Our careers and jobs are our lifelines. We need to work so we can pay for just about everything we need and want in our lives. This is even more important when you have a family, and they depend on you financially as much as they do emotionally. Getting terminated can be devastating and spark a downward spiral. So, for most of us who value our jobs, we try not to do anything that would be detrimental. Unless there is a contract, many states allow employers to terminate your employment without notice and for any reason. There are, however, limits, and so when an employer exceeds those restrictions, they may have wrongfully terminated your employment. Wrongful termination in Rhode Island and Massachusetts often entitles you to compensation and other remedies.
At ODU Law Firm, our employment attorney in Rhode Island and Massachusetts handles wrongful termination cases. We know the limits of employers' right to terminate and will identify whether your employment has been wrongfully terminated. If so, we will investigate and determine the best course of action. Contact us today at (401) 209-2029 to schedule a free consultation and learn more about why you should choose ODU Law Firm for your wrongful termination case.
What Constitutes Wrongful Termination in Rhode Island and Massachusetts?
Rules, regulations, and laws regarding wrongful termination–also referred to as wrongful dismissal or wrongful discharge–differ somewhat from state to state. However, there are some federal laws that regulate wrongful termination aside from state law.
Wrongful termination typically occurs when:
- The employer violates its own written or verbal policies or stipulations for termination; or
- The employer violates state or federal law via the termination of employment; or
- The employer creates a hostile work environment that leads to constructive termination – where the employee finds the working conditions so intolerable that they are forced to resign.
Most states are at-will employment states. At-will employment means an employer does not need to have a reason to terminate an employee's employment, and vice versa, an employee does not need a reason to quit their job. But even in states where at-will employment is recognized, an employee can still be wrongfully terminated for either of the reasons above-mentioned: violation of employer stipulations or violation of the law.
Examples of Wrongful Termination in Rhode Island and Massachusetts
It can be confusing to know if you were wrongfully terminated or not. Simply because it seems unfair does not mean wrongful. That said, wrongful termination can materialize in several different ways. Here are the most common that occur today.
Breach of Contract
Employment agreements are contracts that contain terms, conditions, and consideration (income, paid time off, retirement, health insurance, etc.) the employee will receive in exchange for their work. In other words, the contract spells out what is expected of the employee in return for their wages and other benefits. These contracts do not have to be written to be enforced. When an employee is wrongfully terminated, that termination may be considered a breach of contract.
Public Policy Violations
Employers are not allowed to terminate an employee when doing so would violate public policy. For example, if an employer directs an employee to perform an act that is illegal, and then fires them for refusing to perform that act, it is a wrongful termination in violation of public policy. Another example could involve an employer barring an employee from joining a union and then firing the person because they joined the union.
Discrimination
When an employee is terminated, or a potential employee is denied a job, due to any of the following reasons, they are the object of employment discrimination.
- Age (over 40)
- Race
- Ethnicity
- Skin color
- Harassment
- National Origin
- Pregnancy
- Disability
- Sex
- Sexual Harassment
- Sexual Orientation
- Gender Identity
- Retaliation
- Religion
- Genetic Information
- Compensation/Equal Pay
These various types of discrimination have been established by the United States Equal Employment Opportunity Commission. Employers cannot terminate an employee or pass over an applicant based on any of the above-bulleted characteristics. Further, some states offer additional protections against discrimination, like protection for military personnel.
Whistleblowing
Employees may sometimes engage in behavior that their employer is not happy about. For example, an employee may become aware of illegal activities being conducted by the company and report those illegal activities to the proper authorities. If the employer retaliates against the employee by firing them for reporting the illegal activities, they are guilty of wrongful termination.
FMLA Violations
The Family and Medical Leave Act (FMLA) is a federal act that provides employees with unpaid, job-protected leave for up to twelve weeks per year. The leave is available for employees suffering from a serious health condition or who need to take time off for certain family-related matters, like giving birth, adopting a child, or caring for a family member with a serious health condition. Employers cannot terminate an employee for exercising the rights given to them under the FMLA. If an employer does terminate a person because they took leave under the FMLA, it is a violation of federal law and likely a violation of state law.
