Prohibited Personnel Practices – Breach of Employment Contract

Prohibited personnel practices are actions taken by an employer or supervisor that are banned in the federal workplace because they violate the merit-based system as a result of discrimination, improper hiring practices, or retaliation. Breaking or breaching an employment contract based on one or more of these reasons is considered a prohibited personnel practice.

Federal laws govern what a federal employer can do when it comes to interviewing and selecting new employees. Once hired, employees will typically enter into an employment contract and cannot be fired unless there is just cause for the termination. Employers are not permitted to terminate employees for wrongful purposes, or in other words, breach the employment contract based on discrimination or other special circumstances. Under federal law, it is illegal to breach an employment contract due to an individual’s gender, race, national origin, disability, age, pregnancy, or religion. Employers may also decide to breach an employment contract in retaliation. For example, if an employee was exercising a right that is supported by public policy, as might be the case if they are whistleblowing on an employer’s wrongdoing or illegal activity, the employer may thereafter decide to breach the employment contract. However, the employer’s actions, in this case, would also be considered a prohibited personnel practice, and the wronged employee may be entitled to a remedy.

If you believe that you or someone you know has had their employment contract breached for reasons that appear to be wrongful, you should consider consulting with the knowledgeable Federal Employment Law Attorneys at the Vaughn Law Firm as soon as possible. The attorneys at the Vaughn Law Firm have extensive experience handling breach of contract cases, and they have the resources, knowledge, and skills necessary to assist you with your case. Call the Vaughn Law Firm today at (877) 615-9495 and schedule your free consultation.