GIJoeMarine
Junior Member
What is the name of your state (only U.S. law)? Texas
Recently I was terminated from a company that claims to be veteran friendly although my experience and many of my former colleagues who disagree, especially when it comes to this particular office.
My question is whether or not I have a case and should continue through the companies Dialouge process which the next step would be either be mediation or arbitration. And if so which one would have better result? Thanks in advance!
Situation: company brought in group of 16 veterans, I being one of them, to train at a new job and see if we could be successful. Well overwhelming to the site we learned the job very quickly and statistically we were outperforming the other teams on the floor which in turn built up some heavy animosity. After training we were dispersed amongst the teams on the floor. I was placed on a team with two other veterans and the team we were placed on had the newest/greenest manager and senior(supervisor). I had previously witnessed the senior's attitude and poor treatment of others but hadn't experienced it myself first hand. Once on the team I witnessed the senior mistreating my fellow veterans and then eventually it came to me and she yelled at me one day, telling me I couldn't leave the office when my wife had to have emergency MRI. The manager witnessed the altercation and sat back down at his cube. I then immediately reported the behavior to the next up the chain, our director. I recorded the conversation I had with the director. Then after a week had a similar conversation with exec dir. I was told during both conversations no retaliation would be allowed and that I eventually would be moved to another team (I was top performing on team but wasn't comfortable working with senior and reported she created a hostile work environment). A month and a half go by and along the way the HR person had contacted me asking to report further incidents which I did as asked and then out of the blue on my way home one day I was called and put on admin leave with the reason being given the personal safety of others. Days later I was terminated with the reason being given I threatened the senior, which was fabricated and proven to be false, and because I recorded the conversations I had with the director and exec director which I stated I did so for my protection and initially the HR rep tried to tell me that it was illegal in the state of Texas and asked if I knew it was illegal. The company policy isn't specific about using cell phones and says it is at the management discretion and they have always allowed use and the handbook also specifically states there is NO EXPECTATION OF PRIVACY. During the companies Dialouge process which I appealed the termination, they came back and said they couldn't overturn the decision because I recorded conversations and wouldn't discuss it further.
Please help and advise! Sorry so long and thanks in advance!
Recently I was terminated from a company that claims to be veteran friendly although my experience and many of my former colleagues who disagree, especially when it comes to this particular office.
My question is whether or not I have a case and should continue through the companies Dialouge process which the next step would be either be mediation or arbitration. And if so which one would have better result? Thanks in advance!
Situation: company brought in group of 16 veterans, I being one of them, to train at a new job and see if we could be successful. Well overwhelming to the site we learned the job very quickly and statistically we were outperforming the other teams on the floor which in turn built up some heavy animosity. After training we were dispersed amongst the teams on the floor. I was placed on a team with two other veterans and the team we were placed on had the newest/greenest manager and senior(supervisor). I had previously witnessed the senior's attitude and poor treatment of others but hadn't experienced it myself first hand. Once on the team I witnessed the senior mistreating my fellow veterans and then eventually it came to me and she yelled at me one day, telling me I couldn't leave the office when my wife had to have emergency MRI. The manager witnessed the altercation and sat back down at his cube. I then immediately reported the behavior to the next up the chain, our director. I recorded the conversation I had with the director. Then after a week had a similar conversation with exec dir. I was told during both conversations no retaliation would be allowed and that I eventually would be moved to another team (I was top performing on team but wasn't comfortable working with senior and reported she created a hostile work environment). A month and a half go by and along the way the HR person had contacted me asking to report further incidents which I did as asked and then out of the blue on my way home one day I was called and put on admin leave with the reason being given the personal safety of others. Days later I was terminated with the reason being given I threatened the senior, which was fabricated and proven to be false, and because I recorded the conversations I had with the director and exec director which I stated I did so for my protection and initially the HR rep tried to tell me that it was illegal in the state of Texas and asked if I knew it was illegal. The company policy isn't specific about using cell phones and says it is at the management discretion and they have always allowed use and the handbook also specifically states there is NO EXPECTATION OF PRIVACY. During the companies Dialouge process which I appealed the termination, they came back and said they couldn't overturn the decision because I recorded conversations and wouldn't discuss it further.
Please help and advise! Sorry so long and thanks in advance!
