One of the most common forms of wrongful termination is known as discriminatory firing. Discriminatory firing occurs when an employee is terminated based on certain characteristics, including, but not limited to, an employee’s age, race, gender, national origin, sexual orientation, religion, genetic information, or disability status. An employer may also discriminate against an employee in violation of local or state laws. It is important to remember that most forms of wrongful termination, including discriminatory firing, are governed by a strict time constraint known as a statute of limitations. If you believe you are victim of discriminatory firing, it is critical that you contact an employment attorney as soon as possible. Another common form of wrongful termination is characterized as retaliation. State and federal laws protect employees from being terminated, or retaliated against, for engaging in statutorily protected activities. For example, if an employee witnesses or experiences sexual harassment and reports the sexual harassment to a superior, it would be unlawful for an employer to terminate, or retaliate against, the employee for making a report of what he or she perceived to be sexual harassment. Finally, depending on the language in the agreement, it may be deemed unlawful for an employer to terminate and employee in violation of an employment agreement or contract that indicates that an employee can only be terminated “for cause.” Many employees confuse an employee handbook or manual with an employment agreement or contract. The wording in a handbook does make a difference. Thus, it is crucial to obtain and maintain a copy of your most recent employee handbook or manual.