This is a multi-state form covering the subject matter of the title.
Wrongful Termination Court Without Cause In Pima
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State:
Multi-State
County:
Pima
Control #:
US-000291
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Word;
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Section 23. The right of trial by jury shall remain inviolate. Juries in criminal cases in which a sentence of death or imprisonment for thirty years or more is authorized by law shall consist of twelve persons. In all criminal cases the unanimous consent of the jurors shall be necessary to render a verdict.
Firing in Arizona Arizona follows the “at-will” employment doctrine, allowing employers to terminate employees without cause as long as the termination is not discriminatory or retaliatory.
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.
23-1501 - Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment.
Whistleblower Protection: An employee may not be discharged in retaliation for disclosing that he has information (or a reasonable belief) that the employer has violated, is violating, or will violate an Arizona statute or constitutional provision. To be protected, this disclosure must be made in a reasonable manner.
Arizona adopts the discovery rule. This means that if you did not reasonably discover your injury immediately, the statute of limitations begins upon discovery. For example, suppose you went to the doctor for a surgery and experienced pain afterward.
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.
A termination letter should explain the decision to terminate employment and a general statement of the reasons behind it. It should not be a list of reasons, including any admission by an employee to an offense. Give the letter to the employee upon termination.