Wrongful Term
Junior Member
What is the name of your state (only U.S. law)? California
I worked for a soft goods retailer. I reported the manager, as a part of my job (security-related), for violating Company policy: sharing alarm codes, safe combination, keys with an unauthorized Associate; intoxicated at work; egregious operational errors, etc. These are documented reports. After I did as instructed by a superior, I was terminated for "error in judgment" and for the first offense. I have otherwise received no write-ups or verbal warnings of any kind. My job performance "met standards" and I had no issues of attendance or tardiness.
I was singled-out in retaliation; the others involved in this non-incident remain employed.
At my termination session I offered comments and asked questions but was told, as it was an "HR decision" to direct my questions to them. HR is in New York; I sent a certified letter requesting an interview.
I understand California is employ-at-will, I understand the violations I reported the manager for do not apply to Whistleblower Protections.
Do I have any recourse? If the HR VP should call me as requested, what should I ask of her, or relate to her? I have an interview with EDD to discuss UI benefits. What should I be sure to communicate to them? And when the Company denies me benefits, would it make sense to appeal?
I sincerely would appreciate any advice.What is the name of your state (only U.S. law)?
I worked for a soft goods retailer. I reported the manager, as a part of my job (security-related), for violating Company policy: sharing alarm codes, safe combination, keys with an unauthorized Associate; intoxicated at work; egregious operational errors, etc. These are documented reports. After I did as instructed by a superior, I was terminated for "error in judgment" and for the first offense. I have otherwise received no write-ups or verbal warnings of any kind. My job performance "met standards" and I had no issues of attendance or tardiness.
I was singled-out in retaliation; the others involved in this non-incident remain employed.
At my termination session I offered comments and asked questions but was told, as it was an "HR decision" to direct my questions to them. HR is in New York; I sent a certified letter requesting an interview.
I understand California is employ-at-will, I understand the violations I reported the manager for do not apply to Whistleblower Protections.
Do I have any recourse? If the HR VP should call me as requested, what should I ask of her, or relate to her? I have an interview with EDD to discuss UI benefits. What should I be sure to communicate to them? And when the Company denies me benefits, would it make sense to appeal?
I sincerely would appreciate any advice.What is the name of your state (only U.S. law)?