Right or Wrong Termination?
The employee handbook clearly outlines a disciplinary process which gives employees an opportunity to correct behavior before termination. The process indicates that a verbal and written warning need to be issued for each incident which also includes a 30 day manager one on one follow-up. I called in sick 2 days consecutively last week and was fired from my job for alleged misconduct. No warnings were ever issued and management refuses to face me and explain how I violated the conduct policy. Is this a wrongful termination? Anyway, life goes on and I'm focused on putting this experience in my rear view. What can I do to clear my record of this incident so it won’t keep me from qualifying for future job openings?
A verbal or written letter of reprimand with an opportunity to correct one’s behavior is the standard at most companies but not the practice. Don’t get weighed down with bitterness or resentments, just move on.
That’s standard writing in employee handbooks but not a common practice in most workplaces. The superseding rule to these disciplinary suggestions is At Will Employment. This unfortunate incident only affects your record to the extent that you’ll need prepare a reasonable response to this issue if asked on an interview. That is as long as there are no criminal charges brought forward.
Ask management for permission to see your employee file or a letter of separation. Termination, although upsetting, is not as uncommon as you might think. Employers on both ends understand that not all employment relationships are a match. Being able to articulate the circumstances around that experience without throwing anybody under the bus is key to landing your next job. Make sure you stay honest.