I was told today that i was let go for sexual harrasment. I did not signed anything yet the told me they had plenty of proof for this decision. I have been in this company 10 years and i have never had any issues or problems. They mentioned that hey have lots emails involving me in inapropiate behavior. The person accusing me has send nudity and dirty jokes to all of the staff yet when i mentioned this it was not adknowledge. She mentioned that i have touch her yet my supervisor hugs her. He is always asking if you need a hog. Was my side supposed to be heard or at least investigated. I was ask about two emails that it seems to be very important to them and i was able to answer the content of this emails. My manager mentioned that he had talk to me about this behavior in 2000. we are in 2006 and I was an assistant manager. can you help.

Yes, it is legal. Whether others are also behaving inappropriately in your estimation isn't relevant. You were the one that they received a complaint on. If you were sending emails you shouldn't have and touching employees, particularly without ther permission, then yes, it is entirely appropriate to fire you for it.

It sounds like they did investigate and did hear your side of the story. You just aren't satisfied with the outcome. Your employer isn't required to share the content of the investigation with you and in fact, it is generally adviseable that they not.

It doesn't matter how long ago you were warned about such behavior. They don't have to give you a second chance at all. It doesn't matter if it was 6 years or 16 years ago, it still may be considered. If you are a manager then you may also be held to a higher standard of conduct. That is perfectly legal. As a manager your employer can be held liable for inappropriate conduct on your part. As this is not necessarily the case with non-management employees, there is a very sound reason for the double standard.

Unless you are a union member or have an employment contract, then as Elle pointed out, you have very little recourse.

However, if you have reason to believe that you were treated differently based on your gender, age, national origin, etc., then you might have a cause of action.