What Legal Options Do You Have When You are Fired Wrongly?

Every year thousands of cases are filed against employers that unlawfully fire their employees for improper reasons. One of the trending reasons behind such incidents is retaliation after they raise voice for their unpaid and overtime wages. Hence, it is necessary for workers to understand that they are protected from terminations or other punishments after speaking up about their wages if they are shorted their lawful pay.

Getting fair pay is the right of every employee and under no circumstance, they should compromise with it. You are entitled to pay for every hour worked. Anything done for the benefit of the employer, such as security checks, folding napkins, booting up a computer is time that should be compensated. If you have any concerns, consulting a professional overtime attorney is highly suggested.

A professional can explain all the laws that protect you in these situations. You can book a free confidential consultation session to have your present situation evaluated. If they find out that your rights were compromised, and that you were wrongfully terminated, you may receive the following damage coverage.

Front Pay- It includes the coverage of lost future earnings and benefits caused by an illegal termination. The idea of the front pay is to visualize the situation where wrongful termination of the employee did not occur and compare it with the present situation. A front pay award will be allowed, if worker is found getting paid less compared to the payments before the wrongful termination.

Back Pay- It includes the calculation of what the employee has earned after the termination and what they would have earned up to the date of verdict, to calculate the damages. However, in some circumstances, the employer can reduce a back pay award, if employer successful proves that the accuser’s mitigation efforts were not good enough.

Emotional Suffering- This is a tricky issue. Most jurors are not sympathetic with emotional suffering in a commercial or business dispute. If there is some degree of sexual harassment in which an employer coerces an employee for sex as a condition for employment, otherwise known as quid pro quo sexual harassment, the employee may be entitled for this recovery. Employee can also receive a compensation for their emotional suffering. However, it is necessary to present evidence that shows a genuine connection between the emotional pain and unlawful act of the employer. It is understandable that sufferers do not always seek medical help for emotional disturbance, but still some credible evidence of the distress is mandatory.