Do You Have a Wrongful Termination Case?

At-will employment (the default in most US states) means either party can end the employment for any reason or no reason, with limited exceptions. Wrongful termination is when the firing falls into one of those exceptions: discrimination based on a protected class, retaliation for protected activity (whistleblowing, taking FMLA leave), breach of a written contract, or violation of public policy. Specific protections vary by state and by federal law.

EEOC charges (the typical first step for discrimination or retaliation claims) generally must be filed within 180 days of the termination, extending to 300 days if a state agency also covers the claim. State law claims have separate deadlines that vary widely. This is general information, not legal advice; an employment attorney in your state can confirm your actual deadline before you take any action.

Most severance agreements include a release of claims, meaning you give up the right to sue for any reason including wrongful termination. Federal law requires a 21-day consideration window (or 45 days for group layoffs) plus a 7-day revocation period after signing for age-related releases. Before signing, a brief consultation with an employment attorney (often free) is usually inexpensive insurance.

Save copies of: your offer letter and any contracts, all performance reviews, any written complaints you made about discrimination or harassment, the termination notice or letter, severance offer if any, and recent communications around your departure. Also note any witnesses to relevant events. An attorney can advise on what is most useful for your specific situation.

Save your wrongful termination case result and write down the one specific action it suggests for your situation. Most people get the most value from acting on a single wrongful termination case recommendation within a week rather than trying to absorb the full result at once. Revisit the assessment in three months to see whether the action actually moved the underlying wrongful termination case reality.

General-practice attorneys handle a range of matters and are common in smaller towns. Specialists focus on one practice area (PI, family, criminal, IP, etc.) and bring deeper expertise to that area.

The most useful urgency markers are: a court date or response deadline in the near term, an active arrest or law-enforcement matter, evidence at risk of being lost or destroyed, safety concerns, and active financial exposure (wage garnishment, lien, foreclosure).

Small claims court is designed for lower-dollar disputes (commonly $5,000-$10,000 depending on state), with simpler procedures and often without attorneys. It works well for unpaid invoices, security deposits, minor property damage, and consumer disputes where the documented amount is clear and modest.

The standard core set is: a will, a durable power of attorney for finances, a healthcare power of attorney, an advance directive (living will), and current beneficiary designations on retirement accounts and life insurance.

State lemon laws typically require the manufacturer to refund, replace, or repurchase a vehicle (or sometimes a major appliance) when the same defect cannot be fixed in a reasonable number of repair attempts (often 3-4) or the product is out of service for a defined number of days (often 30 cumulative days).