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If your variable comp were substantially reduced, an individual in your circumstance may be able to argue that such a material change in the terms of your employment constitutes a constructive discharge
. To prove constructive discharge, an individual typically must demonstrate that the terms of employment would compel a reasonable person to quit and that the employer had knowledge of the circumstances giving rise to resignation. Obviously, if your employer reduces your variable comp they have knowledge of the conditions that would give rise to constructive discharge.
Since the overall effect on your compensation would appear to be substantial, a claim for constructive discharge would therefore not be unreasonable. However, it would be wise to first write your employer and inform them that you believe such a reduction in your compensation will make continuation of your employment untenable and therefore amounts to a constructive discharge, thus entitling you to severance pursuant to the terms of your contract.
If you stayed on the job but started refusing assignments and work, that would almost certainly qualify as "gross misconduct" (direct insubordination
) and thus disqualify you under the terms of your contract to receive severance.
Marital status is a "protected trait" under CT law, so an employer cannot premise adverse employment action on the fact someone is married or single. However, you would need specific evidence linking a termination
or demotion to the fact you were married, which of course is usually very hard to come up with. For that reason, such claims are rarely successful in court.
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