Law for termination of employment for hairstylist U.S.?

Question

I've been terminated from my job at a new hair salon. I sent out notices, placed ads, and printed flyers to all of my clients. I worked at this salon for only 3 weeks. I was very professional and never seen this coming. She terminated my employment because " I was making her staff feel uncomfortable about asking how their walk in system works." 2 members of the staff is just starting out & need walk ins to build clientelle. I was told when I was hired that they needed to give these customers to them because that's what they needed for them to build. I understood this however I had a very slow start. Everyday that I've been there, only a few of my clients have been showing up. I never objected this but did start asking questions once I realized I wasn't making enough money. She also said that a client of hers said something to her about my previous place of employment that she found disturbing. I asked her what was said but she won't tell me. Is there anything I can do?

Yes I understand it's(at will) employment but those clients are my livelihood. I sent notices & placed ads & printed flyers. I can't just seek employment elsewhere. This makes my character look bad. These clients are mine & now that I can't work there they can be stolen from her. It took me 3yrs to get a client base this big. Can't I do something?

Answer 1

There are two types of employment, contract and at will. If you have a contract for services, such as a pro athlete or a university professor, the document will set down under what circumstances the employment can be terminated by either
party. On the other hand, at will employment may in most cases
be terminated by either party without notice, although most observe a standard of two weeks.
You should know, that if you were under contract, and the employer terminated you in bad faith, that is one of only two cases in contract law where punitive damages are allowed.
So, what your status was at the time will determine what remedy
if any is available.
You should also know that one exception to the at will rule is where the employee is terminated for being a whistle blower,
or in some other retaliatory type of situation, or if the termination
is based on sex, religion, or one of the other catagories referenced in the US Code.
I would suggest that you talk to an attorney in your local jurisdiction, and basically give the attorney the same facts that you have here. Some attorneys will offer a free or low cost consultation in which they can evaluate the possible merit of the
claim. Call the local Bar Association and ask them.

Answer 2

It's not worth it if you ask me. Just find a place with good business.