Firing an employee
Most US jobs are at-will, so you can fire for any lawful reason, but never for discrimination, retaliation or protected leave.
Source law: At-will employment; Title VII, 42 U.S.C. 2000e-2; WARN Act, 29 U.S.C. 2101–2109 · Source: NovaCopilot
Common questions
What you must do
- Never base a firing on race, sex, religion, national origin, age, disability or other protected trait (42 U.S.C. 2000e-2; 29 U.S.C. 623)
- Never fire in retaliation for complaints, wage claims or protected leave (42 U.S.C. 2000e-3; 29 U.S.C. 215(a)(3), 2615)
- Give 60 days written notice before a covered mass layoff or plant closing (29 U.S.C. 2102)
Penalty
Discrimination damages; under WARN, back pay and benefits for up to 60 days plus a civil penalty up to $500 per day. (42 U.S.C. 1981a; 29 U.S.C. 2104)
Who is covered
Employment relationship · At-will unless a contract or policy says otherwise · Mass layoff or plant closing (100+ employees) for WARN
Checklist
- Documented, legitimate reason
- Check for recent complaints or leave
- Consistent with past decisions
- Final pay per state law
- WARN check for group layoffs
Related
topic:us:termination · sha256 … · https://legal.exploreworldai.com/api/public/v1/topic-graph/us/termination
Written from US federal law. State law may give more rights. Not legal advice.
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