This is a multi-state form covering the subject matter of the title.
Wrongful Termination Court For Retaliation In Pima
Category:
State:
Multi-State
County:
Pima
Control #:
US-000291
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Word;
Rich Text
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FAQ
If you believe you were wrongfully terminated, you may have the right to take legal action against your employer for lost wages and other damages. In most cases of wrongful termination in Arizona, you must file a claim within one year after the termination of your employment.
Yes, you can file both a retaliation claim and a discrimination claim simultaneously if you have faced both forms of illegal treatment. For instance, if you report discrimination based on your race, gender, or age, and then suffer retaliation (such as being demoted or terminated), you may have grounds for both claims.
In general, you must file a wrongful termination claim within one year after the termination of your employment. You may sue your employer for wrongful termination if: Your termination breaches an employment contract. You were terminated for discriminatory reasons, and you received a “right to sue” letter.
While multimillion awards are possible, it is crucial to keep in mind that federal laws limit the amount of punitive and compensatory damages awarded in cases involving wrongful termination. They cannot exceed $50,000 – $300,000, depending on the number of employees working for the employer's business.
If your termination violates state or federal employment laws, it may be deemed wrongful. Common reasons for wrongful termination include discrimination based on race, gender, age, disability, religion, national origin, or sexual orientation.
While multimillion awards are possible, it is crucial to keep in mind that federal laws limit the amount of punitive and compensatory damages awarded in cases involving wrongful termination. They cannot exceed $50,000 – $300,000, depending on the number of employees working for the employer's business.
23-1501 - Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment.