Delaware Notice of Unsafe Condition or Activity
Description
How to fill out Notice Of Unsafe Condition Or Activity?
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FAQ
Incompetence, including lack of productivity or poor quality of work. Insubordination and related issues such as dishonesty or breaking company rules. Attendance issues, such as frequent absences or chronic tardiness. Theft or other criminal behavior including revealing trade secrets.
The Exception: Gross Misconduct The only exception, regardless of the length of service, is that an employee can be dismissed without notice where that employee has committed gross misconduct. In those cases, an employee can be summarily dismissed, without notice.
Unfortunately, getting fired without a reason can happen to just about anyone. In many cases, unless there is a contract or bargaining agreement, employees are considered covered under employment at will, which means your employer doesn't need a reason to fire you.
Suing For Wrongful Termination In Delaware If you are a victim of wrongful termination in DE, you can file a claim against your employer. You will need to contact the Equal Employment Opportunity Commission (EEOC). You have 180 days from the date of the incident to file your claim.
If your employer is asking you to complete a task that is unethical or illegal, it may fall under violating a public policy. As a result, this would mean that it is illegal for your employer to fire you for refusing to do that task.
It's important to understand that Delaware is what's known as an at-will employment state. That means that employers can generally terminate an employee for any reasongood or bador no reason at all.
Delaware is an employment-at-will state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason unless a law or agreement provides otherwise.
Discriminatory Firing Federal law prohibits employers from firing employees based on race, color, national origin, sex, pregnancy, religion, age (if the employee is at least 40), disability, citizenship status, or genetic information.
So, the short answer is, yes, your employer may assign you tasks not specifically outlined in your job description. Unless you work under a collective bargaining agreement or contract, your employer can legally change your duties.
