When it comes to employment law cases, you want someone fully armed, legally speaking, to evaluate and prosecute employment law cases. Many times an employee calls into our firm, and they have the belief that they have a case worth millions of dollars in compensation because they had been fired unfairly and without notice. Unfortunately, New Jersey, New York and Connecticut have at-will employment laws that mean an employer can usually terminate an employee without cause, and they can do this without the need for a notice. While it’s unfair, it doesn’t make it unlawful.
Usually, you can’t make a claim based on wrongful termination, but you do have cases where you could potentially make a case. For example, employees who belong to a civil service or a union will normally have additional protections that prohibit employers from discriminating against them. When an employer discriminates against them in one of these protected categories, the disgruntled employee could be entitled to compensation. Every case, however, requires careful examination because it depends on the facts. The lawyer will review the case to see if you have a claim for any of the following scenarios:
Our lawyers represent employees in the state and federal courts, and they do this in front of the federal employment agencies. When it comes to the Equal Employment Opportunity Commission, they oversee that equal employment opportunities take place within the federal workplace, and they handle the cases with discrimination and retaliation.
We represent the employees who were wronged in all the proceedings that have to do with EEOC. This means that we look at the administrative hearings, judicial appeals, and we look at the investigations as well. We also litigate based on employees right on the federal and state level. What are the cases where we can help? We can help when you are a federal employee or one of the members from a protected class that has faced discrimination within the workplace.
When you have an employer who wronged you, you have the right to pursue a claim. For example, if they discriminated against you in the workplace, you could have the right to file and pursue a claim for the monetary damages that happened as a result. When the Equal Employment Offices look at issues with discrimination, they look at some of the following possibilities:
Advocating for employees matter because the law will sometimes go in favor of the more powerful without qualified legal representation. We have handled a variety of cases that involve a hostile work environment, sexual harassment, employer reprisal, whistleblower retaliation and wrongful termination claims. Remember, however, that New York, Connecticut and New Jersey differ from some of the other states in the fact that you can unfairly be fired if you don’t belong to a union or something else that protects you.
While every federal agency will have different processes when it comes to handling complaints surrounding EEOC, they all have a legal obligation to act on cases where discrimination happened. Many times discrimination comes in the form of wrongful discharge, disciplinary actions, differential treatment, mistreatment and retaliation for filing claims. Any adverse action that was taken against you unfairly could be grounds for a legal claim. We will discuss the specifics of your case to determine if you have an actual case. The process of EEOC can be somewhat complicated, which is why you must hire lawyers who understand this area of law. They should have a background in representing individuals with these cases, and they should have the litigation skills to negotiate on your behalf. If the offensive behavior was taken on the behalf of an employee, we have an aim to stop it, and if possible, we will seek ways that you can receive compensation for your pain and suffering.
The EEOC will investigate discrimination of any kind because an injustice anywhere is an injustice everywhere. Any type of unfair hiring or firing practice could become legal ground to compensation. Employers could soon find themselves under the authority of the EEOC. Workplace discrimination can also sometimes be more subtle than this. For example, it could involve harassment in the workplace based on religion, nationality or race. Anything that has occurred with regular frequency and creates a work environment that is hostile could be grounds for retaliation. In addition, when an employer retaliates against an employee for filing discrimination charged, the EEOC could be called in to investigate.
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