Carnivore wrote:
Aran wrote:
"I don't like you." is a good enough reason in an at-will state.
I don't like you is what a Plant Manager told me on several occasions, Guess who's still working and who isn't the Plant Manager anymore!! In fact I've seen 5 Shift supervisors, and 3 plant managers , 3 Human Resource directors, 3 comptrollers, and too many Engineers to countcome and go during my 10 year return back here in Missouri, The worker out on the grind is far more Valuable to the bottom line of a business that any or all of the salary positions mentioned above. I've been involved in Labor Unions, I've been Involved with the NLRB, I've managed and hired workers for Pickets, I've initiated and assisted in Voting Unions into work places that had to suck up substandard benefits and what you obviously think is acceptable behavior from an employer, Learn to work hard, and do your homework andthe so called at will employer better handle situations with specifics and kid gloves..
I don't think your lifes experiences balance out to what you would like most to believe you know or have been through.. I've been a Father,Husband and financial provider since the age of 19, I've rode this train through the highs and lows for enough years to be able to cover my A$$ any employer that overtly touts the AT WILL employment one liner would most likely be left hanging to plow his own fields, and couldn't man a good workforce in the first place to be able to call himself a Manager/Business
+1, good workers are a rare commodity, and any decent business will treasure the workers worth keeping around. Most businesses that tout "at-will" employment outside of the HR legalese have very few worthwhile employees, and even fewer managers that are worth a damn.
The fact that Aran works in security is a pretty telling piece of information as to where his mindset comes in. Most of the "security" companies out there are filled with people just like him, from the top down. Screw your people, F them over as much as possible, pay them as little as possible, high turnover rate is of no concern; there are many other monkeys we can train and throw into a uniform. Shame that he's been brainwashed as to believing that's how everything should and does work in other industries.
Legally, yes, in an "at-will" state, the employer needs no reason at all to fire someone, but that does NOT preclude the employee being able to file suit against that company if he/she has evidencethat the firing was because of discrimination or a personal vendetta against that employee. In this instance, in the OP's shoes, I would talk with a lawyer and see what I could find out. It wouldn't hurt to "feel out" the situation and see if you'd have a chance in getting a win in court. I applaud the OP's tenacity in pursuing action against an employer who feels their insurance is more important than the safety of their staff.
