10:30 a.m., they did fire me.....!!!!!!!!!! (yesterday)?

Question

sooo, now what? yes, file for unemplyment(their reasoning, was for attendance, you see, i'm recovering from pnemonia, etc.),what else can i do? we were NOT allowed to bring in, any thing that,even had the name...UNION, into this workplace...so there's no help that way....i do know, that they quoted me "mis information", for their excuse to "fire"me.....do i press on legally?(i feel, that i was going to become too much of an insurance "debt" , to this company, for this is their practice w/past employers,as well)...what do you guys think?.......serious "come backs" only please.......thank you (in advance).....wish i could find funding to get my "craft" hobbies up and going.......etc.

i'm in Iowa/yes, there was a dr.'s note involved, plus, (on verbal understanding) the guy who "hired" me, AND the plant's nurse, granted me a leave of absense to tend to Bi-polar issues (they knew of this when i was hired)....however, they discourage missing days for @ least the lst 90 days! guess what....i cancelled a few of my dr. appt's. to comply with the employers wishes.....the dr's office, dismissed me, etc., etc.......during my employment they found it necessary to put me on "probation", I apparently , being a single mom, stayed home with my young children too much in the winter of 2006.....it was a 90-day term, this ended last Monday....and because i was on probation, the raise i earned/&was entitled to 2 months ago, was denied me till Feb 12th, 2007....one of my supervisors was not present during my "getting dismissed" mtg....coulldn't ask ??/'s,, etc. etc...

Answer 1

You should pursue this through several avenues at this time. Unemployment as you mentioned; the EEOC and your state's Human Rights Division. You cannot go to Court until you follow these procedures--it's a legal doctrine called "exhaustion of administrative remedies." If you have an internal grievance procedure at your former workplace, you must follow up on that also. This is not optional if such a procedure exists. If not; no problem. Where you want to end up is the Human Rights or EEOC. Those 2 agencies do the same thing. If you file with EEOC and they decide it's a Human Rights case, they'll send it over to the Human Rights division. I can see potential violations of law in your discharge, but there are other factors I would need to know to be more certain. Do you have prior disciplinary problems, for example? Did they know you had pneumonia? Did they offer you FMLA? Anyway, you're female--therefore a "protected class" under fed'l law, which is beneficial. (white men under 40 are screwed in employment law, but that's another subject). The remedies I have suggested here are all free and you do not need an atty. The whole employment practices of your former workplace will be scrutinized by Human Rights or EEOC and that could really hurt them. They are bound by strict rules to allow Union access and they cannot lobbying against unionization. Anyway--I could go on--but watch your time deadlines. You could only have 3 to 5 days to grieve your termination within the company's policies; 6 to 9 months for Human Rights or EEOC. Good luck to you.

Answer 2

I love all of your answers. In following this "story", I feel compelled to mention reality!

People are not hired just to pay them a salary. The employees are part of a "chain" that keeps the organization running in a smooth and positive direction. Breaking this chain by absenteeism causes the employer to place that absentees job on other employees, who, basically have to "learn" the absent persons job. Some of those jobs are critical to the operation. (most are, or they wouldn't have been hired in the first place)

It is always a females ultimate choice to bear a child. therefor, it is unfair to burden others with your choice. If a female employee is planning a family, it is only fair to notify her boss so that they can decide how to best continue the operation in her absence. In the case of accidental pregnancy, and especially in unwed mothers, The boss should have the right to suspend until further notice, her employment.

YOU DO NOT HAVE THE RIGHT TO DIRECTLY AFFECT A BUSINESS BY YOUR PERSONAL DECISIONS!

Answer 3

If you are in the US, contact your state's labor board. You were probably an "at will" employee, meaning either party can terminate the employment relationship for any reason. However, there are some things you cannot fire someone for. Your best source of information will be your state labor board and/or an employment attorney. Try the board first, though. It's cheaper and that's what they're there for.

Answer 4

They can fire you. Itis ethical. it is lawful. Unless you are specifically covered by an employment contract, you are an " at will" employee. This means, the company can end your employment at any time, for any reason, or for no reason at all. By refusing to sign a form they may have needed to verify you knew about and understood a policy or a law, you refused to comply with company requirements, and you were terminated.

Answer 5

you are probably better of now. I worked for 25 years at a company that went from bad to worse after the union came in. we would be in a sad state without the unions but we still need them.. i filed a complaint.they harrassed me made life rotten. i had a mild heart attack and retired early..my family says im a new man. Each day i wake up looking forward to a nice day notworying about what will i get heck for,,

Answer 6

depending on your state and country if not in the USA seek out the Equal Opportunities Commision or something similar that exists everywhere on the planet and file a grievance with them and see what comes up as well

Sign up for Welfare as well so in case Unemployment doesn't fully cover your expenses you can at least try for foodstamps to eat on

the rule i'm teaching newly unemployed and poor folks unfamiliar to the system who come to me seeking help is apply for everything you are entitled to and if they want to play the "denial game" you can settle for the important things like making sure you get some foodstamps so you can eat to survive

Answer 7

I would go to unemployment and tell them the story of what happened, they would know if you have a case or not. .....How many days were you out and do you have a doctors excuse for the absents? They were probably looking for an excuse to fire you, they did you a favor. Now go do something you really love.

Answer 8

It would help to know what country you are in. If you're in UK, you won't be eligable for benefits immediately. If you are in US, you can file for unemployment immediately. Your former employer can contest the claim, but you may still be able to get it.

You could file a lawsuit claiming wrongful termination. If you're considering this, you should consult a qualified attorney.

Answer 9

you need to find an attorney who specializes in workmans benefits etc... If you had a legitimate medical condition (proven) then they "typically" have no grounds to dismiss you. Did they give you a written dismissal, or just verbal?
But when you do go to the atty. don't mention wanting funding, they will assume its a frivolous lawsuit and you won't make it any further!!!

Answer 10

You could hang around and picket them just for fun. Be sure to let other applicants know what a crappy place it is to work. Heck, start a website and get others to join you.