Is there anyone I can call for wrongful termination?

Do you work for Eagle?

 

These state laws referred to as "Right to Work" laws. Well, they're more accurately described as your employer can do whatever they want, pay you whatever they want, and get rid of you whenever they want for whatever reason they want. As long as it is not something that is against a state labor law or federally illegal because of protections under the ADA (American with Disabilities Act) or EEO (Equal Employment Opportunity) laws, which can be very very difficult to prove, there's not much you can do about it. If you are a part of a Collective Bargaining Agreement (represented by a Union), regardless of whether you are an actual dues paying member or not, you may have some recourse through Union and CBA. [In many 'right to work' states, even if a workforce is subject to a CBA, it is not mandatory to join the Union to be represented by the Union.]

 

your question would be best answered by a attorney in your state. Everything you get here will be personal opinion and speculation. As mentioned before if you are an at will employee your employer can just tell you thanks and see ya later. If anyone has lied to get you removed from your position then they can possibly be held liable. in the end though your still looking for a job.

 

Ok, a few of my 2nd to last employers, x-employees got around right to work in these situations by passing up the wrongfully termed allegation and going straight to litigating the accuser and the terminating manager personally. They then would flip back by amending the court document to accuse the company's senior management of negligence in the management of the company, resulting in their serious personal loses.

In short you need to get a better then average lawyer, willing to go in the back door, via the general liability path based on miss management.

I'm trying to remember the phrases, something like, the client was terminated for a proper and just cause, however the cause was (something I forget) due to ignorance (or maliciousness ) of the one person, and the lack proper verification do to defective training by the company of the other person.

Sorry I can only remember the over all concept...the company settled 50% of these.