If you believe you may have been fired or laid off for illegal reasons, please contact an employment litigation lawyer Washington, D.C. residents trust. Whether you are an at-will employee or not, the law protects you from being terminated under certain conditions. This area of law is very complex and circumstance-specific. Therefore, it’s important not to make assumptions about your situation before you’ve spoken with the experienced Washington, D.C. legal team at Eric Siegel Law. When you schedule a case evaluation with our firm, we’ll ask you questions about your situation and provide you with personalized legal guidance accordingly. In the event that you have been terminated wrongfully, we will work hard to ensure that you can see justice done.
Wrongful Termination Litigation – The Basics
In general, it is unlawful for employers to terminate workers, even if they are at-will employees, due to certain discriminatory or retaliatory reasons. It is also illegal to create such a hostile work environment (for discriminatory or retaliatory reasons) that affected employees feel compelled to quit. Therefore, it’s still a good idea to connect with our Washington, D.C. employment litigation lawyer if you quit under your own power because your workplace had become so discriminatory and/or retaliatory that it was no longer bearable to remain employed there.
One of the primary reasons why this area of law is so complex is that wrongful termination protections vary from jurisdiction to jurisdiction. For example, you’ll have different protections as a worker if your employer is based in Maryland than you will if your employer is based in Virginia. Additionally, workers are granted different protections if they are private-sector workers vs. government employees. Once we know more about where you’re from and what your occupation is, we’ll be able to clarify the law that will govern your case.
Legal Assistance Is Available
You don’t need to know for sure that you have grounds to pursue legal action against your employer to explore your legal options. Our case evaluation process is confidential and risk-free. If, after we analyze the potential strengths, weaknesses, consequences, and risks associated with pursuing legal action and you feel that moving forward isn’t the best option for you and your family, know that that decision will always rest wholly and solely with you.
With that said, please avoid accepting any kind of severance agreement, if at all possible, until you’ve spoken with our firm. Accepting an offer may limit your ability to hold your employer accountable for mistreatment. When you ask questions, clarify the law governing your situation, and explore your legal options, you place yourself in a position to make a truly informed decision about your situation moving forward. Please don’t wait. Preserve your options and protect your rights by scheduling a consultation with our firm’s Washington, D.C. employment litigation lawyer today; we look forward to speaking with you.