Just a few months ago I notified my manager in a general conversation that I am expecting.
After this I saw a big change in my manager's attitude towards me
He started micromanaging and became over critical about me
He started created day to day challenges for me and caused a lot of stress.
He even started falsely accusing me of things I did not do
In one of the conversations he was was very rude to me and yelled at me. I had reported to my HR about this. They took no action.
Now Recently they gave excuses of budget reasons and fired me.
I am in shock as during the beginning of the year they were appreciating me about my work.
Company is size 25000 approx employees internationally/globally.
I was working in this company for more than 2 years, Salary was about 110 k per annum
I wanted to see if its worth filing a lawsuit against wrongful termination under pregnancy.
So would really appreciate if someone could give me an estimate of the approximate claims I could file for the financial loss, stress, etc
Unfortunately, no one can give you an answer to that question. There are too many factors including how fast you get a new job and your new salary. You should get your records together and sit down with an attorney who handles FMLA and Pregnancy Discrimation Act cases. There is a lot to consider in addition to possible recovery. The conduct in question may allow for punitive damages.
In any event, you certainly have recourse and your employer should be held accountable for their actions.
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Even with the information you have provided, it is a practical impossibility to give you a reliable estimate of the value of your claim. There are MANY other variables that go into such an estimate. For instance, just one of those many variable is the value the financial loss element of your damages. Without knowing if and how you have mitigated your losses by finding new employment, and your earnings in that new job once procured, no one can place an estimated value on that important part of the case.
It is wise for you to consider the risk vs. reward analysis. However the only way to effectively do so is to have a confidential consultation with one or more employment law attorneys who can be allowed to learn about much more. Even then, beware any attorney who gives you hard and fast numbers about the value of your case. Settlement and judgment value of cases depend on things no one can know at the outset. In many cases is it reckless to give hard estimates of numbers at the outset.
At this stage, it would be wise for you to locate and consult with an experienced employment law attorney as soon as possible to explore your facts and determine your options. I would suggest you look either on this site in the Find a Lawyer section, or go to www.cela.org, the home page for the California Employment Lawyers Association, an organization whose members are dedicated to the representation of employees against their employers.
Most employment attorneys who practice this area of law offer a free or low cost consultation in the beginning and then, if the matter has merit and value, will usually agree to work on a contingency basis, meaning you can hire an attorney without paying any money until the matter results in a positive outcome for you. Many advance all the costs of the litigation as well. Do not let fear of fees and costs keep you from finding a good attorney.
Good luck to you.
This answer should not be construed to create any attorney-client relationship. Such a relationship can be formed only through the mutual execution of an attorney-client agreement. The answer given is based on the extremely limited facts provided and the proper course of action might change significantly with the introduction of other facts. All who read this answer should not rely on the answer to govern their conduct. Please seek the advice of competent counsel after disclosing all facts to that attorney. This answer is intended for California residents only. The answering party is only licensed to practice in the State of California.
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