The at-will employment doctrine allows a business to fire an employee for almost any reason. There are exceptions since federal and state anti-discrimination laws prohibit companies from firing people on the basis of a protected status like race or gender. However, there may be other ways you can protect your job from an unwarranted termination.
Chron explains that an employer can set aside the at-will doctrine if it establishes conditions for hiring workers. There may be other protections that apply to your job.
Terms and conditions for employment
If you have signed an agreement with your employer to give you a job, you have the right to hold your employer to the terms and conditions contained in the agreement. Even if you did not receive a formal contract, your employer may still have given you conditions for employment in written or oral form.
Such conditions could also include a description of how to fire you. You may have a claim for wrongful termination if the business you work for did not follow established guidelines to terminate your job.
Conditions for independent contractors
If you perform a job as an independent contractor, your employer may release you once you have completed your work. However, some independent contracting jobs can last for months or years, so there could be conditions established to release a contractor who works for an indefinite period. Reviewing the conditions of your employment might reveal how an employer can let you go.
Perhaps your job falls under the protection of a union contract. When it comes to labor contracts, employers generally need a stated cause to fire somebody or they could end up in court. Review the provisions of a labor contract carefully for provisions that state how your employer may fire you.
Even if your job does not fall under any contract, check for any other literature your employer provides like an employee handbook. A document that describes employer obligations towards workers could provide the basis for protecting your job.