I was fired for forwarding an email deemed offensive Other people have received only reprimands for like offenses.
I believe the termination was personal because the Pres. My sales performance was not in question. Others have numerous formal complaints against them and were ordered to anger mgmt. I knew there was a policy against what I did Do I have a chance at any recourse? Can a company terminate me for accepting a call from and army Sargent about important information. Even though company policy says no phones. He told me that I could actually get all the money I needed by using my home as collateral.
I just helped my mother, age 89, deal with her Medicare HMO. This is because Arizona is an at-will employment state, not because it is a right-to-work state. Stay informed with the Mesch Clark Rothschild email newsletter. The majority of employees are at-will employees, which means their employer may terminate their employment at any time.
In addition, an at-will employee is permitted to leave their employment at any time and for any reason. There are, however, laws that protect employees from improper terminations. If their employer breaks these laws, it is considered wrongful termination.
Pursuant to Arizona employment laws, all Arizona employees work at-will. This means, according to Arizona at-will employment laws, that an employee may be terminated at any time and for any reason. In addition, an employee can be terminated for no reason at all, so long as the reason for termination is unlawful.
There are, however, some exceptions to the at-will employment rule. For example, if an employer in Arizona terminates an employee for a discriminatory reason, a breach of the employment contract, or in retaliation for exercising their rights, the employee may have a legal claim against their employer.
Pursuant to federal employment laws, an employer is prohibited from terminating an employee based on protected characteristics, including:. Pursuant to Arizona labor laws, having the ability to terminate an employee at-will does not mean that an employer can break any laws during the termination process.
Even in an at-will state such as Arizona, an employer may be held liable for wrongful termination. The following aspects of employment may create grounds for a wrongful termination or wrongful discharge claim in Arizona:. Both Arizona state laws and federal laws prohibit an employer from terminating an employee based on certain characteristics. An employer must base their termination decision on other factors, which may include work performance or attendance.
An employee cannot be fired simply because they have a medical condition. In addition, terminating an employee because they are pregnant may be considered wrongful termination. An employer is not permitted to terminate an employee who is simply acting within their legal rights. For example, an employee cannot be terminated for participating in jury duty or for reporting instances of safety violations or harassment in the workplace.
Most employees do not have a contract and are considered at-will. In general, an employer does not have to show cause or establish a reason for firing an at-will employee.
However, laws make it illegal to fire an employee for certain reasons. If you were fired illegally, you may file a wrongful termination lawsuit against your employer. Wrongful termination cases can be complicated and difficult to prove. You need a skilled and experienced employment attorney on your side. Proving a wrongful termination case can be a difficult task. We recommend you take these steps to improve the likelihood of success in your situation:.
At Matt Fendon Law Group, we hear many questions from our clients about their wrongful termination cases. The following are commonly asked questions about wrongful termination.
For more specific answers to your individual questions, please contact us for a consultation and claim review. Employees earn one hour of paid sick time for every 30 hours they work. Eligible workers are entitled to at least 24 hours of paid sick time if the employer has 14 or fewer employees.
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