A firing is wrongful only when it violates a law, a contract, or public policy. Most U.S. jobs are at-will, so that is the first thing to check against the exceptions below. If your termination may have broken one of those protections, preserve your records now: dates, messages, and the stated reason for your firing
Learn how to file an unemployment appeal, meet your state’s deadline, prepare evidence, and navigate hearings under federal fair hearing standards.
If your unemployment claim was denied, file a written appeal with your state unemployment agency right away. Most states give you a limited number of days from the determination date to act, varying by state. Contact your state’s appeals division for the exact deadline and filing method, and lean on U.S. Department of Labor procedural
U.S. primer on domestic workers’ rights: federal $7.25 minimum wage and overtime after 40 hours, state bill examples, written-contract tips, and…
Most domestic workers in the United States are covered by federal minimum wage and overtime protections under the Fair Labor Standards Act, with a handful of narrow exemptions for companionship and live-in work. Many states add further protections through Domestic Workers’ Bills of Rights covering contracts, rest days, and paid sick leave. If you take
See how the Pregnancy Discrimination Act works with the PWFA and the PUMP Act to protect U.S. employees. Includes 180 or 300 day filing info, sample…
The Pregnancy Discrimination Act makes it unlawful for employers to fire, demote, or deny benefits to you because of pregnancy, childbirth, or related medical conditions, treating that as a form of sex discrimination under Title VII. Two newer federal laws add to that foundation: the Pregnant Workers Fairness Act requires accommodations, and the PUMP Act
A U.S.-focused, employee-first guide to workplace defamation. Follow seven immediate steps to preserve evidence, document harm, and know when to involve…
Workplace defamation happens when someone makes a false statement of fact about you, shares it with a third party, and that statement damages your reputation or your livelihood: written statements are libel, spoken ones are slander. If this sounds like your situation, the first and most urgent step is to preserve every piece of evidence
Understand U.S. non-disparagement clauses: short sample language, Speak Out Act plus EEOC/NLRB limits, red flags, and what to negotiate before signing.
