For business reasons, many employees choose to notify their employer in advance before terminating their contract (e.g., two weeks). However, there is no legal obligation to do so. Contact Shegerian & Associates today for help with your legal rights in the workplace. If you think you are being treated unfairly, you should call an employment lawyer immediately. An experienced employment lawyer will be able to answer all your legal questions and concerns. You can call us today for completely free and strictly confidential legal advice. Being forced to resign from office is a serious matter, regardless of the circumstances. Not only is this practice illegal, but it can also be morally devastating if you are a hard-working employee who plans to succeed in the company. While most people have no choice but to accept this question, you can always ask for help from others who can help you. If you suspect you were fired because of age discrimination, you can also sue your employer for wrongful dismissal.
If you are laid off a few months before retirement, call us today for free, no-obligation legal advice at 412-394-1000. In most cases, employers can terminate employees « at will », that is, at any time and for any reason. And they are not even required by law to state the reason for the dismissal. However, there are exceptions to the « at will » rule. It is illegal for your employer to fire you: If you were forced to leave or leave a job because of intolerable working conditions, you may be able to sue your employer for constructive dismissal. Legally, constructive dismissal is a form of dismissal because you were forced to resign against your will. If you are forced to resign, you should be able to receive unemployment benefits. You can also file a complaint with the EEOC. It is important that you record everything that happened while you were working for your employer to support your claim for constructive dismissal.
Our experienced employment law team can assist you in this process and we recommend that you contact us as soon as possible. Filing a claim with the EEOC must be made within 180 days if you work in the private sector and 45 days after termination if you work for the government. At Edgar Snyder & Associates, we`ve been helping our clients and answering their questions for over 35 years. We are available for free legal evaluations 24/7 at 412-394-1000, via chat or by filling out the form on this page. The sooner you call our office, the sooner we can help you. Employers often have powerful lawyers working to protect them, so you deserve to be represented by an experienced law firm that is willing to fight for your rights. We`re here to help you get the justice and compensation you deserve. Like other restrictive agreements, the non-disparagement clause must not be overly broad or contrary to section 7 of the National Labour Relations Act, which gives a worker the right to organize and join forces to promote his or her interests as an employee.  In one case, the U.S. Court of Appeals for the Washington Circuit found that Quicken Loans` disparagement clause in its contract of employment as a mortgage banker unduly interfered with workers` rights by prohibiting employees from publicly criticizing or ridiculing the company or its products, services, policies, directors, officers, shareholders or employees.
to disparage or defame. The court found the clause to be « a complete muzzle order » because it directly prohibits them from expressing negative opinions about the company, its policies and management in almost all public forums.  Being forced to resign can be considered an insult because it is not a legal practice, although it is common. In addition, you may be harassed by your employers for accepting this decision, or you may face possible dismissal. Some may also negotiate with you and offer benefits such as medical separation, among others. As a general rule, the law protects the confidentiality of trade secrets. After leaving employment, an employee may not disclose or use the employer`s trade secrets in a manner that infringes the former employer`s intellectual property rights. Employers can fire you after you resign, and in most cases it`s not against the law. All employees in Pennsylvania are considered « unlimited employees » unless there is a contract. This means that the employer has the right to dismiss the employee at any time if this ground is not discriminatory. It also means that the employee can resign at any time. However, an employer cannot fire you for an illegal reason such as discrimination.
If you feel discriminated against when you quit, you may need an employment lawyer. It is illegal for an employer to deduct money from an employee`s paycheck to compensate for an accidental error, lack of money, or breakage (in other words, a loss caused by a simple mistake or accident). To make a statutory deduction, the employer must prove that the error, lack of money or breakage was caused by dishonesty, wilful misconduct or gross negligence on the part of the employee. In most professions, it is also illegal for an employer to deduct the cost of a uniform or tools (exceptions are tools or equipment used in certain professions or trades, and equipment used by hairdressers, hairdressers and manicurists). If you feel you have to quit because your employer discriminates against you, consider hiring an employment lawyer. Federal and state labor laws protect workers from discrimination and harassment in the workplace. If you believe your employer violated your rights and you were forced to resign, call us today. Waiting for contact with an employment lawyer can compromise your rights. They often have little time to file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC). Our experienced law firm can help you protect your rights and get the justice you deserve. Call us today at 412-394-1000 to get started.
If you`ve been forced to resign or have been wrongfully fired, don`t wait – call us today. Time is of the essence when filing EEOC claims. Call us today at 412-394-1000 for free and strictly confidential legal advice. If an employee decides to resign and leave your employment relationship, certain rights of the employee must be respected. If these rights are not respected, an employee could sue your company. While no one likes to lose an employee, it is important to take the necessary precautions to ensure that all of the employee`s rights are respected. Another way for an employer to create a quality atmosphere is to lobby for employee privacy. During the hiring process, an employee will disclose personal information, and during employment, an employer may require an employee to undergo background checks, lie detector tests and other checks that may compromise employees` privacy. While some of these practices are implemented for legitimate business practices, an employee does not completely waive their privacy rights once they accept employment.
There are Fourth Amendment rights against government invasion of privacy, and laws such as the Fair Credit Reporting Act and the Health Insurance Portability and Accountability Act protect employees from the improper use of information when conducting background checks and disclosing private health information.  In most cases, if you leave your job, you cannot later claim that you were wrongly dismissed for an illegal reason, such as discrimination. There is an important exception to this rule if you can prove that your resignation was in fact a constructive dismissal. To prove that you were constructively fired, you must prove that your employer`s conditions or actions were so bad (such as constant sexual harassment) that a reasonable person in your position would have resigned. A one-time incident where your employer treated you rudely, or a single poor performance evaluation or downgrade, does not reach the level of constructive dismissal. And you need to prove that your employer was actually aware of the illegal conditions and could have remedied the situation, but didn`t. Conclusion: If you are illegally harassed or discriminated against at work, inform the landlord or supervisor before you resign and give them an opportunity to resolve the issue. Otherwise, you cannot fire and sue your employer for wrongful dismissal.
Indeed, employers who require their employees to enter into restrictive non-compete obligations must be careful to avoid any possible liability for tortious interference with contractual relations, which is a legal cause of action that arises when someone unlawfully interferes with the contractual relations between the parties.  Attempting to impose an excessively restrictive non-compete obligation to prevent workers from outsourcing their work to other potential employers long after the employee has left may form the basis of an unlawful action for interference.