Complaint Responsibility File For Wrongful Termination In Washington
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Your termination could be wrongful if your employer fired you: Due to discrimination. In violation of a federal or state labor law. Because you reported and refused to participate in harassment. Because you reported and refused to conduct an illegal act or safety violation.
When you have a lawyer for a wrongful termination case the likelihood of receiving compensation is 64% and the likelihood of receiving compensation without a lawyer is 30%.
If you're fired unfairly, gathering evidence and seeking legal help is key to building a strong case. Settlements vary widely but could range from $5,000 to over $1 million based on your situation's specifics.
If you believe your workplace rights have been violated, there are 3 ways you can file a complaint: File a Worker Rights Complaint online. Download and mail a completed Worker Rights Complaint form (F700-148-000). Visit your nearest L&I office.
Give details about your dispute. Tell the reason you believe you were terminated. Tell any contract or policy provisions that were violated. Tell about any incidents that indicate you were terminated for a prohibited reason. Discuss any documentation you have that support your position.
Employees who believe they have been wrongfully terminated in Washington can file a complaint with the Washington State Human Rights Commission (WSHRC) within six months, or with the Equal Employment Opportunity Commission (EEOC) within 300 days for federal claims.
Wrongful termination cases can be difficult to win since the employee must provide evidence that their discharge was unlawful. Although assembling solid proof and hiring legal counsel improves the odds, employers frequently contend the dismissal was justified due to performance-related issues.
However, if a supervisor had prior knowledge of the propensities of an employee, they may be subject to personal liability if they (1) negligently hire the individual, (2) authorize or cooperate in the wrongful conduct, or (3) have such expansive authority that their actions are analogized best to that of a principal.
Some laws provide that the individuals who made the decisions may be personally liable for the resulting employment actions. Under these laws, a manager or human resource professional can be sued in his individual capacity rather than as an agent of the company.
