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.
While the following story doesn't originate from Fort Lauderdale or Florida, it does involve a wrongful termination lawsuit and some shady circumstances that led to a prosecutor losing his job. The case stems from circumstances that go back seven years in the state of Massachusetts.
Whenever an employee is fired, terminated, or otherwise let go by a company, it is reasonable for the employee to feel kilted and wronged. They may even think that they were fired under dubious or wrongful circumstances. Whether that is true or not, it is important for any employee that is discharged to consider their legal situation.
Whole Foods has been sued by the U.S. Equal Employment Opportunity Commission (EEOC) after they fired a cashier that has a genetic disorder that caused cysts to grow on her kidneys. She had worked at Whole Foods since 2005 and was fired in 2015 after she missed two days of work when she was in the hospital due to her condition. In 2009, she received a kidney transplant to help with the condition.
A former police officer that was fired from his job in April 2015 filed a wrongful termination lawsuit in October of that year against the department for their retaliatory actions. The former officer claims that the police launched an investigation into his personal social connections with the wife of a friend of the city manager. The lawsuit claims that if a supervisor can dictate how an employee spends his or her time in a private, social setting, then it violates his or her First Amendment rights.
A former sales manager at a car dealership recently settled a wrongful termination lawsuit that he filed against the dealership to the tune of $2.1 million. The sales manager, Chris Azzaro, was fired in 2013 and filed his wrongful termination lawsuit two years later in 2015. When he filed the lawsuit, the dealership suddenly accused Azzaro of embezzling $300,000 in company funds. Those criminal allegations would later be dismissed, and Azzaro's lawsuit would be amended to include malicious prosecution on the part of the auto dealership, John Howard Motors.