About a year ago, I was a Human Resources Manager for a large corporation called Lowe’s Home Improvement. I was very good in my position. I always went above and beyond of what my position called for, and many times split my time between 2 or 3 stores to ensure their employees had access to an HRM. Mind you, this was a salaried position. I was very meticulous and diligent with everything I was involved with and all the files were pristinely managed. I addressed all issues with urgency and acted as an advocate for the employee while ensuring I always did wat was right for the company and protecting them from any form of litigation.

Then there was a rumor, which did turn out to be factual; the company is going to absorb the position and create a position to do the same workload as a non-exempt employee (meaning hourly rate, not salaries). Our market then began their “witch-hunt” to terminate HRM’s to avoid paying severance. Approximately, 5 out of 15 were terminated and so began myself and others covering multiple stores, traveling up to 70+ miles one way to a store. Then, we had a Market meeting with all HRM’s and Store Managers. This is only significant because of a statement made by the Market Director and Area Human Resources Manager. The statement made was; “We are all very busy, and we trust you are making the right decisions in your stores. After all, you are salaried managers for a reason. You do not have to involve us with every issue.”

Then, in my absence, at my store, the “incident” occurred. It was a power equipment violation. First off.... 1) no one was hurt. 2) no damage was caused to oneself or property 3) an ambulance was not called It was merely reckless handling and poor judgment. (I am leaving a photo as a reference for everyone) So, when I was made aware of the incident, 2 days after the occurrence, one of the managers was covering another store in a different city 50 miles away. I attempted to team with the store manager (my business partner), but she was new to her position and green behind the ears. She did not see the urgency with the matter. As a matter of fact, she really liked the 2 managers who created the infraction, and seemingly protected them. I sent emails to her, spoke to her in person, but she always made excuses to avoid looking at the CCTV evidence. So, I teamed with other Store Managers, HRM’s and LPM’s to see what course of action I should pursue. All were in agreement, my business partner needs to look at the CCTV evidence and we need to decide on a course of action.

Fast forward 2 weeks later...the AHRM surprised me in the store with my termination paperwork, because we did not alert her of the incident, nor did we alert the Market Loss Prevention Manager. Hence, why I am attaching the photo so you can all see why I did not report it. The reason for termination was an Ethics Violation. Mind you, I was not on any write-ups, nor was I ever written up previously. And, the company has 9 Mandatory Reportable Incidents, and this was not one of them (look at attached document). So, why was I terminated for not reporting a “non-reportable” incident?

I am ranting because I am finding it impossible to gain an interview with any other company because of this termination. I am stuck between a rock and a hard place...ANY ADVICE WOULD BE GREATLY APPRECIATED!!!