At-Will Employment and Public Policy

The employment at-will doctrine was created to grant employees and employers the right to terminate employment at any point, for any cause, so long as there is no employment contract stipulating a length of service. While this doctrine grants both parties freedom, it was later decided that employers had the upper hand and could legally terminate an employee for discriminatory reasons under the at-will doctrine. Consequently, exceptions were made to the doctrine to limit certain employer freedoms.

If you or someone you know was fired from a job because of an unwillingness to participate in an illegal activity, you may be eligible to receive compensation for wage loss. Contact the San Antonio employment lawyers of Melton & Kumler, LLP to speak with an experienced attorney about your legal options. Call us today at 800-681-6932 to schedule a free initial consultation.

Termination and Public Policy Violations

In addition to outlawing termination based on discrimination, additional exceptions to the at-will doctrine include violations of public policy. If an employer requests that an employee participate in a criminal action, and terminates the employee because he or she refuses, the employer may be liable for damages. In order for an employee to file suit, however, all of the following must be true:

• The employee’s refusal must be the sole reason for his or her subsequent termination
• The requested action must be criminal, not just objectionable
• The criminal act must be a necessary component of the employer’s request

Contact Us

If you were terminated because of your refusal to participate in a criminal activity, contact the San Antonio employment lawyers of Melton & Kumler, LLP today at 800-681-6932 to learn more about your legal options.