That was, quite possibly, the best nearly correct (i.e. wrong) answer I have ever seen you write. See how positive I can be??

There is no way she would have legal recourse since the allegedly compromised information was not even her own. It was OTHER employees SS numbers, etc. that were given to her, not her own. While the employer may be penalized for doing that ( which I doubt ) she has no grounds for a cause of action against them for GIVING her someone else's SS number.


Furthermore, do you even know what a labor board is? A labor board has nothing to do with discrimination or wrongful termination unless she is in a union--which she clearly is not--because then the "rules of firing" would be very clearly outlined and most likely enforced. A consideration of or complaint regarding being discriminated against on the basis of gender, religion, etc should be directed to the EEOC, not a labor board. Unless she is part of a union, or has issues relating to participation in or non participation in a union, the labor board will simply refer her to EEOC. So, basically, neither of those suggestions are relevant to her posting in the least. All that glib blathering--a labor board whose only "jurisdiction" is union related can provide her with state agencies? State agencies to do what? What kind of state agencies? Name one and what they may be able to assist her with. Can't think of one? Neither can I.

This is almost embarrassingly obvious, but there is no "jurisdictional definition" of wrongful termination. Wrongful termination depends on the each individual employers handbook and policy written there--which is precisely why I stated ( and you reworded and copied ) state exactly WHICH POLICY in the EMPLOYEE HANDBOOK WAS VIOLATED. Unless every employer in the state is :
1. in the union
2. has the same exact firing procedures
............then there cannot be a state wide, or "jurisdictional definition" of wrongful termination that can be given to her at all, much less by a labor board that regulates only unions. But, don't take my word for it. Read on:

"Even employees who do not have written contracts of employment may be able to bring actions based upon the content of employee handbooks or manuals. Where a company document of that nature outlines a disciplinary process that must precede termination, the failure to follow that process may support a wrongful termination suit." (Wrongful Termination of At Will Employment)

As I stated in both my first and second posting, the CONTENT of her employee handbook is critical and she should find something posted therein that was specifically violated. Her only even remotely possible cause of action is if her employer acted in a manner inconsistent with its own ( previously enforced ) policies.

Sure, she could chat with the labor board, and the EEOC in a futile search for a "jurisdictional definition of wrongful termination"--whatever that means, but why would she? Perhaps her time would be better used alphabetizing her spices or making necklaces out of twisty ties.

Then again.. perhaps the best advice is her own---get on with her life.