Hello!

HR/Compliance person and Business Security person threatened to fire me for allowing people to know I was on a correction plan. The HR/Compliance person and Business Security person stated that they had every right to terminate be based on the fact alone I did not keep it confidential I was on a correction plan. Please let me note that this correction plan was indeed all lies (in which the HR person and the 2 employees admitted they completely made up the accusations as they were following my supervisor's lead knowing full well it was a complete lie. They also knew this was going to lead to my termination within 90 days). I also did not sign anything as I did not agree to the accusations and in fact had a lot of documentation to prove otherwise, but was dismissed of this effort with the reasoning that it must stay in place whether it is a lie or not because I was turned in for it.

Therefore, is it true that they can turn me in for allowing people to know I was placed on a correction plan?

Also, HR/Compliance person and Business Security person stated that they should have me terminated for having the audacity to use the word bully to define HR person and the 2 employees falsifying documentation in the hopes of having me terminated. Would this also be correct? Could they terminate me for being a whistle blower?

Thank you very much

If it was a violation of corporate policy... (I'm guessing it is) then yes they can.


Also I'm assuming you were an AT-WILL employee without a really good labor contract.. or represented by a Labor Union.

If you are AT-WILL....they really don't need a reason...and can just come to you and say "we decided we don't need your services any longer.....without any reason given at all.

You mention Whistle blowing and I see nothing in your post that relates to whistle blowing.

What country and what state would this be in?

Unless you are covered by an employment or union contract, you are probably an at will employee that can be fired without giving any reason. But any violation of corporate policy or instructions can be grounds for dismissal.

Keep records of meetings, times, and with whom you spoke to, as if you are terminated your next step is a complaint with your local EEOC office, if you have no union to turn too.

EEOC Home Page (http://www.eeoc.gov/)

If the information was lies, did you have a way to prove they are lies ? Did you ask for a hearing, with not only HR but your supervisor ?