Unfair Termination - Can I Seek Legal Counsel?

[Ashleyantoine95]

What is the name of your state? CONNECTICUT
I was recently terminated after raising concerns to my career advisor about a decline in my workload and not being able to meet the yearly billable hours quota. My boss and HR called later that same day and cited performance issues, but many of these were due to a lack of training and exposure to certain tasks. I was also told that managers were hesitant to assign me work, yet I was not given a fair opportunity to improve. The call ended with HR saying that we would have a follow up call in 4 weeks and if there was no improvement then they will be considering seperaration. After this conversation took place, a manager I've never worked with before began to review my work and criticized my work harshly. However, i have positive reviews from a different manager that i have been working with months before and leading up to termination. I was targeted and i believe my termination may have been retaliatory or unjust, and I would like to explore my legal options. Not sure if this warrants legal counsel (if it doesn't, I apologize for the inconvenience). I was offered a small Severance and have 14 days after termination to sign. My termination was on January 23, 2025. Also, the initial HR call was on November 26, and the "follow-up call"/termination happened two months later, rather than the 4 weeks.
More context: I was with the firm for 2 years. I worked at a New York location for the most of this time, then transferred to a CT location in August 2024. The first day of my transfer to the new location and team was also the first day I begin my role as a Senior. (I had just gotten promoted). HR said that I wasn't meeting the standard of a Senior Associate, however i was only in the role for 5 months and was already experiencing a decrease in workload.

 

[Just Blue]

Did you have a contract with this employer?
I have tagged a HR expert to assist you.

@cbg

 

[zddoodah]

I'm going to note that the only question in your post is in the subject header, and I have a hard time believing that anyone (especially not an attorney - I'm assuming) would think the answer to that question is anything other than yes.

I was not given a fair opportunity to improve.

No law requires that.

The call ended with HR saying that we would have a follow up call in 4 weeks and if there was no improvement then they will be considering seperaration. . . . Also, the initial HR call was on November 26, and the "follow-up call"/termination happened two months later, rather than the 4 weeks.

That seems to me like more than "a fair opportunity to improve."

I was targeted and i believe my termination may have been retaliatory or unjust

Targeted because of what? In retaliation for what? Unjust in what way?

I would like to explore my legal options. Not sure if this warrants legal counsel

Unless you're fluent in employment law (which doesn't appear to be the case, then seeking advise from an attorney would be the appropriate way to exploure legal options.

While I certainly wouldn't discourage you from seeking a consultation, nothing you posted comes anywhere close to suggesting you have any sort of viable legal claim.

 

[cbg]

As Z said, of course you may seek legal counsel if you wish, but on the available facts the employer has done nothing illegal and I don't see any legal recourse for you. It may or may not be unfair, but the law doesn't care about fair. The law only cares about legal, and nothing you have posted suggests any illegality.

 

[adjusterjack]

My termination was on January 23, 2025.

I hope that was the date you filed for unemployment compensation. Or as soon thereafter as the system would allow.

 

[commentator]

And that (unemployment approval) is where any and all questions about whther you were given an opportunity to improve and not be terminated, etc. would come into play. Terminated for poor performance does not eliminate unemployment insurance which is fairly generous in New York and Connecticut, so file the claim. It has nothing to do with whether or not you're receiving severance, they'll deal with that. As for seeing an employment attorney, I do not see a thing they've done illegally, but of course we are not there.

 

[Chrisrobinson94]

hello,

It seems that you must have experienced the ending or revenge in the wrong way, and I think why you are worried. Depending on the details you shared, many main factors can potentially strengthen your case for incorrect ending, for example:

Vennodh: You mentioned increasing the concerns of your workload and not to complete the bill that are worthy bills, followed by you. If your end was a direct result of increasing these concerns, it can be regarded as revenge under the law of employment.

Lack of training and support: You indicated that your performance problems were subjected to lack of training and tasks, which is important. Employers are responsible for providing proper training and help to their employees, especially when infection in a new role.

Display Review vs. END: You have positive reviews from one leader, but were strictly criticized by the other, which may indicate nonconformities in the response you receive. It may also indicate incorrect treatment or prejudice, especially if there was no clear opportunity to improve before the dismissal decision.

Severe agreement: The offer of a dissected package should be carefully reviewed. You have mentioned the 14-day time limit for signing, which is specific, but you may want to consult a lawyer before signing an appointment so that you can ensure that you can ensure any possible legal rights, such as the court to pursue the claims of incorrect termination.

Given the circumstances of time and termination, it is possible that your case is worth moving on, especially if you believe that the decision was an anti -probing or unfair. Talking to a lawyer for a qualified labor law is always a good idea that can evaluate the nuances of your situation, review the separation offer, and guide you through the legal options available to you.