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Employment Law Overview
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Employment Law

If you’re looking for an employment lawyer, it’s likely because you feel you either 1) are/were being treated illegally by your employer or 2) are/were treated illegally in the way you were terminated by your employer. The question, of course, is whether or not the treatment you underwent is in fact “illegal.”

Tennessee is an “at will” state, meaning employers can terminate employees without giving them a reason, employers are still held to various federal and state law standards in how they treat their employees during employment and at the potential termination of their employment.

It would take a series of posts to provide sufficient information to fully distinguish between legal and illegal treatment by one’s employer. There are three types of illegal treatment:

If you are in need of employment law representation, fill out our intake form. Questions? Contact us.

Types of Violations

Discrimination

You may have cause for legal action if your employer discriminates against you, treats you unfairly, or terminates you on the base of your race, gender, age, religion, or national origin.

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Wrongful Termination

You may have cause for legal action if your employer terminates you for “blowing the whistle” on discriminatory conduct, or other illegal behavior.

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Family Medical Leave Act

If your employer fires you or discriminates against you for taking protected medical leave.

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Here are a few key things to consider in pursuing your case against your employer:

There are state and federal caps on damages for most employment law case generally ranging from $25,000 to $300,000 depending on the size of your company. An employment law case is rarely $1 million or more.

Your case will likely be filed with the Equal Employment Opportunity Commission (EEOC) to assess your case before proceeding with federal and state claims. This is because 1) if you have federal claims of discrimination, you must go through the EEOC first, and 2) if you have federal and state claims, it is generally advantageous to allege both, and doing so requires working with the EEOC to preserve your federal claims.