The Massachusetts Fair Employment Practices Law prohibits "covered employers" (employers with six or more employees, and any employer of a domestic worker (i.e., a household worker such as a nanny or caregiver) regardless of the employer's size), from discriminating against employees based on, among other things, race, color, religious creed, national origin, sex, gender identity, sexual orientation, genetic information, pregnancy or a condition related to said pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child, ancestry, or status as a veteran. There also exist labor protection considerations including protections for "concerted activity" or engagement in union activities. 490, 493, 796 N.E.2d 881, 883 (2003).Īdditionally, an employer may not terminate an employee for any unlawful reason, such as those rooted in discrimination or retaliation. For example, liability may be imposed upon an employer if the employer terminates an at-will employee for a reason that violates clearly established public policy, where an employee was discharged for asserting a legal right, following the law, or for refusing to disobey the law. However, there are a number of exceptions to this general rule. ![]() Massachusetts is an at-will employment state, which means that, in general, an employer may terminate an employee for any reason or no reason. Disclaimer: These materials do not constitute legal advice and should not be substituted for the advice of legal counsel.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |