I’ve practiced employment law for more than 35 years, representing both employees and employers. I‘ve also been selected as an Arbitrator in more than 50 employment arbitrations. As a result of this experience, I have come to recognize common factors that often precipitate wrongful termination cases. While there’s no way to guarantee a lawsuit won’t be filed, I do believe that certain “red flags” can often predict whether an employee will sue for wrongful termination. The purpose of this article is to highlight some of these red flags and discuss measures to either avoid them completely or mitigate their impact.
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