Every employee deserves for their employer to honor its promises and comply with the basic requirements of law. 

Many of the employees that I talk to have invested years of hard professional work for an employer, often seeing the employer through difficult times. Then, they are unceremoniously terminated after needing to exercise a basic right, such as FMLA leave or a simple workplace accommodation. Or, they are terminated due to what they know was age-related prejudice. Or, because a new manager or coworker is hired who turns out to have improper prejudices, but the employer is unwilling to deal with it.

The vast majority of managers and workplace decision-makers would vehemently deny any type of discriminatory or retaliatory motive. Being in denial of the fact that one acted with unlawful motives is not a defense in court. When the evidence is carefully worked up, unlawful discrimination or retaliation can often be detected even if steps were taken to create a false 'paper-trail' to justify the termination.

Not all terminations that are wrongful are unlawful. The law does permit employers to make lots of different kinds of incorrect, bad and irrational decisions involving the termination of employees.  But the law does protect employees from many types of wrongful termination. An employee should seek a thorough legal analysis of all the facts of their individual case. No amount of reading general information on websites is a substitute for an individual consultation.

Cress Law Firm represents only employees in work-related claims, and never defends employers. Cress Law Firm is eager to help employees with the following issues:

• Wrongful termination
• Breach of employment contract
• Race discrimination
• Pregnancy discrimination
• Gender discrimination
• Age discrimination
• Discrimination based on marital status, sexual orientation or disability
• Sexual harassment
• Overtime problems
• Unfair payment schemes such as unpaid bonuses, requiring work off-the-clock, avoiding payment for legally required breaks, failure to forward payroll deductions, docking of the paycheck, etc,
• Retaliation for exercise of legal rights, such as the right to FMLA, workplace accommodation, or the right to request investigation of workplace discrimination. 

If you need assistance with any of these issues, please contact us to set up a consultation.