Some Colorado workers sign an employment contract with their employers. If you have signed one, you have a document that spells out the terms of your employment, describing the kind of work you must do for your employer. Likely, your contract also explains the kind of conduct your employer expects of you. Your contract may even provide grounds for termination.
Colorado is one of many states that allows employers to hire and fire workers at will. Provided that an employer does not violate civil rights laws or punish you for taking protected actions like whistleblowing, your employer may fire you without notice and for any reason. However, an employment contract may change that.
According to Chron, a written employee agreement can set aside the employment at-will doctrine of a state. That means your employer can terminate you only by the terms of the contract you have signed. A contract may specify that your employer may terminate you for violating workplace policy, not showing up to work on time, misconduct in the workplace, or not performing up to required standards.
An employment contract may also provide procedures for terminating you. Your employer may have to do more than simply tell you of your firing. Your contract may entitle you to advanced notice before your employment ends. For example, your employer may have to give you seven days notice before your workplace lets you go. Your contract terms may also entitle you to financial provisions like a bonus or a severance pay.
Not all employment contracts are in written form. Employers may set up contracts through other means, such as implied agreements where a worker and an employer mutually agree on terms of employment. This can happen orally or stated in an employee handbook or a written workplace policy. So if an employer violates written or oral employment agreements when firing that worker, the worker may have a wrongful termination claim.