If you believe you have been wrongfully terminated from your job in Westbury, it is important to understand your rights and the legal options available to you. Wrongful termination occurs when an employee is dismissed from their position in violation of federal, state, or local laws, or in breach of an employment contract. Our firm is committed to helping individuals in Nassau County navigate these complex issues with care and attention.
Employment laws in New York provide protections against wrongful termination based on discrimination, retaliation, and other unlawful reasons. Whether your dismissal involved discrimination due to age, race, gender, disability, or retaliation for whistleblowing, understanding the details of your case is crucial. We strive to offer guidance and support to ensure your rights are upheld throughout the process.
Addressing wrongful termination promptly can protect your financial stability, professional reputation, and emotional well-being. Taking legal action helps hold employers accountable for unfair practices and can result in compensation for lost wages and damages. Additionally, it promotes fair employment practices in the community, ensuring that others are not subjected to similar treatment.
United Legal Fighters is a civil rights law firm based in Buffalo, New York, dedicated to representing individuals facing wrongful termination and employment discrimination. Our team understands the challenges employees encounter and provides personalized attention to each case. We focus on thorough investigation and clear communication to guide clients through every step of the legal process.
Wrongful termination claims arise when an employee is fired in violation of legal protections. This includes termination based on discrimination, retaliation, or breach of contract. Recognizing the basis of your claim is essential for pursuing the appropriate legal remedies. It is also important to document the circumstances surrounding your dismissal to support your case.
Employers must adhere to federal and state employment laws that prohibit firing employees for unlawful reasons. When these laws are violated, affected employees have the right to seek recourse. Understanding the nuances of these laws and how they apply to your situation can help you make informed decisions about your next steps and potential claims.
Wrongful termination refers to a dismissal that breaches legal standards, such as firing based on discrimination related to age, race, gender, disability, or retaliation for reporting unlawful activities. It also encompasses firing in violation of employment contracts or public policies. Identifying wrongful termination involves analyzing the reasons for dismissal and the employer’s adherence to applicable laws.
To establish a wrongful termination claim, it is necessary to demonstrate that the termination was unlawful under the law or breached an agreement. This involves gathering evidence such as employment records, witness statements, and communications. The legal process typically includes filing claims with agencies like the NYS Division of Human Rights or EEOC, followed by possible negotiations or litigation.
Understanding legal terminology can help clarify the wrongful termination process. Below are some important terms you may encounter during your case.
A dismissal from employment that violates laws or contracts, such as firing based on discrimination, retaliation, or without just cause under an employment agreement.
Adverse action taken by an employer against an employee for engaging in legally protected activities, like reporting discrimination or unsafe working conditions.
Unfair treatment of an employee based on protected characteristics including age, race, gender, disability, or sexual orientation, which is illegal under employment laws.
The Equal Employment Opportunity Commission is a federal agency responsible for enforcing laws against workplace discrimination and handling related complaints.
When pursuing a wrongful termination claim, individuals can choose between limited or comprehensive legal approaches. Limited approaches might focus on specific claims or administrative complaints, while comprehensive strategies address all legal aspects to maximize potential remedies and protections.
For cases where the termination is clearly unlawful and supported by straightforward evidence, a focused legal approach can efficiently resolve disputes through administrative agencies or settlements without extended litigation.
Individuals seeking a faster resolution with less complexity may opt for limited legal action, concentrating on key claims rather than broader legal strategies.
In situations where wrongful termination involves several legal issues such as discrimination, retaliation, and contract violations, a comprehensive approach ensures all aspects are addressed for complete protection.
A full legal strategy can help clients secure fair compensation, reinstatement, or other remedies by thoroughly investigating and advocating for their rights throughout the process.
Choosing a comprehensive legal approach allows for a detailed review of your case, including all potential claims and defenses. This strategy helps build a stronger case and supports better negotiation positions or litigation outcomes.
Additionally, it can provide peace of mind by ensuring no legal avenue is overlooked, allowing clients to focus on their personal and professional recovery.
A comprehensive approach involves an extensive examination of all relevant facts, legal standards, and potential claims, resulting in a well-informed strategy tailored to your unique situation.
With thorough preparation, clients are better equipped to negotiate settlements or proceed to court with confidence, increasing the likelihood of favorable results.
Keep detailed records of all employment-related communications, performance reviews, and any incidents that may relate to your termination. These documents can be critical in supporting your claim.
Consult with a legal professional promptly to evaluate your case and begin the process of protecting your rights before important deadlines expire.
Wrongful termination can have serious financial and emotional impacts. Legal assistance helps ensure your case is handled effectively, increasing the chances of a successful outcome and appropriate compensation.
Additionally, professional guidance can clarify the complex legal processes involved, reduce stress, and empower you to make informed decisions about your employment rights.
Employees often face wrongful termination in cases involving illegal discrimination, retaliation for whistleblowing, breaches of employment contracts, or violations of public policy. Recognizing these circumstances can prompt timely legal action.
Termination due to age, race, gender, disability, or other protected factors is unlawful and grounds for a wrongful termination claim under New York employment laws.
Employees who face dismissal after reporting illegal or unethical workplace practices may be victims of retaliation, which is prohibited by law.
Terminating an employee in breach of an existing contract or without following agreed procedures can constitute wrongful termination and warrant legal action.
