Every employee that goes to work for companies in Fort Lauderdale has the right to expect that the environments in which they perform their jobs will be professional and free of any hostility. If that expectation is not met, then employees should be able to voice their concerns without fear of suffering reprisals. Not only does retaliatory action on the part of an employer enable bad workplace behavior to continue, but it demonstrates an indifference to employee safety in favor of company loyalty.
As you may already know, the state of Florida subscribes to the philosophy of at-will employment, meaning that your employer in Fort Lauderdale can fire you without having to provide you with a reason. This seemingly provides your employer with all of the power in your relationship (although you also benefit from the tenets of at-will employment in that you can leave your job whenever you want). Yet there are certain exceptions to at-will employment that afford you additional protection from being fired for no good reason.
A common response coming from employers in Fort Lauderdale accused of wrongful termination is that the employee involved did not meet the expectations of their position. One might struggle in responding to such a claim because, at face value, it appears to be so subjective. Yet a review of an employee's performance reviews can either prove or disprove such a claim.
Being fired from your job in Fort Lauderdale can be extremely traumatic whose impact can be compounded even further if you are not given a reason for it. You might assume that your employer has to have a reason to fire you, yet that is not the case. Like many states, Florida subscribes to the "at-will employment" doctrine, meaning that your employment is conditional on your employer's will. If you are dismissed, the law does not mandate that your employer provide you with a reason.
Some working environments are so abysmal that an employee would rather quit than put up with them. This is called constructive discharge and employees that resigned because of a toxic workplace may be able to file a wrongful termination claim as a result. The Balance explains constructive discharge and what you can do if it happens to you.
The New York Times recently performed a review involving thousands of pages of public and court records and interviews with dozens of women and their attorneys. According to the Times, the review showed a clear pattern: Many large, prestigious U.S. companies are still systematically discriminating against pregnant women and firing them when they complain.
Not all work environments are warm and supportive. Your boss may try to use fear and intimidation tactics to get the results he wants. However, even in the most difficult workplace scenarios, you’re entitled to certain legal protections—and you shouldn’t be afraid to claim them.
The question posed in our title may seem simple on the surface. Most people can "tell" or they get a gut instinct when they read a wrongful termination story, and they make a determination based on these feelings. Of course, in the eyes of the law, that doesn't cut it. Profound evidence needs to be there to establish a wrongful termination case.
A wrongful termination lawsuit from outside our state of Florida shows the great lengths to which some companies will go to retaliate and punish their employees. The case is out of West Virginia and involves a locomotive company called CSX.
A man who was fired from his position as the director of safety and security at a Mercy hospital in the wake of some employees being injured by patients -- and the Centers for Medicare and Medicaid Services invoking the "immediate jeopardy rule" -- has filed a lawsuit against the hospital for wrongful termination.