Having to comb online ads for a new job is never ideal. When it is your choice, it may prove easier to stomach than if you find yourself fired, especially if you suspect the dismissal is not above board.
Employers still partake in discriminatory practices, even though federal and state laws try and stop it. If you believe your former employer did not have reasonable evidence to fire you, it may result in a discriminatory dismissal.
What is discriminatory dismissal?
Companies make hard decisions every day regarding employees. You may have worked with people who violated a rule or simply did not perform up to expectations. Termination based on these reasons, or others such as not showing up, may prove justified. However, if your dismissal had no discernable motives, you may have cause for a discriminatory dismissal claim. This means the employer used an illegal reason to fire you. Some examples include:
- Pregnancy
- Gender
- Race
- Religion
- Disability
What are the repercussions for an employer?
A company that partakes in discriminatory practices may land itself in hot water. For instance, if you have a reasonable belief that your termination was due to a protected reason, you may file a lawsuit for financial compensation. The company may also face fines and charges by state and federal regulatory agencies, not to mention the bad press that a discriminatory dismissal may generate.
If you have evidence that proves your termination was due to something other than just cause, it may further your case. Getting help navigating this type of situation may prove crucial moving forward.
