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Forced Resignation after Injury Grounds for Legal Action

Despite the laws protecting workers following an injury on the job, there are dishonest employers that have forced the resignation of their employees. Forced resignation is treated the same as a termination and leaves already injured employees with a wrongful termination claim on their hands.

Employers try to force out injured workers for a few reasons. One of the biggest reasons is to avoid having to provide the correct accommodations, while others may be trying to avoid a Workers’ Compensation claim. Oftentimes, they try to make the worker decide to leave on their own with hostile work environments, but some even ask the employee to resign outright.

 

Constructive Discharge

Constructive discharge is a legal concept created by the National Relations Board in the 1930s to stop employers from discouraging employees from joining labor unions by making them resign from their positions. Today, the same efforts are used to force injured employees to resign, even if they are not part of a union.

This is done by creating intolerable working conditions or a hostile work environment, or by telling the employee they must resign.

What Constitutes as Intolerable Working Conditions?

Intolerable working conditions go beyond an unsupportive manager or being unhappy at work. Instead, someone claiming such working conditions must prove they were forced to leave by these conditions, and that they came because of their injury. To achieve this, it must be proven that the conditions were objectively intolerable, as opposed to working conditions the employee didn’t like.

In this case, objectively intolerable simply means the average worker in the same job and field would have found the conditions bad enough to feel they had to quit. This is the most difficult part of a legal case when it comes to forced resignations. Some actions an employee can prove include harassment, demotions, or humiliation, along with severely cut hours.

Proving Working Conditions

Typically, there must be tangible action to build a case. There also needs to be proof that there was efficient time and opportunity for the working conditions to be fixed before resignation. It is important for employees who feel they are under poor working conditions to keep track of the conditions, such as having copies of reports or making notes during meetings regarding the conditions.

If you feel you were forced to resign, or feel you can’t continue working under the present conditions, contact our Pennsylvania Workers Compensation lawyers at Vanasse Law today. We will work to protect your rights and hold your employer accountable for their actions.