computer_guy
Junior Member
What is the name of your state (only U.S. law)? Wisconsin
I was fired from my previous employer for bogus reasons, when asked to write down information to receive unemployment this is the letter I sent them. With the information here, would this suffice for a lawsuit for wrongful termination. I was employed with a temp/staffing agency at the time as well. I am removing the names because I am unsure of the law.
The business I worked for is a well known insurance company.
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I was previously employed with (staffing agency) and working at (business) as a temporary employee with a contract position there lasting until January of 2012 and up to march of 2012. (Business) contacted (staffing agency) as of 11/4/2011 to inform them of an early contract termination and my services no longer needed with no reason as to why. After contacting (Staffing agency) and (Business), I received a phone call back several hours later from (Staffing agency) informing me the reason for early contract dismissal was due to poor quality, low production, multiple coaching sessions, and deviating from their processes. With the recent application to unemployment, they reported to unemployment insurance the reason for my termination was for excessive absences / tardies. I was never late, or missed a day of work. (clarified later as to the person reviewing got the information wrong from a previous job termination)
Production requirements were 15 to 18 an hour and I was accomplishing up to 30 if not more an hour. I was never taken aside and coached for quality errors. To perform the job, a person is required to deviate from the process per government and company regulations and standards. Through a personal contact of mine who looked into my quality reports, I had and still have no negative reviews to their knowledge. They wish to remain anonymous because of job security.
During my 3rd week working at (Business) and having HIPAA violations discussed in the training environment, I noticed an employee there, (Employee A), posting cell phone picture captures of the interior of (Business) on their facebook account. Some of these pictures show computer monitors that have client information on them. The photos on facebook do not show legible client information but can not speak of the original captures them self. I am uncertain if this is an absolute HIPAA violation but know with out a doubt this is a violation of company policies.
I reported this to my trainer (Employee N), who in turn reported it to our supervisor (Employee S), I noticed an immediate change in atmosphere the following week and was denied proper training on secondary projects I was put on. The day I received my termination phone call I reported this a second time to (Business Manager).
While working there to perform our tasks we rely on documentation called process references and process instructions. I was unclear and uncertain of what they were stating and questioned them to our product specialist (Employee S). Her job duties are to explain and make clear what it is we are specifically to do as well as maintain, write and update the process instructions and references. She made her self unavailable to me and gave me responses such as "just do what I tell you to do" with out any explanation. I believe some of the tasks performed were intentionally taught wrong to me specifically.
I also noticed a change in demeanor when I questioned (Employee S) about what to do when spotting an incarcerated employee, (employee V), breaking their Hubert agreement by leaving company grounds during their lunch break . This was immediately disregarded.
I absolutely feel the reason for my dismissal was in retaliation for bringing up company, and legal violations that my superiors were either guilty of themselves or did not want to take the time to address.
Thank you for taking the time and consideration for reviewing my case and additional information. I am unsure of what to do, and if there are any required actions for me perform in this situation. Any and all assistance would be greatly appreciated.
Thank you
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And thank you for taking the time to review this. It is greatly appreciated.
I was fired from my previous employer for bogus reasons, when asked to write down information to receive unemployment this is the letter I sent them. With the information here, would this suffice for a lawsuit for wrongful termination. I was employed with a temp/staffing agency at the time as well. I am removing the names because I am unsure of the law.
The business I worked for is a well known insurance company.
-------------------
I was previously employed with (staffing agency) and working at (business) as a temporary employee with a contract position there lasting until January of 2012 and up to march of 2012. (Business) contacted (staffing agency) as of 11/4/2011 to inform them of an early contract termination and my services no longer needed with no reason as to why. After contacting (Staffing agency) and (Business), I received a phone call back several hours later from (Staffing agency) informing me the reason for early contract dismissal was due to poor quality, low production, multiple coaching sessions, and deviating from their processes. With the recent application to unemployment, they reported to unemployment insurance the reason for my termination was for excessive absences / tardies. I was never late, or missed a day of work. (clarified later as to the person reviewing got the information wrong from a previous job termination)
Production requirements were 15 to 18 an hour and I was accomplishing up to 30 if not more an hour. I was never taken aside and coached for quality errors. To perform the job, a person is required to deviate from the process per government and company regulations and standards. Through a personal contact of mine who looked into my quality reports, I had and still have no negative reviews to their knowledge. They wish to remain anonymous because of job security.
During my 3rd week working at (Business) and having HIPAA violations discussed in the training environment, I noticed an employee there, (Employee A), posting cell phone picture captures of the interior of (Business) on their facebook account. Some of these pictures show computer monitors that have client information on them. The photos on facebook do not show legible client information but can not speak of the original captures them self. I am uncertain if this is an absolute HIPAA violation but know with out a doubt this is a violation of company policies.
I reported this to my trainer (Employee N), who in turn reported it to our supervisor (Employee S), I noticed an immediate change in atmosphere the following week and was denied proper training on secondary projects I was put on. The day I received my termination phone call I reported this a second time to (Business Manager).
While working there to perform our tasks we rely on documentation called process references and process instructions. I was unclear and uncertain of what they were stating and questioned them to our product specialist (Employee S). Her job duties are to explain and make clear what it is we are specifically to do as well as maintain, write and update the process instructions and references. She made her self unavailable to me and gave me responses such as "just do what I tell you to do" with out any explanation. I believe some of the tasks performed were intentionally taught wrong to me specifically.
I also noticed a change in demeanor when I questioned (Employee S) about what to do when spotting an incarcerated employee, (employee V), breaking their Hubert agreement by leaving company grounds during their lunch break . This was immediately disregarded.
I absolutely feel the reason for my dismissal was in retaliation for bringing up company, and legal violations that my superiors were either guilty of themselves or did not want to take the time to address.
Thank you for taking the time and consideration for reviewing my case and additional information. I am unsure of what to do, and if there are any required actions for me perform in this situation. Any and all assistance would be greatly appreciated.
Thank you
------------------
And thank you for taking the time to review this. It is greatly appreciated.
