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is this wrongful termination and discrimation

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  • is this wrongful termination and discrimation

    STATE OF VIRGINIA

    Recently I was terminated by my employer for violating the companies conflict of interest policy. I recently married an employee of one of their vendors. The company policy states the following; Conflict of interest: All employees must conduct their affairs in a matter that does not conflict with the companies interest, you should not enter into any transactions acquire any interest in or take any action contrary to the company or incompatible with the loyalties an obligations inherent in your employment. This policy applies equally to member of an employee’s immediate family or other relatives living in the employee’s household. For example you may not directly or indirectly (as a director, officer, partner , member, manager, employee, or agent with the company or furnish any services to the company as a independent contractor). You may not use the company’s name to further any interest, if you have nonpublic information that the company is about to buy property or expand an existing site, you may not invest in land or in any businesses near the proposed new site. If you are uncertain about entering into any transaction or taking any action that may not be in the interest of the company or compatible with the loyalty and the obligations given inherent in you employment you must first contact the chairman, president or cfo of the company. If you find that you are in a situation contrary to company policy, you must promptly take remdial steps in consultation with either the chairman, president or cfo. The company claimed that my husband was owner of the company, which he brought after my termination. They have insisted that I funished this contract to his company even though they have the previous owners tax records along with the contract. In addition, there is another female employee of a different race than I who is dating a vendor. This gentleman is the owner of the company and they have not terminated her.

    My question is this did my marrying a vendors employee violate the conflict outlined above and two. Why have I been treated differently than my counterpart.

    thanks so much for your assistance.
    Last edited by akcoop; 03-24-2006, 08:20 AM.

  • #2
    This policy applies equally to member of an employee’s immediate family or other relatives living in the employee’s household.
    In addition, there is another female employee of a different race than I who is dating a vendor.
    The policy that you posted doesn't infer anything about dating, just relatives. Based on the post it doesn't appear that anything illegal was done by your employer.
    Somedays you're the windshield and somedays you're the bug.

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    • #3
      wrongful

      Does it matter if the company already had a contract with this vendor before I married him. Also the policy refers to vendors which my husband is not.

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      • #4
        Does it matter if the company already had a contract with this vendor before I married him. Also the policy refers to vendors which my husband is not.
        Now I am confused, you made it sound as if your husband was part of this company prior to him purchasing it. Would that be correct? If I am wrong on that assumption, I apoligize.

        If your husband was not part of the company before than the company still did not perform any lillegal action even though you percieve they did because the employee is a different race and you would have a hard time trying to convince anyone of that.
        Somedays you're the windshield and somedays you're the bug.

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        • #5
          Well, for one thing, you married the employee and your co-working is only dating one. That's a sufficient difference right there.

          A wrongful termination means that you were fired for a reason that is prohibited by law. Unless you are able to point to a law that says you can't be fired for marrying someone that the employer perceives as a conflict of interest, this is a legal termination.
          The above answer, whatever it is, assumes that no legally binding and enforceable contract or CBA says otherwise. If it does, then the terms of the contract or CBA apply.

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