Employment is a cornerstone of financial stability and personal identity for many people. It’s therefore natural to feel a sense of unease if you’re facing the possibility of termination for an accusation that is untrue.  For example, some employees face disciplinary actions, including termination, for things like theft or harassment, even though they have not said or done anything wrong. A situation such as this raises critical questions about fairness, legal rights, and workplace policies.

At-Will Employment

Maryland, in addition to 48 other states, use the at-will employment doctrine. This means that both employers and employees can generally terminate the employment relationship at any time, for any reason or no reason at all.  This can sometimes cause confusion when an employee believes they didn’t deserve to be terminated. For example:

1. Misunderstandings: An employee may be terminated due to a misunderstanding or error. For example, if a supervisor misinterprets your actions or receives inaccurate information about your performance or actions.
2. False Accusations: False accusations can stem from personal conflicts, misunderstandings, or even deliberate malice. While employers should ideally conduct a thorough investigation before making termination decisions, there is generally no legal obligation to do so.

What is Illegal?

Even if an employee is at-will, there are protections in place to prevent wrongful termination. These protections include:

1. Discrimination: Federal and state laws, such as Title VII of the Civil Rights Act of 1964 or Maryland Code §20-602, prohibit firing employees based on protected categories such as race, color, national origin, sex, disability, and religion.
2. Retaliation: It’s illegal for employers to retaliate against employees for asserting their rights, such as filing a complaint about workplace safety, reporting harassment, or taking family or medical leave.
3. Breach of Contract: An employer must honor the terms of any employment contract that specifies the terms of termination or other forms of discipline.

What can I do?

Keep a detailed record of events leading up to your termination, including any communications. An attorney specializing in employment law can help you understand your rights, assess whether you have a case for wrongful termination, and guide you through the legal process if necessary.

If you have questions about wrongful terminations, or other employment law issues, please call our office at 301-441-1400 to schedule an appointment with one of our attorneys. www.thatcherlaw.com

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