This is in the State of Florida
A Florida employer administrative rules calls for a cause to make the termination not wrongful. I was terminated on March 30, 2012 for a fabricated cause. I hired an employment attorney to defend my rights during the appeal process. My employment attorney suggested to me strongly that he is very convinced that the basis for termination is discriminatory based on religion, race, age (>40), and national origin. Charges were filed with both the Federal & State EEOC. During the appeal process I stated if the employer has some issues with my work performance or he has some dislike issues he could of asked for my resignation and I could of just pursued it. On the other hand he elected to make ugly for me. The employer agreed to some settlement such as resignation and one month salary and pay my accrued vacation and extend my benefits for 30 days.
My employment attorney asked me if I would accept so he can look at the closing forthcoming paper work to be prepared by the employer's attorney to settle.
I am confused as it was pictured to me that settle in court will take years on the other hand take a short of adequate settlement would be less harmful as I am currently looking for another job. The unemplyment is on hold as the employer has to verify and sort of approve.
Appreciate any thoughts you might have?
