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Originally Posted by mole0417
I was fired last week citing that I "rummeged" through paperwork and knew too much about what employees wages were. First off, I did not do that. I was never talked to about this just fired. They didn't follow any policy and proedure on this, I have no write ups or any verbal warnings. I know that this (Colorado) is an at-will state, my problem is what they did after. I had asked for a copy of my personnel file when I went in to get my check, they photocopied it and handed it to the receptionist to give to me (they didn't even cover the file or put it in an envelope), also, they informed employees who asked why I wasn't on the schedule that I was about to be terminated, they told EVERY employee in the building why I was terminated, AND in my final paperwork that they had to give me (radiation exposure reports) they didn't even blackout the personal information of the other employees on the list (the type of info. that can be used for identity theft). So, long story short, can they do all of this without any recourse or is any of this violating my rights?
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Generally, that would depend on their published standard employment policy. The reasons for termination in an at will employment state need not even be stated to the terminated employee, as long as the employer is adhering to its own company policy. If, for example, management's policy is clearly spelled out as to how a termination is to be conducted, and your particular termination clearly violated that written policy, you
may have grounds to sue. Be prepared, however, for what may turn out a long and very expensive procedure; it could conceivably take years for a final legal resolution that could cost more than you'd recover, in my opinion. Nothing you've posted above remotely suggests any federal discrimination laws were violated, i.e. gender, religious beliefs, age, or the like .. you're facing a fairly difficult case based on the circumstances you've posted. (But not necessarily impossible.)
Personally, I'd suggest a call to your local labor board first, to determine your jurisdiction's definition (and procedures involved) of wrongful termination. There are any one of a number of state agencies they can refer you to. Even if they seem apparently disinterested, I'd suggest you have an employment attorney in your area thoroughly review your company's policy & the circumstances posted above. Given that most professional policies require the strictest of confidences during the actual termination & a certain policy after the termination, I believe you
may have possible recourse. It's simply your choice and/or resources on whether or not to pursue. (
After you consult with an attorney.)
It's at least worth a few phone calls, in my opinion. Good luck.