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Wrongful termination due to defamation of Character
Hello,
Will try to keep this brief. Two people at my workplace have falsely accused me of being "unprofessional" and using foul language. Because of this I am likely going to lose my job. I understand Washington state is an at will state and that my employer can fire me for any reason they like. However, I feel these two people have conspired against me to get me fired. I know they are lying. Do I have any legal options to find out exactly who these people are and supena them to take a lie detector test? In my mind they have defamed my character and if I am fired as a result of that this will result in a serious loss of income and effect my career. I have had one person tell me that I have the right to know who these people are and that my company has to pay for a lie detector test if I request it. Is that true? William |
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No, lie detector tests are not accepted as evidence in most courts, can not be used at all to prosecute in criminal cases normally. They are highly unreliable. Next this is not court, it is a company work place and what is the HR rules for disputing punitive action ?
But normally no, But you can ask or demand proof of the actions they are claiming. If they fire you for a reason, normally you can ask for proof of that reason |
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I agree with the first response.
It would seem to me that your next step would be to talk to your immediate superior. Don't make demands about your accusers, just defend yourself. Polygraphs are very reliable but only IF done by a very well trained tester and IF the person being tested has a drug test just prior. There are many drugs that do a good job of beating the machine, or at least make the results inconclusive. No one in any situation anywhere, no matter how criminal, can be made to take a lie detector test in the US. |
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If you are terminated and you decide to sue for defamation, you will be able to find out who your accusers are. However, proving that this was willful defamation will not be easy. And I doubt if you would win.
I agree you need to sit down with your supervisors and HR to discuss this. |
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