Wrongful Termination Lawyer in
New Hampshire
Empowering Employees, Ensuring Justice
Are you facing challenges in your workplace that threaten your rights, dignity, and future? At Apis Law, we understand the complexities of the employment landscape in New Hampshire and are committed to standing by your side through every legal battle. With a deep dedication to justice, Apis Law handles a range of employment litigation areas, ensuring that your rights are protected and your voice is heard.
Why Your Rights Matter
Your rights as an employee are not just legal jargon; they are the foundation of a respectful and equitable workplace. From fair compensation to protection against discrimination and the right to a safe environment, these rights are designed to create an environment where you can thrive and contribute your best. When your rights are violated, it not only affects your work life but your overall well-being.
Law Firm Mission: Empowering Employees, Ensuring Fair Treatment
We understand that navigating the complexities of employment law can be overwhelming. That's why our mission is simple yet powerful: to empower employees like you by providing expert legal guidance and unwavering support. We believe that every individual has the right to work in an environment that is free from injustice.
Championing Employee Rights: NH Common Law Wrongful Termination
In the ever-evolving landscape of employment law, the principles of justice and fairness stand as pillars that shape the rights and protections of workers. Within this framework, the realm of wrongful termination holds particular significance, shedding light on the delicate balance between an employer's prerogatives and an employee's rights. New Hampshire's common law has emerged as a powerful tool to safeguard employees from unjust dismissal, and within this framework, two critical elements—bad faith termination and termination for engaging in activities encouraged by public policy—have taken center stage in shaping the fight for workplace justice.
The Concept of Wrongful Termination Under Common Law
In the ever-evolving landscape of employment law, the principles of justice and fairness stand as pillars that shape the rights and protections of workers. Within this framework, the realm of wrongful termination holds particular significance, shedding light on the delicate balance between an employer's prerogatives and an employee's rights. New Hampshire's common law has emerged as a powerful tool to safeguard employees from unjust dismissal, and within this framework, two critical elements—bad faith termination and termination for engaging in activities encouraged by public policy—have taken center stage in shaping the fight for workplace justice.
In New Hampshire, the doctrine of "at-will" employment prevails, granting employers the right to terminate employees without explicit cause. Yet, the common law recognizes exceptions to this doctrine when terminations are driven by bad faith or infringe upon public policy principles. Wrongful termination, within this context, serves as a safeguard against arbitrary or malicious dismissals that undermine the ethical fabric of the employment relationship.
A. Bad Faith Termination: Protecting Against Employer Deception
The concept of bad faith termination strikes at the heart of the employment relationship's integrity. Employees invest time, effort, and dedication into their work, expecting their employers to uphold their side of the bargain. When an employer breaches this trust by terminating an employee in bad faith—such as through deceit, manipulation, punishment for policy violations condoned, or fraudulent —it is a clear violation of justice.
Recognizing the harm that bad faith terminations cause, New Hampshire's common law empowers employees to seek justice and compensation for such actions. By holding employers accountable for their deceptive tactics, the legal system reinforces the principle that every employment relationship should be founded on honesty, transparency, and mutual respect.
B. Termination for Engaging in Public Policy Activities: Upholding Ethical Values
Terminating an employee for engaging in activities that public policy encourages strikes at the very core of social ethics and responsibility. New Hampshire's common law recognizes that some activities, beyond an employee's job description, contribute to the betterment of society as a whole. This can range from reporting workplace hazards to refusing to participate in illegal activities. Terminating an employee for such actions undermines the broader public interest and the state's ethical values.
In line with this understanding, New Hampshire's common law prohibits employers from terminating employees for activities that align with public policy objectives. Employees who are courageous enough to speak out against wrongdoing, protect their co-workers, exercise rights to tend to serious medical conditions, care for sick loved ones, contribute to the public good, and/or otherwise engage in activities encouraged by public policy, deserve protection from retaliation. Through this legal protection, the state reinforces the notion that individual actions that uphold public policy are integral to the wellbeing of society. Navigating the complexities of wrongful termination cases requires a comprehensive understanding of employment law, a commitment to justice, and the ability to navigate the intricacies of common law principles. This is where the role of legal representation becomes indispensable. Employees who believe they have been wrongfully terminated under the elements of bad faith or for engaging in activities encouraged by public policy need advocates who are well-versed in New Hampshire's legal landscape.
Forging a More Just Workplace Future
In the pursuit of justice, the elements of bad faith termination and termination for activities encouraged by public policy emerge as powerful tools to protect employees from arbitrary and unjust dismissals. Through New Hampshire's common law, we reaffirm the importance of transparency, integrity, and ethical responsibility within the employment relationship. By standing up against deceptive practices and advocating for those who engage in actions that uphold the public good, we contribute to the creation of a more just and equitable workplace landscape.
Apis Law is committed to ensuring that the principles of bad faith termination and the protection of public policy activities are upheld. The Firm is dedicated to fighting for the rights of employees who have been wronged, leveraging our expertise to build cases that seek justice and promote fairness. If you find yourself facing a wrongful termination, reach out to Apis Law today, and let us stand by your side in the pursuit of workplace justice.
What compensation can one expect
following an unlawful termination?
Monetary compensation in civil claims and lawsuits serves to make victims whole after suffering harm, while also ensuring that those responsible for wrongdoing are held accountable. After an illegal termination, you may be eligible to claim for:
Economic Damages
Lost Wages: This refers to the back pay and benefits the employee would have received had they not been wrongfully terminated. It could include bonuses, commissions, and any other form of compensation.
Front Pay: This is the compensation for the loss of future wages and benefits, especially if reinstatement is not feasible.
Loss of Pension Benefits: If the termination affected the employee's pension or retirement benefits, they might be compensated for that loss.
Non-Economic Damages
Emotional Distress: Wrongfully terminated employees can experience significant mental anguish, stress, and other psychological effects.
Damage to Reputation: If the wrongful termination led to the employee's professional reputation being tarnished, they might be entitled to damages.
Punitive Damages: In cases where the employer's conduct was particularly malicious or reckless, courts might award punitive damages to punish the employer and deter similar behavior in the future.
Job Search and Relocation Costs: If the terminated employee incurred expenses while searching for a new job or had to relocate due to the termination, they might be reimbursed for those expenses.
Legal Fees and Costs: If the employee hires an attorney to represent them in a wrongful termination lawsuit, they might be able to recover the attorney's fees and other legal costs.
Interest: Depending on jurisdiction, the employee might also be awarded interest on the damages from the date of termination to the date of judgment.
Reinstatement: In some cases, especially in public sector jobs or union environments, the court or tribunal might order that the employee be reinstated to their former position in addition to, or in lieu of, monetary damages.
Benefit Loss: This includes any health insurance, life insurance, stock options, or other fringe benefits that were lost due to the wrongful termination.
Training and Education Costs: If the employee had to undergo additional training or education to find a new job after wrongful termination, they might be entitled to recover those costs.