Before accepting a job it is important to consider how the job stands to benefit you. Make sure that the job pays you at least the minimum wage. You should also examine the job’s overtime compensation policy as well as what kinds of benefits a position will offer you.
Some jobs will offer you the choices of a cafeteria plan style benefits package with Employee Stock Ownership Plans, health insurance, dental plans, or vision coverage. Another important consideration is the retirement compensation offered. Some jobs may offer support for an Individual Retirement Account, while others may give stock options or group 401(k) retirement plans.
An employee may want to quit their job for a number of reasons. Whether to broaden their horizons, to take another job, or to get out of a negative situation, there are some serious considerations for leaving a job. The most important considerations are the continuation of insurance and noncompetition.
A non-competition agreement prevents an employee from taking another job in a company that would put them in competition with their former employer. In general, non-competition agreements prevent an employee from working in a specific industry in a specific geographic area for a specific period of time. Another consideration when leaving a job is how to maintain insurance coverage. Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), a former employee may remain on their employer’s insurance plan, usually at an increased cost.
Wrongful termination is a complex legal topic. While every termination feels wrongful, only a few circumstances make the termination wrongful. Usually, a wrongful termination requires either a breach of contract, a violation of federal law, or execution of constructive discharge.
If an employee has an employment contract that outlines clear grounds for termination and those circumstances are not met, then the termination may be wrongful. If an employee is terminated for discriminatory or union-busting reasons, then the termination may be considered wrongful. Finally, if circumstances are made so objectively awful for an employee that they are forced to quit this is a type of wrongful termination known as a constructive discharge.
The majority of states operate on the presumption that a workplace employs workers at will. This means that unless explicitly stated otherwise in a legally binding manner, an employer can fire an employee for almost any reason. There are exceptions to this rule.
The first exception is if there has been an implied contract. If an employer is found to have formed an implied contract, they will not be able to terminate an employee at will. The second exception is if the employer is firing a protected worker for protected reasons. Some laws such as the Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), or Title VII of the Civil Rights Act of 1964 create protected groups that cannot be discriminated against. If an employer fires someone based on their age, race, sex, religion, or other protected reason, that may be found to be a wrongful termination.
In general, no. Under the Employment Rights Act of 1996, employees are entitled to the protection of their wages. This means that if an employer does not pay an employee the full amount that they are owed on time, they are unlawfully deducting from their employee’s wages. However, if the employee has violated their employment contract, or has not performed their duties as required by the terms of their employment, there may be circumstances in which the employee may not be paid.
If you feel that you have been wrongfully terminated, you will need the help of an employment law attorney. An experienced employment law attorney can use their experience, legal expertise, and expert witnesses to get you the best possible outcome for your case. The best place to find an employment law attorney is Attorney at Law.
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