My question involves labor and employment law for the state of: New York
Last week I was terminated after 10 years and the cause is not in writing. Before my termination there was never any issues with performance, quality, attendance....anything. Never received any verbal or written warnings. On Monday I was suspended for one week for insubordination. The next day I was told I was terminated. Verbally I was told the termination was because of insubordination and concern for my health. However my separation documents do not reflect any reason.
As a salaried employee at $50k a year, the last 8 months I worked an insanely amount of overtime on a weekly basis because I was led to believe I needed to do it to change certain people's perceptions. The massive workload and political mind games finally broke me. A week prior to my demise, I asked my direct manager for help. In return he attacked me for being a quitter and can't prioritize.
In my 10 years, I never been reprimanded for anything. Never had a bad performance review. Recently the organization has gone through a whole management change.
I have two doctors that able to prove my health decline in the last 8 months was a direct result of my job. One doctor also has a patient who worked in my department that went through the same situation but he resigned. Would this information help me to gain anything?
My employer did not do anything illegally and I understand I may just need to move forward, but can the attorney prove negligence? I have an attorney viewing my separation papers but I don't have the money to bring up a lawsuit. All I have is documentation of the massive overtime, emails and text messages from my direct supervisor proving intimidation and mind games leading to my psychological issues.
I'm a firm believer in hard work. Cushy office jobs don't produce results and they definitely don't add value to an organization. At the same time, pushing someone to the brink of insanity and physical destruction adds no value either. Is there any justice in today's world????
Last week I was terminated after 10 years and the cause is not in writing. Before my termination there was never any issues with performance, quality, attendance....anything. Never received any verbal or written warnings. On Monday I was suspended for one week for insubordination. The next day I was told I was terminated. Verbally I was told the termination was because of insubordination and concern for my health. However my separation documents do not reflect any reason.
As a salaried employee at $50k a year, the last 8 months I worked an insanely amount of overtime on a weekly basis because I was led to believe I needed to do it to change certain people's perceptions. The massive workload and political mind games finally broke me. A week prior to my demise, I asked my direct manager for help. In return he attacked me for being a quitter and can't prioritize.
In my 10 years, I never been reprimanded for anything. Never had a bad performance review. Recently the organization has gone through a whole management change.
I have two doctors that able to prove my health decline in the last 8 months was a direct result of my job. One doctor also has a patient who worked in my department that went through the same situation but he resigned. Would this information help me to gain anything?
My employer did not do anything illegally and I understand I may just need to move forward, but can the attorney prove negligence? I have an attorney viewing my separation papers but I don't have the money to bring up a lawsuit. All I have is documentation of the massive overtime, emails and text messages from my direct supervisor proving intimidation and mind games leading to my psychological issues.
I'm a firm believer in hard work. Cushy office jobs don't produce results and they definitely don't add value to an organization. At the same time, pushing someone to the brink of insanity and physical destruction adds no value either. Is there any justice in today's world????
Getting Fired: Can I Prove Negligence Against My Former Employer
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