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Wrongful termination occurs when an employer fires an employee who is protected by law from being terminated. This protection can come in the form of a legal agreement, a contract between an employer and employees, and from federal and state laws that class the individual as a member of a protected class.

?Good cause? means a job related reason such as failure to do your job, disrupting the employer's business, or some other legitimate business reason. Your employer violated its own written personnel policy when it fired you.

The Montana Wrongful Discharge of Employment Act (WDEA) was created in 1987 and provides the exclusive remedy for a claim of wrongful termination.

Terminating An Employee After the Probationary Period This can be done through employee performance reviews, and the like. You must also notify the employee the ?good cause? reason for termination, such as poor workplace performance. Failing to do so will violate MCA § 39-2-904(1)(b).

If an employee is laid off, or discharged, all wages are due immediately unless the employer has a pre-existing, written personnel policy that extends the time for payment. The wages cannot be delayed beyond the next pay day for the period in which the separation occurred, or 15 days, whichever occurs first.

No. Montana is not an ?at will? state. In some instances, the Wrongful Discharge From Employment Act does not apply, but generally, once an employee has completed the established probationary period, the employer needs to have good cause for termination.