California Wrongful Termination

I have been at my job for a year and 1/2. There is an employee here that does not like me and is constantly attacking me. My boss is a very nice woman and everyone knows this and they practically walk all over her. This woman that does not like me is constantly running into her office complaining about me and they are fed up. I don't know if with me, or her?
I do my job and mind my own business. I feel I am being targeted and I think I might be let go when I have not done anything except exist in the eyes of someone who does not like me. This person is putting poisin about me in everyone's mind and because she has been here for a very long time and is a good worker my superior appears to be taking her side rather than me.

I was called on the phone by an assistant manager and was disciplined on a false claim made by a coworker (i have witnesses who can attest that this claim was false). The manager who called me was neither on the premises or "on the clock" to fact check or investigate that this claim was factual before proceeding to address it as such.

I went to my store manager my following shift and made a complaint of harassment and requested a meeting with The parties involved to resolve the conflict.

My manager set up a meeting that would take place two days later. Leaving me to work in an environment that I felt was hostile. On the day of the proposed meeting my manager stepped out to lunch and never returned. He went home for the day. The meeting was fictitious. I was the only one expecting it. I prepared for it. He never told The other parties involved. I felt neglected and mismanaged by my store manager. I took my next 3 shifts off and used my california sick pay to do so. Those shifts were a total of 14 hours. I was feeling emotionally distressed and was having anxiety at the thought of working around people I could not trust.

I then followed the companies employee handbook that was given to me 7 years earlier at my orientation with the company. The next step to take was to contact HR. I was also advised by others in management positions at other store locations to do so.

I contacted HR and made it aware that I had not filed a complaint in this manner before and was unaware of the process. I told her I would be returning to work the very next day and felt relieved that someone was finally going to take me serious.

I did not hear from HR for a week. All the while reporting to work not knowing what I can or cannot say. I was also wondering if the other parties have been made aware of my claim with HR. I was made aware that in fact they had been. All the while I'm clueless as to what is taking place because I have not received any updates from HR. I was now feeling more anxiety than before.

So I emailed HR and requested that I speak to a superior as is instructed in our employee handbook. I called in to work on my next shift as I was scheduled to work a full 8 alongside the assistant manager who I felt harassed by.

The next day I recieve a call from a higher ranked HR official. She was very rude. She made two false claims in attempts to cover up the neglicience of the Regional HR rep. Who I feel was mishandling my case.

I missed work that night as well as I felt sick to my stomach that I have went this high up and each individual had not taken me seriously and neglected me. All I wanted from the beginning was to resolve the conflict while the manager was present.

I was put on "suspension pend" due to events. That is the term we use for absences and/or tadries. When I asked for the dates of the events I was being charged for, I was not given any.I was told to contact HR. for further details.

I did just that. However, I had to leave HR a voicemail because my call went answered. I left emails and called them for 3 weeks. Requesting updates and the details of suspension. All went unanswered.

Then I got phone call and was told I was terminated for not showing up to work when I was put back on schedule. I was not made aware of my schedule because for all I knew I was still suspended and every attempt to get answers and updates were made to no avail.

I then called the District Manager and explained to him the situation and he set me up with a meeting. This meeting would involve my store manager, our loss prevention rep and our assistant District manager.

I was the first to arrive to this meeting a the Asst.D.M office. He opened the door for me. And had me sit down. He then a few minutes later apologized and asked me to wait outside for a minute. Then the L.P rep showed up and was let in followed by my manager a few minutes later. I waited outside another 15 mins or so. They were building there case against me and throwing out any discrepancies on their part. I asked several times to see the list of events I was charged for during my initial suspension And the updated list with my no call no show when put back on schedule.

At the very end of the meeting I was told that unfortunately they had not the power change the outcome of my termination. They handed me my papers and I was told to fill out an associate dispute resolution form. I was very upset and realized I still had not been given copies of my events. I now demanded to see them.

I was given a sheet that showed 3. The last date being a holiday so it counts as two. That would put me at 4. This sheet was checkboxed as Written and final Written warning.

