The Employment Protection Act sets forth certain exceptions to the at-will doctrine by outlining the circumstances under which an employee has a claim for wrongful termination, including when:
• The employment relationship is terminated in breach of an employment contract;
• The employment relationship is terminated in violation of the state constitution or a state statute, such as the civil rights law, occupational safety and health law, or whistleblowing laws; or
• The employer violates the continued employment rights of a public employee.
All definitions and restrictions contained in a statute also apply to any civil action based on a violation of the public policy arising out of the statute. If the statute provides a remedy to an employee for violation of the statute, these remedies are the exclusive remedies for the employee.
As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, ...