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In Arkansas, as in most
other states, employment is at will. In otherwords, either the
employer or the employee may terminate the employment relationship
at any time with or without cause. However, there are several
exceptions to this general rule:
| (1)
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An employee may
not be terminated because of a disability; |
| (2) |
An employee may
not be terminated because of their gender; |
| (3) |
An employee may
not be terminated because of their race, religion, or
national origin; |
| (4) |
An employee may
not be terminated because of her pregnancy; |
| (5) |
An employee may
not be terminated because of their age. |
An employee is not required to endure
a sexually charged work place that creates a hostile work
environment. This is one type of sexual harassment. Another type
of sexual harassment is referred to as quid pro quo, which means
that an employer can not offer employment benefits (or threaten to
take away job benefits) in exchange for sexual favors. There a
myriad of Federal and State Laws that govern employment
relationships. However, most violations of the employment
relationship are covered by the Civil Rights Act of 1964, as
Amended (frequently referred to as Title 7), The Arkansas Civil
Rights Act of 1993, The Americans With Disabilities Act, The
Family Medical Leave Act, or The Age Discrimination and Employment
Act.
Under Arkansas Law, an employer must have nine (9) or more
employees before they are covered. Under Federal Law, an employer
must have fifteen (15) or more employs before they are covered by
the Anti-Discrimination Laws. However, there are many exceptions
to this general rule regarding the number of employees required to
be covered by applicable laws.
If you have been discriminated against then you should
contact an attorney immediately because you may only have
One-hundred eighty (180) days from the date of the act of
discrimination occurred to file a charge with the EEOC. If you do
not file a charge with the EEOC you may lose your rights. Time is
of the essence.
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