It is unlawful to retaliate against a person for imposing employment practices that discriminate based on sex or filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding or litigation under state or federal sexual harassment laws.
Like most employment law cases, discrimination cases are typically handled on a contingency fee arrangement. This means that an attorney does not get paid until you recover damages in your case.
Under New Hampshire law, wrongful termination, sometimes called wrongful discharge, relates to the wrongful firing of an “at will” employee. This means that an employee has done something that public policy encourages or refused to do something that public policy discouraged and the employer retaliated against the employee by terminating their employment. This type of termination or discharge is an exception to the employment-at-will.
Employment at will refers to employees that do not have an employment contract for a stated period of time. Some employees have a contract with their employers that states they will be employed for a specific period of time. However, most New Hampshire employee are at-will employees. This means that they can be fired for any reason or no reason provided it is not for an illegal or discriminatory reason.
The facts and circumstances that can give rise to a cause of action for a wrongful termination or wrongful discharge case varies.
No. Under New Hampshire law, an employer does not need to give or state a reason to terminate an employee.
Many wrongful termination cases develop where an employee believes they were wrongfully terminated but were not given a good or legitimate reason for the termination. At this point, it may take further investigation between you and an experienced employment lawyer to expose the underlying motivation for the termination.
Under New Hampshire law, you are entitled to receive damages for any lost wages (back or front pay), lost benefits (such as insurance coverage, 401(k) contributions), emotional distress damages, as well as any other expenses or damages related to your termination (such as counseling or medical bills).
Many lawyers claim to have employment law experience. Also, many lawyers try to have it both ways and represent employers and employees. Our loyalty is simple – we represent employees.
Our employment lawyers regularly represent clients at the EEOC and New Hampshire Human Rights Commission as well as try cases to juries in Superior Court. Please contact us for an immediate, free consultation at 1-800-240-1988 or complete our contact form online.