Our firm has a strong commitment to protecting employee rights and ensuring fair treatment in the workplace. We bring experience in civil rights and employment law to each case.
We prioritize personalized attention, clear communication, and thorough case review to provide clients with the best possible representation.
By working with us, you gain an ally dedicated to advocating for your rights and pursuing just outcomes.
We begin by thoroughly reviewing your employment history and the circumstances of your termination. Our team then identifies the best legal avenues, whether filing claims through administrative agencies or pursuing litigation. Throughout the process, we keep you informed and involved in strategic decisions.
The first step involves gathering detailed information about your employment and termination to assess potential claims and develop a legal strategy.
We analyze contracts, performance reviews, and any relevant communications to understand the context of your dismissal.
Our team discusses your experience in detail to identify key facts and potential evidence supporting your claim.
Depending on your case, we may file complaints with agencies like the NYS Division of Human Rights or EEOC and engage in negotiations with your employer to seek resolution.
We prepare and submit detailed claims to relevant agencies and manage communications throughout the investigation.
Our team advocates on your behalf during settlement talks aiming for fair compensation and terms.
If negotiations do not result in a satisfactory outcome, we prepare to represent you in court, presenting evidence and arguments to support your wrongful termination claim.
We develop a comprehensive case strategy, gather witnesses, and prepare documentation necessary for trial proceedings.
Our team advocates for your rights in court, seeking remedies such as reinstatement, damages, or other appropriate relief.
Wrongful termination occurs when an employee is fired in violation of federal, state, or local laws. This includes firing based on discrimination, retaliation, breach of contract, or other illegal reasons. In New York, these protections help ensure fair treatment in the workplace. It is important to assess the specific facts of your case to determine if your termination qualifies as wrongful. Consulting legal resources or professionals can provide clarity on your situation. Understanding your rights and gathering evidence early are crucial steps toward protecting your interests.
The timeframe to file a wrongful termination claim varies depending on the type of claim and the jurisdiction. For example, claims filed with the EEOC generally must be submitted within 300 days of the termination, while state agency deadlines may differ. It is essential to act promptly because missing these deadlines can bar you from pursuing your claim. Early consultation with a legal professional can help you understand applicable deadlines and guide you through the filing process to preserve your rights.
In New York, most employment is considered at-will, meaning employers can terminate employees for any reason or no reason at all, as long as it is not illegal. However, termination based on discrimination, retaliation, or violation of contractual or public policy protections is prohibited. It is important to identify whether your dismissal falls into one of these protected categories to determine if wrongful termination has occurred. Knowing the legal boundaries helps in understanding your rights and options after being terminated.
Key evidence in wrongful termination cases includes employment contracts, performance evaluations, emails or messages related to your dismissal, witness statements, and any documentation showing discriminatory or retaliatory motives. Gathering and preserving these records is vital to support your claim. Additionally, timelines and detailed accounts of events leading up to the termination can strengthen your case by providing context and demonstrating patterns of unlawful behavior.
Filing a complaint with the EEOC or state agency such as the NYS Division of Human Rights is often a required step before pursuing a lawsuit for discrimination-based wrongful termination. These agencies investigate claims and may facilitate settlements or issue right-to-sue letters. However, for certain types of claims, such as breach of contract, this step may not be necessary. Understanding the proper procedural requirements is important to avoid dismissal of your case on technical grounds.
Damages in wrongful termination cases can include compensation for lost wages and benefits, emotional distress, punitive damages, and attorney’s fees. Depending on the case, reinstatement to your former position may also be sought. The specific remedies available depend on the nature of your claim and the applicable laws. Consulting with a legal professional can help you understand potential outcomes and tailor your case to seek appropriate relief.
Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activities such as reporting discrimination, filing complaints, or participating in investigations. Retaliatory firing is a common form of wrongful termination and is prohibited under employment laws. Demonstrating retaliation requires showing a connection between the protected activity and the termination. Understanding this link is essential in pursuing a wrongful termination claim based on retaliation.
Reinstatement after a wrongful termination claim is sometimes possible, especially if the court or agency finds the dismissal unlawful. However, practical considerations such as workplace dynamics and the employee’s preferences play a role. In some cases, monetary compensation may be preferred over returning to the same position. Discussing your goals with a legal advisor can help determine the best course of action for your circumstances.
If your employment contract was terminated before its agreed end date without proper cause, this may constitute wrongful termination. Contracts often include terms specifying grounds for termination and required procedures. Breach of these terms can give rise to legal claims. Reviewing your contract and understanding your rights in this context is important for protecting your interests and seeking remedies.
The duration of a wrongful termination case varies widely depending on the complexity of the issues, the legal process involved, and the willingness of parties to settle. Cases resolved through agency complaints or settlements may conclude within months, while litigation in court can take longer, sometimes years. Maintaining realistic expectations and working with legal counsel can help navigate the timeline effectively and keep you informed throughout the process.
I wouldn't put my life in anyone's hands but Mark's.
Mark was the only person to ever fight for my son.
UNITED LEGAL FIGHTERS is a law firm founded on a fundamental principle: the legal arena is adversarial by nature, so your attorney cannot be a passive participant if they are going to advocate for your interests. You need a FIGHTER! Someone you can count on to be in your corner when things get tough.
Knowledge & Expertise
Belief & Honesty
Understanding & Care