I feel that my supervisor discriminated against me because of my young age. She was condescending and made comments about me not having experience and that I wasn't old enough to have confidence in my position.
I feel I was wrongfully terminated. I was the Sales Manager at a Hotel. My previous employer did not follow their own progressive disciplinary policy. I was with the company almost 4 months when I was placed on a 14 day probationary period in which my progress was supposed to be monitored by weekly and daily review. The first 3 months of this job were considered probationary as well. At the completion of the 14 day probationary period, the goals and objectives outlined in my "Action Plan for Success, (this outlined all aspects of the 14 day probationary period)" were to be reviewed by the Director of Human Resources and the Director of Sales. If the goals were not reached, further disciplinary action up to and including termination would occur. I was meeting and exceeding all goals and expectations outlined in my "Action Plan for Success."
I was a salaried employee and was to work 40 hours a week. The first 5 days of my 14 day probationary period, I put in 70 hours to show my boss how serious I was. I did not receive daily and or weekly reviews as outlined in my Action Plan for Success. I went to my boss everyday and asked for feedback, she pretty much blew me off. The guidelines to my Action Plan for Success, included that I would be able to complete a probationary period of 14 days consisting of goals and objectives and at the end of the 14 days, my progress would be reviewed. I was not given 14 days to work on my Action Plan for Success. I was terminated before the end of the 14 day period. I abided by my Action Plan for Success and had not done anything wrong. I had an appointment with a client that day and the appointment was written on my desk calendar. I believe that my boss/supervisor looked on my calendar for my last appointment. I was terminated about an hour after my last appointment with a client.
The first day I was put on the 14 day probationary period, I asked my supervisor if I successfully completed the 14 day probationary period, would I still have a job there? My supervisor responded, "I can't make any promises." I have notes, emails, and logs with information about how I was treated and about specific information. My supervisor is the one who put me on the Action Plan for Success. During this period, I received an email from HR that was sent to all managers in the company, the email explained the current Progressive Disciplinary Policy and Procedures. It included a disciplinary action form and the company's policy and procedures for each disciplinary issue. There were 7 different Types of Action to choose from, they are in order as follows: 1) Verbal Warning, 2) Written Warning #1, 3) Written Warning #2, 4) Commitment to Success, 5) Written Warning #3, 6) Suspension, and 7) Termination.
This was my Written Warning #1 which did not have grounds for termination. Also, under Written Warning #1 the Procedure clearly states that, "All official warnings must be written and reviewed with the associate within 72 hours of a violation of policy or procedure or within the next scheduled shift. Warnings not need be for the same offense." If another Policy Violation takes place, I was to be given a Written Warning #2. A little over a month prior to being put on the 14 day probationary period, my supervisor, the Director of Sales, called me for a meeting to discuss some of her concerns. I was out sick the day prior to this meeting. In my absence my supervisor went through my entire desk and all of my files to tried and find something I was not current with or find something I did not do correctly, she removed some of my files and notes from my desk without me being aware of this. In our meeting she expressed her "concerns," and I immediately placed my attention to these concerns and fixed all issues. These few things included getting a clients address information to input into our computer system, updating notes in my files, and contacting a client because I did not have notes on the contact in my file. I did not need notes in the file because I knew what was going on with the client.
About one month later I was called into a meeting with the HR director and my supervisor, where I was written up and received my Written Warning #1 for the SAME issues I had previously discussed with my supervisor and had corrected to her liking after our meeting the prior month. So, I was written up for things that had taken place one month before, this does not fall under the 72 hour time limit imposed that "all official warnings must be written and reviewed with the associate within 72 hours." I did not receive any proper training, I was not given goals, policies or guidelines until probationary period. The girl who trained me did not care if I was trained well because she was planning on leaving before I was hired. When I asked for help or guidance, my supervisor told me she did not have time. I feel my supervisor tried to find any reason to fire me but she did not follow company protocol. Do I have legal recourse?
I have not received any information about continuation of health insurance or COBRA either.