Elsewhere on this sheet reads:

Statement of company policy on this subject: AR 4.2: Two events warrant a verbal warning, 4 events warrant a written warning, 6 events warrant a final written warning, 7 events warrant further disciplinary action up to and including termination. Unauthorized absences around "key Event Days" will result in two (2) events.

I was fired for the no call no show and another no call no show they pulled from December while I was working under another manager. I had worked 5 years for him before they shuffled management around to new locations. This no call no show should have been reflected on my list of events at the no. 1 spot. Events remain on calendar for an exact year to the date of offense at which they then fall off again.
It was not on the list because me and my previous manager worked that particular incident out and he was not going to hold me accountable for it. My new manager went digging for something. Sometime Throughout this whole ordeal I realized that companies can pretty much harass and retaliate however they want as long as the victim does not belong in a protected class of people. It's a shame. This company is Smart&Final. I gave them 7 hard years of physical labor and I was the best at my position. Is there anything or anyone that can help?

At a private school I was terminated as a teacher for a Halloween costume. This was despite the fact that it was not the costume the Superintendent said it was, but a giant spider on my back and a specter mask. The picture was posted on my FB page and was taken by employees at the school. The kids used their imagination and called it something else (slenderman) but in no way was that the intent.

I was fired for trying to contact a co worker off hours to get to know her. My work was never in question, and co workers other than her will vet me.

I dislocated my shoulder back in July 2015 and the doctors said not to work for the next five days and to follow up with a doctor again before returning to work when I went in for a follow up was told not to work for another five days or I would further damage my shoulder I reported what my doctor told me to my manager and the owner of the business and gave them the doctors excuses I was surprised when they handed them back to me and said okay they would find someone to cover my shifts however when I reported back to work the day before I was to return so that I could check the schedule I was told I was fired. When I asked for my termination letter I was denied and told that I had quit they didn't fire me

I was fired from part time job because a minor stated he got jump in the van on Wednesday , girl minor stated she got choked and a boy minor tried to put his. Hand down her. The minors didn't inform tell me and my coworker this happen . Another noticed a black eye on Friday and when the minors said something. Both minors where seen by at least four staff .

Well I was supposed to start my delivery shift at 5pm Sunday. I was so "out of it" I felt like I was dying, could not catch my breath, passing out when I stood up. I could barely text and communicate with my company. Dispatch texted me a delivery and I texted them letting them know I am having a serious health issue but am trying to pull it together". My boss calls and begins grilling me, "where are you?, what's eta...doesn't care if I need to go to ER, just asked about delivery status and pressuring me to commit to somehow sucking it up and doing the 8 hour shift (kind of irresponsible if I'm passing out). I asked him to give me another .30 minutes to feel better, he said "just come pick up your Check tomorrow. Well tomorrow came and I was in bad shape and was taken to ER where I was diagnosed with congenial heart failure and my heart was damaged up to 80% pumping 20-25% of the required blood my body needs. My legs were swollen from the tips of my toes all the way to the top of my thighs my lungs were collecting fluid as well. I had been driving for them since September and had missed 3-4 day total 2 days were legit car problems my boss helped me pay for but the other 2 days I called in sick

FYI it's a medical marijuana delivery job. But he runs his companies legit out of his cash for gold office.

i have worked at my company for about 45 days and have had favoritism from a former manager who never gave me hours she has since been fired and i started getting more hours but a facility closed and they moved a manager over and my hours were cut. what can i do

I have worked for this company for 27 years, I had to take 90 days as disability for a operation to replace my right knee. The time frame was from 10 July to 11 Oct. 2015. When I returned I was given my layoff paperwork and terminated. I do have benefits coming in a severance package, if I do not take legal action against them and sign a waiver to this effect. I was still on disability when the paperwork was generated and terminated. I also thought a company could not release an employee on disability. This company also advised the layoff was due to lack of orders received but in Sept. they transferred a Sr. emp. to the central US to protect his position and laid off others in the dept. that made much less. Do I have any legal rights.