Wrongful Termination Employment Discrimination

If you have been terminated or laid off at work, you should contact a lawyer immediately. You can Call or Text me at (508) 960-9686 for a FREE Consultation. You need an attorney fighting for you immediately.

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Just because you're an employee-at-will, it does not mean you can be terminated for ANY reasons. An Employer can not discriminate against you if you are a member of a protected class. They also cannot retaliate against you for exercising certain rights. 

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The Statutes of Limitations are very short for discrimination cases, so you should contact a lawyer immediately. You can Call or Text me at (508) 960-9686 for a FREE Consultation. You need an attorney fighting for you immediately.

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In Massachusetts, the statute that protects employees from discrimination is M.G.L. c. 151B. Section 4 of the statute tells us what is an unlawful practice. It is unlawful "For an employer, by himself or his agent, because of the race, color, religious creed, national origin, sex, gender identity, sexual orientation, which shall not include persons whose sexual orientation involves minor children as the sex object, genetic information, pregnancy or a condition related to said pregnancy including, but not limited to, lactation or the need to express breast milk for a nursing child, ancestry or status as a veteran of any individual to refuse to hire or employ or to bar or to discharge from employment such individual or to discriminate against such individual in compensation or in terms, conditions or privileges of employment, unless based upon a bona fide occupational qualification." 

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"It shall be unlawful discriminatory practice for an employer to impose upon an individual as a condition of obtaining or retaining employment any terms or conditions, compliance with which would require such individual to violate, or forego the practice of, his creed or religion as required by that creed or religion including but not limited to the observance of any particular day or days or any portion thereof as a sabbath or holy day and the employer shall make reasonable accommodation to the religious needs of such individual. No individual who has given notice as hereinafter provided shall be required to remain at his place of employment during any day or days or portion thereof that, as a requirement of his religion, he observes as his sabbath or other holy day, including a reasonable time prior and subsequent thereto for travel between his place of employment and his home, provided, however, that any employee intending to be absent from work when so required by his or her creed or religion shall notify his or her employer not less than ten days in advance of each absence, and that any such absence from work shall, wherever practicable in the judgment of the employer, be made up by an equivalent amount of time at some other mutually convenient time. Nothing under this subsection shall be deemed to require an employer to compensate an employee for such absence. ''Reasonable Accommodation'', as used in this subsection shall mean such accommodation to an employee's or prospective employee's religious observance or practice as shall not cause undue hardship in the conduct of the employer's business. The employee shall have the burden of proof as to the required practice of his creed or religion. As used in this subsection, the words ''creed or religion'' mean any sincerely held religious beliefs, without regard to whether such beliefs are approved, espoused, prescribed or required by an established church or other religious institution or organization."

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If you think all that sounds very confusing, you're absolutely right. The law is confusing and lawyers, judges and Courts all disagree at different times on what is and what is not discrimination. Don't try to figure out the law on your own. Call or Text me at (508) 960-9686 for a FREE Consultation.