of
Employers or other employees using defamation of character to warrant the dismissal of an employee
Discrimination based on age, race, sex, orientation, religion, or disability (in violation of the Civil Rights Act of 1964)
Wrongful termination in violation of contract agreements
Wrongful termination in violation of the firing procedures as stated by company handbooks, manuals, or in employment contracts
Wrongful dismissal on the grounds of negligent or any undesirable actions that the victim was not responsible for, illegal firing in retaliation to whistle blowing actions, filing worker’s compensation claims, or other act that is within an employee’s legal rights
Wrongful termination through constructive discharge such as making working conditions so intolerable that the average and reasonable employee would refuse to further work at this capacity