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Some Things You Should Know About Wrongful Termination


Upon getting fired, you are left to cope with the pressure and stress of providing for your family and paying the bills, without a stable source of income. In these hard times, the only thing left to do is look for another job and hope to get employed as quickly as possible.

However, another thing worth considering is your termination and the way it concluded. The question you want to ask yourself is: Was your termination legal?

If there is any reason to believe that your termination was illegal or wrongful, you may be eligible to seek compensation. Start by talking with one of our Los Angeles employment law attorneys today. After a free case evaluation, you will know exactly what you can do about your termination.

Here are the basics of wrongful termination, and the things that you need to know.

What is Wrongful Termination?

When an employee’s rights are violated in any way during termination, that is considered a case of wrongful termination. Some cases of wrongful termination are often combined with:

  • Discrimination
  • Harassment

Many employees are discriminated against on a daily basis. Some of them are not even aware of their rights and thus continue to work and endure discrimination on a daily basis. 

When an employee is wrongfully terminated, he or she has the right to seek protection and help from EEOC (Equal Employment Opportunity Commission) and the Department of Labor at the federal level (as well as state and local laws). 

Always seek legal help and representation if you have reasons to believe your termination was illegal. You would be surprised by the number of fired employees whose termination was wrongful. 

Type of Contract:

Many employees believe that their termination was wrongful simple because they got terminated “out of the blue”. However, their contract plays an essential part in determining whether or not the termination was wrongful. Some employees are given a contract upon hiring. Others are hired on an “implied promise”, without the presence of a physical document. These cases are hard to investigate and prove simply because of the lack of a physical contract. There are many cases where employers promised “permanent employment” to their employees. Upon contacting an attorney, it is their job to try and determine whether or not there was an implied contract. A number of things can help determine the existence of implied contract:

  • Duration of the employment
  • History of positive performance reviews
  • The regularity of job promotions
  • Were there any promises of long-term employment (upon hiring)
  • Whether or not your employer violated a usual employment practice in firing you (neglecting to give a required warning, written notice.)
  • Assurances that you would have continuing employment upon hiring

If you believe that your employer breached your (implied) contract in any way, speak with Wrongful Termination Attorneys in Los Angeles today. Schedule your free initial consultation, and receive a free case evaluation. Our attorneys will investigate your case and provide you with much-needed help and legal protection.

Bio: George S. Azadian – an experienced Los Angeles wrongful termination attorney practices in the area of employment law, exclusively representing employees. His work focuses on cases involving wrongful termination, discrimination, retaliation, whistleblower, harassment, and wage & hour disputes. He is highly regarded as one of the best Los Angeles employment law lawyers & wrongful termination lawyers.

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