By Anonymous - 30/04/2019 04:00
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Um, no. His obvious mistake isn’t reason for you to be fired. Get a lawyer, look at your previous work ethic, get all info possible on this mishap on their part & present it before taking to court. It will show you did absolutely nothing wrong while the company & management were complacent & didn’t even consider their error. They should want this handled quickly & quietly in your favor. Good luck!
that really might suck....i lost my job too & then i lost my kids..maybe don't panick it might make it worse....just some advice this could be a test. ..to test your temper or anger management skills.....mistaken for bad nerves sometimes? but you can get unemployment? is your job dangerous at any point?
That is not right, to fire an innocent employee for someone else's mistake! How did you even get reported as absent when your superior knew where you were? It makes me wonder if they were intentionally messing with you, or do they really pay that little attention to what goes on? Either way they are unprofessional & should be held accountable. Keep fighting (with diplomacy!), moving up the food chain until you get someone to listen.
If the MC lives in a Right To Work state they can fire him for whatever reason they deem fit, including him going on vacation, as long as it's not a protected reason (medical, race, gender) However MC should qualify for unemployment as going on vacation is not a valid reason to fire someone and deny unemployment for them.
That’s not what “Right to Work” is, at all. Right to Work governs whether you can be forced to pay union dues as a condition of working a particular job, not what you can be fired for. You might be referring to “At Will Employment”. However, “At Will” employment doesn’t apply here. Employers may NOT punish an employee for using approved vacation time, as this falls under civil fraud (promising, then refusing to pay for, a benefit of employment). They’re liable for damages for the firing. In addition, since the vacation time (presumably paid) was approved, they’re liable for back wages they presumably didn’t pay. Those are subject to massive fines under FLSA. So, even in an At Will state, they have no real choice but to fix this, immediately, if OP complains.