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Fighting for workers' rights

Wrongful Termination


Employees have multiple protections under federal and state laws. The actions of employers across a wide range of employment areas may qualify for wrongful termination.

Examples of Wrongful Termination

  • Hostile Work Environments Tolerating Sexual Harassment  Sexual harassment at the workplace is strictly prohibited by both the state and federal laws. It is covered under Title VII of the Civil Rights Act of 1964 and by the Connecticut Fair Employment Practices Act (CFEPA). It may involve unwelcome sexual advances, verbal conduct, such as requests for sexual favors, and other conduct of a sexual nature. It may fit into one of two categories, either “quid pro quo” or a hostile environment. A person who is harassed at work may have recourse. If you feel you have experienced sexual harassment at the workplace, please call the Dunn Law Firm at (203) 903-7650. 

  • Age Discrimination Wrongful termination laws protect people from being fired just because of their age. Laws have been put in place to protect people over the age of 40 from being discriminated against at the workplace. Some examples of illegal age discrimination are getting rid of older workers just because of their age if a discriminatory motive can be shown. It is also illegal to replace a person over 40 with a person under 40 on the basis of age. If you feel you have been discriminated against on the basis of age, please contact the Dunn Law Firm for an assessment of your situation. 

  • Race Discrimination Racism should never be tolerated. Employers are prohibited under federal law, under Title VII of the Civil Rights Act of 1964, and under Connecticut law, under the Connecticut Fair Employment Practices Act from discriminating on several bases. As an employee, you cannot be discriminated against by your employer on account of your race, ethnicity, color, or national origin. For a consultation about your legal options in a workplace discrimination case call us at (203) 903-7650.

  • Wage and Hour Disputes Were you complaining about missing wages or did you complain about unfair pay and then got fired? The Fair Labor Standards Act (FLSA) provides comprehensive coverage for wage and hour disputes. The law allows you to recover for wage theft. Recovery for wage theft includes recovery for unpaid wages, unpaid commission and unpaid salary, along with other earnings you're entitled to for your work. Has your employer ever asserted “I don't owe you that” or “You owe me money," and so won't pay what you're entitled to for your work. Are you a bartender or server who has been short-changed by your employer? Are you in sales and did not receive any commissions you're owed? Both of these are examples of wage disputes. Our wrongful termination law firm in Connecticut may be able to help.

  • Unpaid Overtime Whether you are owed overtime is guided by the Fair Labor Standards Act of 1938 (FLSA). The Act dictates the standards by which employers are held when it comes to paying overtime compensation. Those standards state those who work more than forty (40) hours in a week and are eligible for overtime pay are entitled to compensation at a rate of one and a half times their usual hourly rate for any hours over 40 per week.

  • One of the requirements is a salary requirement: if you make over a designated amount per year, set by law, then you may not be entitled to overtime pay.

  • Our firm has a deep appreciation for the issues that affect your entitlement to unpaid overtime, and we work first to begin a constructive dialog with employers to achieve a resolution.

  • Whistleblowing  There are serious consequences for employers who knowingly engage in fraudulent activities. If you have concrete and specific evidence that your employer is knowingly engaging in illegal and fraudulent activities, our law firm may be able to help you file a whistleblower lawsuit, under the False Claims Act against the company.

  • Family and Medical Leave  The federal Family and Medical Leave Act (FMLA) protects you or a loved one from that wrongful discharge. The 1993 Family and Medical Leave Act (FMLA), and the 2008 amendment, a federal law, provided employees of some employers the right to time off for certain family needs. Generally, under the FMLA, childbirth and the initial care of a newborn are covered. This may include paternity leave for fathers as well. Included under the FMLA  are serious health conditions that make the employee unable to perform the essential functions of his or her job.

  • Pregnancy Discrimination One of the most important protections is that an employer cannot refuse to employ a woman of childbearing age, or a pregnant woman, because of pregnancy or the possibility of pregnancy as long as she is able to perform the job’s major functions. Similarly, an employer may not terminate the woman on the same basis. Nor may an employer take other adverse actions to pay, assignment, promotions, training or other conditions of employment.” If a female employee becomes disabled during their pregnancy, they may also be covered under the American Disabilities Act (ADA) of 1990. The ADA is one of America’s most comprehensive pieces of civil rights legislation.

  • Religious Discrimination The Equal Employment Opportunity Commission (EEOC) and the Commission on Human Rights and Opportunities (CHRO) both protect against religious discrimination. A person is protected if they have been wrongfully terminated based on their religious belief. The EEOC defines religious discrimination: “Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs.” The law and legal protections apply to all aspects of employment. It applies to wages, promotions, health insurance, and more. It even applies to discrimination against an employee or candidate for employment based on a spouse's religion. Have you been targeted on any religious basis, including for what you wear, such as headdresses, hats or other attire due to your religious beliefs? You are also entitled to be treated in a non-discriminatory manner for trying to take time off for religious holidays. Before filing a charge of discrimination with the EEOC or the CHRO, make sure to contact a wrongful termination lawyer in Connecticut first, our firm can help. We can best assist you with drafting that charge properly to ensure your success.





(203) 903-7650

Connecticut Office Address
By Appointment Only

Post Office Box 4124
Madison, Connecticut 06443


(203) 903-7650

Contact us today for a free consultation.

New York Office Address
By Appointment Only

244 Fifth Avenue
New York, NY 10001

Telephone: 917-587-8153

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