This is a multi-state form covering the subject matter of the title.
New Hampshire Complaint For Wrongful Termination - Title VII Civil Rights Act - Pregnancy Discrimination Act - Jury Trial Demand
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US-000291
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FAQ
To successfully win a pregnancy discrimination claim, an employee must provide evidence showing that her pregnancy was a substantial motivating reason for an adverse employment (such as a demotion, a write up and, of course, a termination) and that other employees in similar situations were treated differently.
If an employer fires an employee and it violates the terms of that agreement, the employee can sue the employer for breach of contract. If no employment contract is in place, but the employer violates a company policy that is contained in the employee handbook, that may also be considered a breach of contract.
An employer may not discharge an employee for a reason that violates the public policy of New Hampshire. An employee has a cause of action in other words, the employee may sue for wrongful discharge when the motivation for the discharge violates public policy.
New Hampshire is an employment-at-will state. This means that either party may terminate the employment relationship at any time, with or without cause, and with or without notice. The only exception to the employment-at-will policy is a contract stating otherwise.
The EEOC enforces three federal laws that protect job applicants and employees who are pregnant. The first law is Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act, which is called ?Title VII.? It prohibits sex discrimination, including pregnancy discrimination.
New Hampshire employment law has several remedies for employees who have been wrongfully terminated. These could include reinstatement to the job, back and/or forward pay, punitive damages and damages for the emotional distress caused by the wrongful termination.
The termination of an employee may be considered wrongful if it is based on: Discrimination ? An employer may terminate a worker based on the worker's race, religion, nationality, sex, gender identity, sexual orientation, or other facet of their identity.