Full question:
I was employed by a bank who is an at will employer. I was let go because of lack of production (commercial lending). My supervisor held back legitimate business I had brought in. They were viable deals that would have resulted in meeting and exceeding my lending goals that were set for me. The only reason for termination was lack of production. Do I have legal recourse against my supervisor or the bank for reporting to upper management that I was not 'producing' these deals... they were never forwarded to anyone and upper management wanted to start to work on at least one of the deals the day I was fired.
- Category: Employment
- Date:
- State: National
Answer:
In the absence of an existing law, employment contract, or collective bargaining agreement to the contrary, employment relationships are generally considered to be employment-at-will. Both the employer and employee are generally free to terminate the employment relationship at any time, without notice, and for good reason, bad reason, or no reason at all.
Termination of an employee for discriminatory reasons, such as losing a job on the basis of race, color, national origin, sex, religion, disability, pregnancy, or age is covered under federal and state antidiscrimination laws such as the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, or the Age Discrimination in Employment Act (ADEA).
It would be a matter of interpretation for the court to decide if the employer acted in bad faith or violated an implied contract, based on policy manuals, long-term patterns of behavior, etc., under which they had a duty to forward certain deals.
This content is for informational purposes only and is not legal advice. Legal statutes mentioned reflect the law at the time the content was written and may no longer be current. Always verify the latest version of the law before relying on it.
