Rockland Wrongful Termination Lawyer

An employee has most likely been wrongfully terminated for any of the following reasons:

• Forced Registration Due to Discrimination
• Being a Whistleblower
• Complaining About Workplace Issues
• Not Being Willing to Commit an Illegal Act When Asked by an Employer
• Taking Leave Under the Family & Medical Leave Act
• Retaliation After an Employee Has Applied for Workers’ Compensation or Has Filed a Complaint with a Massachusetts State or Federal Anti-Discrimination Agency

You have 300 days to file a claim with the Equal Employment Opportunity Commission (EEOC) or the Massachusetts Commission Against Discrimination (MCAD). The clock starts ticking on the day of your wrongful termination, so do not delay reaching out to an attorney. Additionally, you have 30 days to file a civil lawsuit after you receive a notice of dismissal from the MCAD.

“At-will employment” is a legal doctrine that means that an employer has the right to terminate an employee at any time, for any reason, as long as it is not illegal, such as discrimination or retaliation. Similarly, an employee can also choose to leave their job at any time without providing a specific reason. This doctrine is based on the principle of freedom of contract and the idea that both parties should have the flexibility to end the employment relationship without legal repercussions.

In Massachusetts, there are legal protections for whistleblowers, and employers are prohibited from retaliating against employees who engage in whistleblowing activities. According to the Massachusetts General Laws, employers are not allowed to discharge, demote, suspend, threaten, harass, or discriminate against employees for engaging in whistleblowing.

Under the Massachusetts Whistleblower Protection Act, employees who report illegal or unethical activities by their employers are protected from retaliation. This includes reporting violations of laws or regulations, health and safety concerns, fraud, or other misconduct.

It is important to note that while protections are in place, whistleblower rights laws can be complex. Suppose you have concerns about whistleblowing and potential retaliation, including wrongful discharge, in your specific situation. In that case, it is recommended to consult with a lawyer specializing in employment law who can provide guidance based on the details of your case.