Anita Kelley Law represents employees in wrongful-termination and retaliatory-discharge matters. A firing can feel unfair without necessarily creating a legal claim; the key question is whether the facts connect the decision to a protected right, unlawful motive, contract, or recognized public policy.

Issues that may matter in a termination review

• The reason the employer gave and whether it changed over time
• The timing of complaints, accommodation requests, wage concerns, leave, or protected reports
• How similarly situated employees were treated
• Policies, performance records, warnings, messages, and witness information
• Any severance agreement, release, handbook promise, or employment contract

Preserve the timeline and documents

Write down dates while events are fresh and preserve materials you lawfully possess. Do not take confidential or proprietary material you are not entitled to keep. Because different claims use different procedures and time limits, prompt review can matter.

Official information and related resources

• EEOC overview of prohibited employment discrimination
• New Mexico Human Rights Bureau discrimination information

Common questions

Is every unfair firing a wrongful termination?

No. A legal claim generally requires facts connecting the termination to a protected right, unlawful motive, contract, or other recognized legal basis.

What should I preserve after a termination?

Preserve the termination notice, policies, evaluations, warnings, schedules, pay records, relevant communications, witness information, and any severance or employment agreement that you may lawfully keep.

How long do I have to act?

Deadlines vary by claim and forum and may be short. Prompt legal review is safer than assuming one deadline applies to every possible claim.