If you suspect you’ve been wrongfully terminated in Maryland, documentation is your most powerful tool. Employers rarely admit they fired someone for an illegal reason, so proving your case depends heavily on the evidence you can gather and present.
In this post, we’ll walk you through how to document your wrongful termination case, what types of records matter most, and how to organize your information for the best possible outcome—whether you’re filing a complaint or preparing for a lawsuit.
Why Documentation Matters in Wrongful Termination
Wrongful termination cases often hinge on patterns, timelines, and inconsistencies. It’s not enough to simply feel your firing was unfair—you need to show that:
- You were terminated for an illegal reason (such as discrimination or retaliation)
- The stated reason for your firing was false or pretextual
- Other employees in similar situations were treated differently
- Your employer violated a law, contract, or public policy
Proper documentation helps establish this foundation. It can also protect you if your employer tries to rewrite the narrative after the fact.
Step 1: Start a Personal Timeline Immediately
As soon as you suspect that you’re being treated unfairly—or even if your termination has already happened—start writing down:
- Dates and details of important conversations or meetings
- What was said (and by whom)
- Any comments that felt discriminatory, retaliatory, or inappropriate
- Performance evaluations or disciplinary actions
- When you filed complaints or requests (e.g., FMLA, ADA accommodations)
- When and how your termination was communicated
Use a digital document or handwritten notebook—but make sure it’s something you control and keep outside of your workplace systems.
Step 2: Collect Emails and Written Communication
Written communication is one of the most valuable forms of evidence in any employment case. Look for:
- Emails with supervisors or HR
- Meeting follow-ups
- Requests for leave or accommodations
- Complaints you made (internally or externally)
- Termination letters or exit documentation
- Any write-ups or performance feedback
Save these to a secure cloud storage account or external drive, and make backups. If you still have access to your work email before leaving, forward important emails to your personal account (just be sure not to take proprietary information or violate company policy).
Step 3: Secure Copies of Company Policies and Handbooks
Many wrongful termination cases involve violations of a company’s own policies. For example:
- Were you promised progressive discipline before termination?
- Did the handbook state that terminations must go through HR?
- Was retaliation explicitly prohibited?
Request a copy of your employee handbook or download it if it’s available online. Also save any relevant memos, policy manuals, or contracts you signed.
Step 4: Compare Your Treatment to That of Others
One common way to show discrimination or retaliation is by comparing your situation to that of similarly situated coworkers:
- Were you fired for something that others were not disciplined for?
- Were others with worse performance records kept on while you were let go?
- Did coworkers of a different race, gender, or religion receive more favorable treatment?
Try to gather names, dates, and examples. You don’t need their entire personnel file—just enough to establish a pattern or discrepancy.
Step 5: Save Your Performance Records
If your employer claims they fired you for poor performance—but you have years of good reviews—that’s important evidence.
Look for:
- Performance evaluations
- Bonus letters or merit increases
- Emails praising your work
- Client feedback
- Any record that contradicts your employer’s stated reason for firing you
If you don’t have these already, try to request them before leaving—or ask HR for a copy.
Step 6: Write Down What Was Said During Your Termination
If you were given a reason for your termination, document it immediately. Also note:
- Who was in the room (or on the call)
- Whether you were allowed to ask questions
- If you were asked to sign anything
- Any conflicting statements or vague justifications
Keep in mind: Even if you signed a separation agreement, it may not prevent you from bringing a wrongful termination claim—especially if you were coerced or misled.
Step 7: Speak With a Wrongful Termination Attorney
Once your documentation is in place, the next step is to consult an employment lawyer who handles wrongful termination cases in Maryland.
An attorney can help you:
- Review your evidence
- File a complaint with the EEOC or Maryland Commission on Civil Rights
- Draft a legal demand letter
- Negotiate a settlement or file a lawsuit
The more organized and complete your documentation, the easier it will be for your attorney to build a strong case.
Final Thoughts
If you’ve been wrongfully terminated, don’t wait for your employer to “come clean”—build your case yourself. Strong documentation can mean the difference between a weak complaint and a winning claim.
By keeping track of emails, timelines, policies, and your performance, you take control of your narrative and protect your legal rights. And with the help of a skilled Maryland employment attorney, you can pursue justice, accountability, and compensation for the harm you’ve suffered.
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