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Intentional Infliction of Emotional Distress |
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1. Your employers actions/conduct were intentional or would reasonably result in the development of emotional distress; 2. Your employer’s conduct was outrageous and extreme; 3. Your employer’s actions caused you emotional distress; and 4. Your distress was severe. · Our attorneys have extensive experience determining if you appear to be the victim of intentional infliction of emotional distress at the hands of your employers. Our attorneys have litigated these violations extensively at state, federal and administrative forums. Your time for remedy is limited under the law. Contact our office for a consultation. Negligent Infliction of Emotional Distress · In Connecticut, terminated employees may file a claim for Negligent Infliction of Emotional Distress. Unlike intentional infliction of emotional distress, Negligent Infliction of Emotional Distress does not require a showing of outrageous conduct as a prima facie element. Negligent as opposed to Intentional Infliction only occurs during the actual termination. To support claims of Negligent Infliction of Emotional Distress, you must be able to demonstrate the following: 1. A legal duty was breached; 2. This breach resulted in emotional distress that could be reasonably anticipated; 3. The termination itself was conducted in an outrageous and extreme manner such that it would be found shocking. · The custom or practice of your field is relevant to a determination on the duty of care owed by an employer accused of Negligent Infliction of Emotional Distress, and expert testimony is admissible. Our attorneys have extensive experience in determining the applicability of negligent infliction of emotional distress to your employment situation. Our attorneys have litigated these violations extensively at state, federal and administrative forums. Your time for remedy is limited under the law. Contact our office for a consultation |
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Content Copyright 2008 Axelrod & Associates, LLC |
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