Were you recently fired or laid off by your employer for reasons you believe may be discriminatory, retaliatory, or otherwise unfair?
You may have grounds to challenge your termination. Lauren Parris Watts is an experienced wrongful termination attorney in Seattle who can advise you of your rights and work on your behalf of a more positive resolution of your employment issue.
What is Wrongful Termination?
Wrongful termination occurs when an employer ends employment for reasons that are unlawful, contrary to the terms of an employment contract, or are inconsistent with public policy.
What Qualifies As Wrongful Termination?
Wrongful termination can take place in the form of a firing, as well as a lay off or a reduction in force. However, employers are entitled to terminate employment for legitimate business purposes or for reasons that are not unlawful.
The list below will help you get a better idea whether your current situation can be classified as a wrongful termination.
You are fired or laid off after making a discrimination complaint to a supervisor or human resources.
You are fired or laid off after making the employer aware of a medical condition.
You are laid off while out on protected leave.
Your employer prematurely ends your employment despite the existence of an employment contract.
Lauren Parris Watts
Wrongful Termination Attorney
Lauren counsels clients who have been wrongfully terminated by their employer. Many of Lauren’s clients are interested in early resolution and hire Lauren to partner with them in negotiating a more fair resolution. However, Lauren also represents clients in lawsuits when pre-litigation negotiations prove to be unsuccessful.
Wrongful Termination FAQs
Was I wrongfully terminated when my employer laid me off while I was out on FMLA leave?
You may have a claim for wrongful termination depending on the reason why your employer laid you off. While your job is generally protected while out on FMLA (or other protected) leave, your employer is still permitted to make a reduction in force if there is a legitimate business need. Important factors to consider when determining whether an employer had a legitimate business need to eliminate your position include but are not limited to who was impacted by the reduction in force, is there any commonality between those laid off, was business slow, or has the employer made any recent hires or taken any other action inconsistent with the alleged need to eliminate your position.
A few months ago I reported my supervisor for violation of our anti-discrimination policy...
Your termination may have been retaliatory. The law protects you from retaliation when you report discrimination, even if your report is later determined to be unfounded. If your supervisor terminated you because you filed a report, you likely have a claim for wrongful termination.
I was recently diagnosed with cancer and told my supervisor...
If your employer eliminated your position because of your medical diagnosis or your need to take leave, you have a claim for wrongful termination. Federal, state, and local laws prohibit employers from discriminating against employees on the basis of a medical condition, or from retaliating against employees who need to take protected leave related to their medical condition.
I have a three-year contract with my employer that expires next year but was just informed that I am being terminated...
It depends on the terms of your contract. To determine whether your employer can end employment, it’s important to review the terms related to termination. If it’s a termination for cause, you may have a right to a right to cure any perceived deficiencies. If it’s termination without cause, you may have a right to dispute their actions.