Legal Question in Employment Law in District of Columbia

In the District of Columbia, an employee may sue an employer for wrongful discharge if the employer terminates the employee for: (1) refusing to engage in illegal conduct, (2) exercising a statutory right, or (3) reporting an employer's or a co-worker's illegal conduct. Specific examples of public policy exceptions to the "at will" employment doctrine include:

* Refusing to drive a truck without a required inspection sticker in violation of a D.C. statute;

* Testifying before the D.C. City Council about patient safety issues;

* Filing or threatening to file a complaint regarding an employer's violation of D.C.'s minimum wage statutes;

* Threatening to inform the Food & Drug Administration about drugs being maintained at an unsafe temperature; and

* Reporting a co-worker's health code violation.

An employee alleging wrongful discharge in violation of public policy must bring a claim within 3 years of the alleged wrongful termination. A prevailing employee may be awarded lost pay, and compensatory and punitive damages.

Best of luck. ******The above is for informational purposes only and does not create an attorney-client privilege.*******