Massachusetts is an at-will employment state. This means that employers can fire their employees for just about any reason at all. The key words here, however, are “just about.” There are protected classes that a person can belong in and an employer cannot fire them for being in the protected class. They can, however, fire them for other reasons.
Understanding At-Will Employment
At-will employment means the employer doesn’t have to have a good reason to fire the employees. An employee can be fired because the sky isn’t blue enough, because they were two minutes late just once, or whatever reason the employer gives. Usually, without a just reason, the employer will have to pay unemployment wages for the employee. When a person is part of a protected class, the employer cannot fire them for that reason. The protected classes are race, color, national origin, sex, pregnancy, religion, age, disability, citizenship status, or genetic information. If a person is fired because they are pregnant, and not for other reasons, they might be able to sue the employer for wrongful termination.
Contacting a Lawyer for Help
If a person believes they are part of a protected class and they were fired for this reason, they should contact one of the Wrongful Termination Lawyers Springfield MA as soon as possible to obtain help. The lawyer will work with them to sue the employer for compensation for the wages they will lose as a result of the wrongful termination. The amount the person is going to receive will vary greatly, and it depends on whether or not their lawyer can prove discrimination of a protected class was the reason the person was fired. It’s important to work closely with a lawyer to ensure a good outcome for the case.
Anyone who has been fired and who is wondering if they are eligible for a wrongful termination lawsuit can contact one of the Wrongful Termination Lawyers Springfield MA now to review their case. The lawyer will look over the facts to determine what steps the person should take to sue their former employer. For more information or to speak with a lawyer today, contact Connor Morneau & Olin.
