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Protected Class, Retaliation, Wrongful Termination

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e583193

Junior Member
What is the name of your state? Florida

CAN SOMEONE PLEASE TELL ME WHAT YOU THINK OF THIS OR EVALUATE WHETHER OR NOT I MIGHT HAVE A CASE:

Catherine was a Caucasian female and IT professional that took a position as a Network Engineer with a local Telecommunications company. While employed for the company, she was given several above satisfactory evaluations, was looked up to by her peers and known as an easy going, and friendly person.

During her first two years of employment she had been passed up for several advancement opportunities under her current supervisor. Catherine’s supervisor, Mr. Huertas was a Hispanic American and seemed to fraternize mostly with other Hispanic American at work.

After about 3 years of employment, a promotional opportunity came available. Catherine and Devon both applied for the position. Devon was a Hispanic-American employee that worked in the same department. Devon had also been given a personal recommendation for her current position by Mr. Huertas’s supervisor, Mr. Hitchcock. Apparently, Devon’s mother was an administrative assistant and had worked for Mr. Hancock in the past.

During the first year of Devon’s employment, she had been reprimanded and issued a Written Warning for conduct. Both Devon and Catherine applied for the position with Advanced Network Services. It was evident that Ms. Huber was more qualified for the position, but when it came time to make a decision, Mr. Huertas promoted Devon into the position.

Catherine was very upset about the decision. All of Catherine’s previous experience and technical ability led her to believe that the decision Mr. Huertas made was based on the fact that Mr. Huertas and Devon were both Hispanic-American’s and that the fraternization that occurred between them is what led Mr. Huertas to choose Devon over Catherine. Because of this, Catherine contacted Employee relations and filed a complaint indicating that she felt that she might have been discriminated against based on her race. Employee relations investigated the situation and found that the allegations were unwarranted.

During Catherine’s fourth year of employment, she had been counseled several times for conduct related issues and then finally terminated. In her defense she indicated that she had been an employee with above average evaluations and didn’t have any problems with performance or conduct until after she filed a complaint against her supervisor.

:mad: :mad: :mad: :mad: :mad: :mad: :mad: :mad: :mad: :mad:
 


Katy W.

Member
It's impossible to know whether or not you have been treated illegally when we don't know what conduct issues Catherine was counseled and terminated for, and if anyone else was also reprimanded for the same or similar issues, and if you can prove a causal connection between the protected activity and the adverse employment action. Or at least prove that the company's for Catherine's termination is not true.
 

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