Wage and Hour Disputes
The Fair Labor Standards Act (FLSA) establishes rules for how wages should be paid, including pay for overtime and commissions earned. When an employer terminates an employee for seeking to enforce the rules and regulations set forth by the FLSA, they have engaged in wrongful termination.
Retaliation
Termination can be one means of retaliation. What happens typically is an employer fires an employee who took leave via FMLA, demanded compliance with the FLSA, complained of sexual or racial harassment or complained of discrimination based on any of the protected characteristics above-listed. Retaliation is unlawful and could be a separate claim against the employer in conjunction with discrimination or harassment.
What Should Employees in Rhode Island and Massachusetts Do if Wrongfully Terminated?
Employees who believe they have been wrongfully terminated should take immediate action. Time is of the essence because in these types of cases, you usually have to file an administrative complaint first before a lawsuit, and the former process is very different than the latter process. Plus, the window to file an administrative complaint is a lot smaller than it is to file a lawsuit. Here are a few things you should do if you believe you have been wrongfully discharged from employment in Rhode Island and Massachusetts.
- Be cautious. Employees who have been wrongfully terminated should be careful how they conduct themselves. A former employee should follow through with any requests of the employer to return company property or to leave the premises. Do not retaliate in any way by, for example, damaging company property – it will only reflect poorly on you and harm your chances of a fair and just remedy.
- Get clarification. Employees should ensure the employer clarifies exactly why they terminated the employee. It is best to obtain this reason in writing, when possible. Your employer will not specifically state an unlawful reason, but it is good to set in stone what the “official” reason is.
- Document everything. You should document everything–from the reasons why you believe you were wrongfully terminated to who may have been a witness to any wrongdoing. Try to recall dates, events, names, places, times, etc. If at all possible, preserve any evidence, like emails, text messages, and the like. Even something you think is a minor detail could be significant to your case.
- Review everything. If you think you have a case for wrongful termination, you should review your employment contract, if you have one. Also, make sure you have a copy of the employee handbook and any other information related to your employment.
- Hire an employment law attorney. Hiring an employment lawyer may actually be the first thing you want to do if you believe you were wrongfully discharged from your job. At ODU Law Firm, we can help you take immediate action and preserve as much evidence as we can before it is too late and cannot be recovered. We will help you determine whether you should file a federal or state claim first or do so simultaneously. If you are granted the right to sue, we will begin that process timely and professionally.
Remedies for Wrongful Termination
There are quite a few possible remedies available to a person who has been wrongfully discharged in Rhode Island and Massachusetts. Remedies will be dependent in part on whether you filed a complaint through federal or state agencies or through the court system. Here is an overview of the most common remedies.
- Lost wages. From the time you were terminated to the time trial begins, you can seek compensation for lost wages. If you find a job during that time, compensation for lost wages will be reduced accordingly.
- Lost future earnings. If you cannot find a position or one that pays you comparably, you can seek compensation for this loss of future earnings.
- Lost benefits. If you lost benefits – like paid time off, bonuses, retirement, and more – it can be compensated through economic damages.
- Out-of-pocket expenses. Out-of-pocket expenses include costs associated with things like medical care (e.g., therapy for harassment) or job search (e.g., fees associated with a headhunter).
- Pain and suffering. This type of compensation is known as non-economic and could include anything from mental anguish to a decrease in quality of life as a negative effect of the termination.
- Injunctive relief. The court can order the employer to undertake certain acts, like reinstating you as an employee in your former position or requiring policy and procedure changes to prevent wrongful terminations in the future.
- Attorneys' fees and costs. You can request reimbursement for attorneys' fees and court costs, and if you win, the court can order the employer to pay these costs.
- Punitive damages. Punitive damages are designed to punish egregious or malicious behavior and to prevent the same from happening again. Not all states allow it, and most states cap the amount to be awarded. Speak to our employment lawyer at ODU Law Firm to know if you might be able to sue for punitive damages under your particular circumstances.
Contact an Employment Law Attorney in Rhode Island and Massachusetts Today
At ODU Law Firm, we know that losing a job is hard on its own, but a wrongful termination can make matters worse. Do not hesitate to contact our employment law attorney to discuss your case. We are here to make sure you get just and fair compensation for the wrongful termination you experienced. Contact us by filling out our online form or calling us at (401) 209-2029 to schedule a free consultation.
