Management/HR perspective appreciated on non-disclosed termination with just cause(29 Posts)
Hi! I have had a rough time of it and I am working at obtaining closure.
I worked at a reasonable sized company for ten years, good track record, respected for my knowledge and expertise, worked well with people and was trusted to help mentor and support more junior members. In the last 1.5 years I worked for a new and younger boss. It all started out with promises of what the job would be and descended into the most toxic work environment I have ever been in. I did not feel that the work environment and HR would support claims against a more senior ranking member of staff (notorious for closing ranks) and I truly feared for job loss. I tried to work with this person in many different ways. It was a mass of lies, smoke and mirrors.
I was fired (no prior disciplinary/warnings etc) from my position which ultimately was the only way things could go. This person clearly used me to access a skill set and a major project then dumped me when they had what they wanted. No reference letter; forbidden from approaching colleagues for reference letters. Since then it has come to light that a number of reports were made about me and that I was also terminated with just cause (was not told this/not in my termination letter). The reports led to a blacklisting from my future employment. The employer is aware that I am stating that I was bullied and harassed and, given my record with the company, I have requested the right to defend myself (I was offered a job by another section and this employer is a major local one) but they are refusing this on the basis that a decision was made. At no point did anybody seek my side.
Counsellors have since declared the relationship as abusive and listed terms such as projection, splitting, gaslighting, stonewalling, creation of a toxic environment. Lawyers have agreed with this (naturally based on my version and experience).
a. is it unreasonable to expect that I would have been given the opportunity to provide my version of events?
b. is it unreasonable to expect to be informed of what I was meant to have done?
c. is it acceptable practice on the part of the employer? They say it is.
I realise I am trying to condense a lot of information. I just cannot get my head around how this may be acceptable.
Larrygrylls with just cause describes what you refer to as justly.
I have not been subject to any process, warnings, procedures, disciplinaries etc; HR have confirmed that there is no record of this as well. I have not been informed of gross misconduct or similar nor has my side ever been heard or even requested.
At termination, I was verbally informed of two reasons for my dismissal but this does not equate to justly terminated as I was not informed of this and it is not in my termination letter. As they can fire at will, I could not argue against a fire at will termination, which is how it is presented in the documentation I do have. Their records and what I have been informed of officially do not match up. They also refuse to inform me of the alleged incidences which are the basis for the reasons and I cannot defend myself if I don't know what I have been apparently found guilty of.
Flowery I realise that and that HR/management are bound by the local laws etc and approach things with this in mind. I am trying to get to grips to whether they actually do have a sound reason and argument and this is where people's opinions and experience is worth a lot to me. I personally (and from a legal perspective) find objection to some of their professional behaviour and how this has been conducted. It does not mean that I cannot be open to understanding how they may be justified and I guess I am trying to explore this aspect i.e. from the side of an employer.
Yes, they can terminate a position with no cause. But they argue there was just cause. No proof has been given or explanation. They have hidden this ruling from me i.e. I was not informed. They have not tried to establish whether there was just cause; they excepted the manager's reports without question. They could technically put this into a reference. This is what scares me as I would have no way of knowing and/or defending myself.
Flat mum, I think it's an FCA requirement.
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