October 2012 Archives

October 5, 2012

Kentucky Coach Claims Age and Race Discrimination in Wrongful Termination Lawsuit

1015485_basketball.jpgOn August 31, 2012, a Kentucky high school coach that was fired in 2008 filed a wrongful termination lawsuit against the school board. He had been employed by the school for 22 years as an assistant coach, and an additional 11 years as head coach of the boys' basketball team. Despite his long tenure, eight district championships, and a 204-117 record, the school terminated him. His lawsuit claims he was a victim of age and race discrimination.

Kentucky is an "at-will" employment state. This term means that an employer can fire an employee whenever he pleases. However, there are certain situations in which the employee is protected. If the employer and employee signed an employment contract stating the employee has to remain employed for a certain length of time, then an employer cannot terminate the employee before the contract is up without valid reason. Otherwise, this would be a breach of contract. Union employees also have some protection against being fired at the whim of them employers.

A third type of protection for employees comes under Title VII of the Civil Rights Act of 1964 and the Age Discrimination Act. These acts pertain to employees that belong to groups of people who have a history of being discriminated against because of certain characteristics such as their gender, race, religion, ethnicity, and age. If an employer terminates or otherwise negatively treats an employee based on one of these characteristics, the employee has been discriminated against and has the right to seek compensation from the employer.

Some discrimination lawsuits ask for lost income with interest, benefits, and awards for emotional distress, all of which are known as compensatory damages. Others also ask for additional money in an attempt to punish the company for its wrongdoing. This type of damages is called punitive damages, and they are often awarded to convince the employer not to discriminate against future employees.

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