Wrongful Termination Lawyer in Boston Massachusetts
In Boston, Massachusetts, and throughout the state, wrongful termination laws are governed by both federal and state regulations. Wrongful termination occurs when an employee is fired or dismissed from their job for reasons that violate state or federal laws, public policy, or their employment contract. Here are some key aspects of wrongful termination laws in Massachusetts:
- At-Will Employment: Massachusetts, like many states, follows the principle of “at-will employment,” which means that employers can generally terminate employees for any reason or no reason, as long as the reason is not illegal or discriminatory.
- Exceptions to At-Will Employment: Despite at-will employment, certain exceptions protect employees from wrongful termination:
- Discrimination: It’s illegal to terminate employees based on protected characteristics, such as race, color, religion, sex, national origin, age, disability, pregnancy, or genetic information.
- Retaliation: Employees cannot be fired for engaging in protected activities, such as reporting illegal activities, whistleblowing, filing a discrimination complaint, or taking protected leave under the Family and Medical Leave Act (FMLA).
- Breach of Contract: If an employment contract exists and specifies conditions for termination, firing an employee in violation of the contract terms may be considered wrongful termination.
- Violation of Public Policy: Termination that goes against established public policy principles, such as refusing to perform an illegal act or exercising a statutory right, can be deemed wrongful.
- Massachusetts Fair Employment Practices Act (MFEPA): This state law prohibits employment discrimination and retaliation, protecting employees against wrongful termination based on protected characteristics.
- Filing a Complaint: Employees who believe they have been wrongfully terminated can file a complaint with the Massachusetts Commission Against Discrimination (MCAD) or the Equal Employment Opportunity Commission (EEOC) at the federal level.
- Statute of Limitations: There are time limits for filing wrongful termination claims. For instance, in Massachusetts, employees typically have 300 days from the date of the discriminatory act to file a charge with the MCAD, and 180 days to file with the EEOC for federal claims.
- Remedies: If successful in a wrongful termination case, employees may be entitled to remedies such as reinstatement, back pay, front pay, compensatory damages (for emotional distress), punitive damages (in some cases), and attorney fees.
If an employee believes they have been wrongfully terminated, consulting with an experienced employment law attorney in Boston or Massachusetts who specializes in wrongful termination cases is advisable. The attorney can assess the situation, determine if legal grounds for a wrongful termination claim exist, and provide guidance on the appropriate steps to take.
An experienced wrongful termination lawyer in Boston MA can help you navigate the legal process and protect your rights. For help with wrongful termination disputes, Contact the Shapiro Law Group for a Free Phone Consultation. 339-298-2300 .
