John A. Weeks III
09-19-2004, 06:48 PM
In article <15vlk0tq7neicb84duohm9agvsar572egh@4ax.com>, ToniB
<tonitonita@cs.com> wrote:
But, has anyone ever successfully sued an employer for a termination that was really for no good reason? For reasons that were distorted facts, lies, etc?
A jury can decide in favor of either side seemingly at random. I
would assume that you could find just about anything in the history
of trails if you look hard enough. I doubt that your friend has a
case unless there is a pattern of firing some class of people that
can be shown to be a violation of their civil rights. For example,
they fire all women over 50 years of age.
What you might be able to get them for is if they tell other people
lies about your work or seperation. Have someone call them to get
a reference from them. See what they say. You have to be careful
in doing this since most firms have caller-id, and see where you
are calling from.
When one is terminated under such conditions it plunges them into depression, financial difficulty, no medical benefits as of the day of termination and the odds are already stacked against them being female and over 50 years of age as far as future employment is concerned.
Your emotional reaction is a person decision. You cannot expect an
employeer to be responsible for someone else's attitude. And if someone
is this fragile, perhaps they are not cut out for the work world? At
any case, this is not a legal question.
As far as medical benefits go, they must offer you the chance to
purchase your group insurance coverage for 18 months. This is the
"COBRA" law. It is your right to use their medical plan if you pay
your share of the costs.
And how does one address a termination during subsequent interviews?
Honestly. Simply state that your job was eliminated, and that
you were not offered a comparable job that was acceptable to you,
so you choose to look elsewhere. Come up some lingo like this,
and tell the story when you are asked. Do not say anything negative
or vindictive--it will show through and make you look small. In
addition, employeers fear that you will say bad things about them
if you say bad things about other companies.
I don't know but it seems to me that employers maybe need to justify their actions a little better when terminating someone who has done nothing against policy or job description.
The people who start businesses risk their time and money. As a
result, they get to choose who they hire and who works for them.
Those decisions are none of our business, not unless we are part
owner of the company.
-john-
--
================================================== ==================
John A. Weeks III 952-432-2708 john@johnweeks.com
Newave Communications http://www.johnweeks.com
================================================== ==================
<tonitonita@cs.com> wrote:
But, has anyone ever successfully sued an employer for a termination that was really for no good reason? For reasons that were distorted facts, lies, etc?
A jury can decide in favor of either side seemingly at random. I
would assume that you could find just about anything in the history
of trails if you look hard enough. I doubt that your friend has a
case unless there is a pattern of firing some class of people that
can be shown to be a violation of their civil rights. For example,
they fire all women over 50 years of age.
What you might be able to get them for is if they tell other people
lies about your work or seperation. Have someone call them to get
a reference from them. See what they say. You have to be careful
in doing this since most firms have caller-id, and see where you
are calling from.
When one is terminated under such conditions it plunges them into depression, financial difficulty, no medical benefits as of the day of termination and the odds are already stacked against them being female and over 50 years of age as far as future employment is concerned.
Your emotional reaction is a person decision. You cannot expect an
employeer to be responsible for someone else's attitude. And if someone
is this fragile, perhaps they are not cut out for the work world? At
any case, this is not a legal question.
As far as medical benefits go, they must offer you the chance to
purchase your group insurance coverage for 18 months. This is the
"COBRA" law. It is your right to use their medical plan if you pay
your share of the costs.
And how does one address a termination during subsequent interviews?
Honestly. Simply state that your job was eliminated, and that
you were not offered a comparable job that was acceptable to you,
so you choose to look elsewhere. Come up some lingo like this,
and tell the story when you are asked. Do not say anything negative
or vindictive--it will show through and make you look small. In
addition, employeers fear that you will say bad things about them
if you say bad things about other companies.
I don't know but it seems to me that employers maybe need to justify their actions a little better when terminating someone who has done nothing against policy or job description.
The people who start businesses risk their time and money. As a
result, they get to choose who they hire and who works for them.
Those decisions are none of our business, not unless we are part
owner of the company.
-john-
--
================================================== ==================
John A. Weeks III 952-432-2708 john@johnweeks.com
Newave Communications http://www.johnweeks.com
================================================== ==================
