(Atty Offers Most Frequent Blunders Employers Make That Could Put Them In Legal Hot Water)
Online PR News – 25-March-2010 – – If you were a victim of downsizing, you may have legal recourse or additional compensation coming your way if your boss did not fairly and properly handle the process. According to Carol Gillam, founder of The Gillam Law Firm in Century City, Calif., which specializes in employee rights, employers oftentimes make blunders when terminating employees and such missteps may have left them vulnerable to lawsuits and additional payouts.
“Few employers enjoy the task of terminating an employee and being laid off or fired is oftentimes a traumatic event for the employee,” said Gillam, who exclusively represents employees who have been wronged by their employers. “While current economic times have made downsizing inevitable for many companies, employers are, nonetheless, responsible for handling terminations/layoffs in a legally sound and fair manner. Violating proper protocol can leave companies vulnerable to lawsuits and responsible for paying out additional compensation.”
Gillam says to consider consulting an employee rights attorney if you experienced any of the following:
• You were denied all owed compensation on the day that you are terminated – that includes salary/hours worked, overtime, vacation pay, bonuses and sick pay in cases where companies have existing compensation terms. If the employer does not comply, employees are entitled to “waiting time” penalties.
• Your employer mentioned age, race, religion, disability or sexual orientation as reasons why you were terminated.
• Your superior had engaged in repeated instances of inappropriate behavior (e.g., verbal abuse, sexual harassment, religious discrimination, insensitive comments, etc.) and your complaints about it had been ignored.
• Your employer held a personal vendetta against you perhaps because you had complained about working long hours without overtime pay or you had been denied an overdue vacation.
• Your employer threatened to withhold all due compensation unless you signed a letter releasing them from all legal liability stemming from your employment.
“These are but a few of the more common blunders employers make when laying off employees that may result in legal action,” said Gillam. “The general litmus test is if something does not feel right about how you were terminated, consult a qualified employee rights attorney. He or she should be able to make a determination as to whether or not legal action is warranted.”
Employee rights advocate Carol Gillam was recently named among the 2010 Southern California Super Lawyers, one of the most prestigious regional honors an attorney can achieve. She heads up a 8-member staff dedicated to seeking justice for clients who find themselves victims of discrimination, sexual harassment, abusive workplace practices and unfair retaliation in the workplace. The Gillam Law Firm has been recognized for its “dogged determination” in making sure that clients not be victimized twice – first by their employer then by a sometimes complicated legal system. The Gillam Law Firm is located at 1801 Century Park East, #1560, Century City; (310) 203-9977.