How to Handle Wrongful Termination
Wrongful termination is a serious concern for many employees who believe they were let go from their jobs without just cause. When you’re working in Connecticut, it’s important to understand the legal rights and steps you can take if you suspect wrongful termination.
We'll guide you through what wrongful termination means, how to identify it, and how to approach the situation. James S. Brewer, Attorney at Law has helped many clients protect their employment rights at our firm in Hartford, Connecticut for years. We're here to represent your best interests.
What Is Wrongful Termination?
Wrongful termination occurs when an employee is fired or laid off for reasons that violate employment laws or a contractual agreement. In Connecticut, the general rule is that employers can terminate employees "at will," meaning they don’t need a specific cause to end the employment relationship.
However, this doesn’t mean that employers have the right to dismiss employees for illegal reasons. There are a few instances where wrongful termination can arise. Some of the more common situations involve discrimination, retaliation, violation of public policy, or breach of a contract.
For example, if an employee is fired due to their race, gender, disability, or for reporting workplace violations, it could constitute wrongful termination. In Connecticut, as elsewhere, employees are protected by both state and federal laws that prohibit such actions. However, before you can take steps to address wrongful termination, it's important to identify whether your firing was indeed unlawful.
Identifying Wrongful Termination
In Connecticut, the law prohibits dismissals based on factors like race, gender, age, national origin, religion, and disability. These protections are outlined in both state and federal employment law.
One of the most common forms of wrongful termination is discrimination. If your employer let you go based on one of these protected categories, you may have grounds for a wrongful termination claim.
Keep in mind that it’s not enough for the employer to simply offer a non-discriminatory reason for firing you—if the real reason for your dismissal was discriminatory in nature, the firing may be considered wrongful.
Retaliation is another common basis for wrongful termination. If you were fired after filing a workplace complaint, reporting harassment, or participating in an investigation into workplace safety or labor violations, your termination may qualify as retaliatory.
In these cases, Connecticut law provides strong protection to employees, allowing them to pursue claims against employers who engage in such unlawful behavior.
Finally, wrongful termination can also arise from violations of public policy. In some cases, an employee may be fired for reasons that contravene public interests, such as being dismissed after serving on jury duty or after taking time off to vote.
Connecticut protects employees from being terminated for engaging in actions that are seen as benefiting society at large, and firing someone for these reasons could qualify as wrongful. So, if you feel you fit into one of these scenarios, it’s important to know your next steps.
What Should You Do If You Believe You Were Wrongfully Terminated?
It’s crucial to act quickly. Connecticut law provides clear timeframes for filing claims related to wrongful termination, and missing these deadlines can result in the loss of your right to pursue legal action. Here are some important steps to follow if you find yourself in this situation.
1. Review Your Employment Contract and Company Policies
If you've a written employment contract, it’s important to review its terms to understand if there are any clauses related to termination. In some cases, a contract may stipulate the conditions under which you can be fired or require certain steps to be taken before termination.
Even if you don’t have a written contract, your company’s employee handbook or internal policies may contain guidelines about acceptable grounds for termination. These documents can serve as important evidence if you need to pursue a wrongful termination case.
2. Document Everything
Keeping a detailed record of events leading up to your termination is crucial. This documentation can serve as key evidence in your case. Write down the dates of any incidents that might have contributed to your firing, including meetings with supervisors, warnings, or any behavior that you believe was discriminatory or retaliatory.
If there were any witnesses to these events, be sure to note their names as well. You may also want to save any written communications from your employer, such as emails or memos, that can support your claim.
3. Understand Connecticut’s Employment Laws
While Connecticut follows the general principle of “at-will” employment, meaning employers are free to fire employees without cause, there are significant protections in place to prevent wrongful termination.
The Connecticut Fair Employment Practices Act (CFEPA) provides broad protections for employees, including those in wrongful termination situations. If you believe your firing violated any aspect of employment law, including discrimination or retaliation laws, this statute may apply to your case.
Federal laws like Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) also offer protection from discrimination and retaliation.
4. File a Complaint With the Appropriate Agency
If you believe you’ve been wrongfully terminated, you can file a complaint with the Connecticut Commission on Human Rights and Opportunities (CHRO) or the Equal Employment Opportunity Commission (EEOC). Both agencies handle claims related to discrimination, harassment, and retaliation.
The CHRO has specific procedures for filing complaints related to wrongful termination in Connecticut. You must file your claim within 180 days from the date of your termination.
The agency will investigate the complaint and may take action to resolve the issue, such as mediating the dispute or issuing a finding in your favor. If you choose to file with the EEOC, the time limit for filing a claim is 300 days from the termination date.
5. Consider Legal Action
If your case isn’t resolved through a state or federal agency, or if you’re not satisfied with the results, you may want to consider filing a lawsuit against your employer. Before taking this step, it’s highly advisable to consult with an experienced wrongful termination attorney.
A lawyer can help you evaluate the merits of your case, discuss the potential outcomes, and guide you through the process of filing a lawsuit. While filing a lawsuit can be a lengthy and costly process, it can also be the best way to hold an employer accountable if wrongful termination occurs.
Connecticut law provides employees with the right to seek damages in cases of wrongful dismissal, including back pay, lost benefits, and emotional distress. Your best bet is to work with an experienced attorney from our firm that fully grasps the law so that you can focus on your mental and professional state.
Seeking Support After Termination
Facing wrongful termination can be emotionally and financially challenging. Beyond legal considerations, it's important to take care of your mental and emotional well-being during this time. Being fired unexpectedly, especially under questionable circumstances, can cause stress, anxiety, and confusion.
Seeking support from friends, family, or even a therapist can help you cope as you go through this difficult process. In addition, reaching out to employment support groups or professional networks may provide helpful resources or connections as you seek new employment.
Many organizations also offer resources for individuals involved in wrongful termination claims, including job search tools, career counseling, and advice on next steps. These resources can not only help you get back on the right track, but can help you avoid a similar situation in the future.
Preventing Future Issues
After handling a wrongful termination case, it’s important to take proactive steps to protect yourself in future employment situations. One way to do this is by clearly understanding your rights and obligations in every job you take.
Reviewing company policies, having written agreements, and keeping copies of important communications can help you maintain a record of your employment and make it easier to address issues that may arise.
Additionally, staying informed about changes in employment law—both in Connecticut and at the federal level—can help you better understand your rights. If you’re ever in a situation where you feel you might be at risk of wrongful termination again, having an awareness of the law can give you the tools to prevent or handle such issues early.
Partner With an Experienced Attorney
If you live in Hartford, Connecticut, or throughout the region, including New Haven and Bridgeport, our employment law firm is here to help. Contact James S. Brewer, Attorney at Law today to schedule a consultation.