Sabatini and Associates, LLC Attorneys at Law :: Newington :: Hartford :: Connecticut

The number of Discrimination Charges filed with the EEOC increased to 82,792 in 2007, up from 75,768 the previous year. Race, Gender and Retaliation charges were the most frequently reported charges. While announcing the numbers, EEOC Commission Chair Naomi C. Earp stated that Corporate America needs to do a better job of proactively preventing discrimination and addressing complaints promptly and effectively. To ensure that equality of opportunity becomes a reality in the 21st century workplace, employers need to place a premium on fostering inclusive and discrimination-free work environments for all individuals.

 

A Califoronai appraiser has filed a lawsuit against Washington Mutual alleging that she was blacklisted after reporting that home prices were falling.  Last May, she became convinced that home prices were falling in her region so she marked a box in one of her reports indicating that prices were declining.  A WaMu sales manager contacted the appraiser following the report and instructed her to check the box indicating that prices were stable.  She refused.  WaMu then took her off the bank’s preferred appraiser list and has not received more work from the bank.  The lawsuit is pending in California state court. 

Employment-at-will means you can quit, or your employer can fire you at any time with or without notice. Your employer can have any reason for the termination, or no reason at all, as long as your employer does not engage in wrongful termination. Most workers are at-will employees. If you are an at-will employee, you can be fired for any reason so long as it is not illegal. An at-will employee is any employee that is not working under a contract with the employer. You can be fired for misconduct such as excessive absence or tardiness or simply because your employer does not like your personality.

Sometimes, an at-will employee will be under the impression that he has an employment contract because the employer provided an “agreement” setting forth salary terms, benefits, bonuses, job duties and the like. Unless the “agreement” contains language setting forth a definitive time period of your employment (i.e., a start date and an end date), the “agreement” ,in general, does not constitute as an employment contract under Connecticut law.

As an employee at-will, your job termination is unlawful when the termination has been motivated by unlawful discrimination. If you believe that your termination was motivated by unlawful discrimination, then it is important to contact one of our Connecticut employment discrimination lawyers.