If an employee is fired when he does a good deed but breaks a company rule, what public policy is violated?
452270
He should of been trained on what to do in this situation other than told to never leave his truck. The fact that this man prevented a felony from occurring makes him a good citizen and the company should make some peace with him by giving him his job back with the proper training so everyone wins instead of using him for an example where everyone loses.
1146540
Unfortunately for you the company has a right and is following the law with such a policy. This usually only applies to individuals who are blood related or are married but since there is obviously a sexual relationship between the two of you, the company has to follow their sexual harrassment policy and not allow one partner to supervise the other.
1067439
In the USA it is illegal to fire someone because of race, color or creed. Creed being the same as religion. However, Missing work because of going to religious services, etc., is not the same thing. You were hired to do a job. If you're not going to do that job, you shouldn't be working there and your employer has the right and obligation to fire you. It has nothing to do with what religion you are.
10732
If you're not "Flaming", it's not only unfair, it's possibly illegal.\nYour boss has a right to demand that you behave in a professional manner but does not have the right to censor your personal life or ask you to lie.\nSpeak with a lawyer before you act on my belief that it's unlawful discrimination or sexual harrassment, because the law may be different in your jurisdiction.
1165368
In the US it depends on what state you are employed. In California it is illegal; but in several other states, "a use or lose" policy is legal.
1077614
Call the California Labor Board. They are usually very helpful, friendly and willing to read the law to you and to go after employers who clearly violate the law.  Most of the state employees who work labor departments are thrilled to go after employers who violate the law. This justifies their job and helps with their performance evaluations.\n\nIn this case, your employer may not be violating any law, so just get the facts directly from the Labor department. Help is a phone call away.
1137934
There is no seperate set of rules for the behavior at the place of work. Behave like you do at any other place. Do your work properly, treat everyone nice and have fun
925953
Depends on your employment agreement, and whether you are a public or private sector employee.  If it is an "at-will" agreement, in the private sector, you can indeed be fired without cause.  You may want to consult a labor attorney, as some facets of the law vary by state.
973109
Ok, this is complicated.  IF you have a policy that outlines what the petty cash CAN be used for and she used the cash for expenses OTHER than those things, then this is technically theft of company funds and, yes, you can terminate her.  The way it works is you place her on suspension first (do NOT "fire" her).  Then, get her final check cut and write a letter for her file that indicates why she is being terminated, on what date and time, and any other information you want to put in there.  On the letter/form, there should be a place for the employee to make somments and sign.  This is important.  Then, call her into the office (she is still on suspension, remember) and, after handing her the Final Paycheck, let her go.  You HAVE to pay her the full amount owed to her at the time of termination in California.\n\nNow, if there is NO policy in place for the use of Petty Cash, then you are out of luck.  Your best recorse is to create a new policy for petty cash, print it out and have ALL EMPLOYEES sign it.  Give a copy to all the employees and put one in each employee's file.  Then, talk to her and let her know that you expect these policies to be followed to the letter.  If she does it again, it is theft (see the above paragraph).  If she pulls herself together, then you have gained a good employee.  Either way, you are free of the problem and you win.\n\nI hope this helps.
5504
Depends on the state you're in and the employer. In my opinion, the employment contract is initially breached by the employee no longer performing as expected/demanded. The employer has well within his rights to terminate that employee.
268042
If your contract for employment expired, you are now an at will employee.  This means that either side (you or your employer) can terminate the relationship at any time.  Your employer can fire you when ever he wants for what ever he wants for the most part.  There are some exceptions to this.  The Americans With Disabilities Act would protect you from being fired for being disabled.  The civil rights bill prevents you from being fired for race/religion/sex.  There is a whistle blowers protection that says you can't be fired as a government employee for reporting abuse.  As a private employee the rule is a little more stringent....you have to be reporting the abuse in a department which you supervise.  There are some other exceptions, but on the whole, as an at will employee, you can be fired, or you can quit, at any time.
589002
If the owner's relative was not the best candidate for the position, it certainly wasn't ethical and that's called nepotism.  Unfortunately, I think it is legal.\n\nIt isn't fair, in my opinion, and demonstrates to other employees that the owner is not loyal to them or respectful of them.
247061
The process may vary from company to company; however, this is a fairly common method:\n\n1st disciplinary action: Verbal warning.  State clearly what the employee did wrong, and explain clearly what the company policy is in that situation.  A deadline is usually provided for the employee to correct his or her behavior.\n\n2nd disciplinary action: Written warning.  If the problem persists, a discplinary lettter is prepared which details the problem, stating that this is the second notice of disciplary action.  Again state the problem and the correct behavior, with the warning that if the situation does not improve by a certain date that the employee will be terminated.  This should be signed by the employee and HR representative or supervisor.\n\n3rd disciplinary action - If the problem persists, termination.\n\nSome companies who hire "at will' employees can terminate without any official disciplinary action.\n\nOf course, it depends of the rules/company guidelines of specific organizations how each handle disciplinary procedures.  If you have a company handbook, it should state the process specific to your company.
15982
Not really unless he tells a boss something that's truthfull. then i can see how you could get fired. Other than that he can't get you fired for no reason, everyone has to have a reason to fire someone otherwise there's a big lawsuit waiting on them.
801498
Are you in California? Call the "whistleblowers" hotline 1-800-952-5665. You cannot be terminated for being hurt on the job. That is illegal.\n\nAlso call the Safeway Corp number and ask for human resources and explain to them what happened. If you live within driving distance to the Coprporte office, I would go over there and meet with them.
840784
Everyone is entitled to have an off day.  Don't take it personally unless it becomes habitual or there is a threat made.  At that point inform your supervisor/manager of the activity.  There may be an Aggressive/Anger Behavior that needs attention by people that have been trained on how to deal with the problem.  Your supervisor/manager should have a crisis number to call if he deems necessary.  If it’s your boss that has the issue call your HR Dept. (HR will handle the call or direct you to the proper party). He may have had previous issues with others and this is information the company needs to take action one way or the other.\n\nEveryone is expendable.  But at the same token everyone is valuable.  It all depends on weather the individual has a valid case of harming or damaging people or property.\n\nDoes this issue involve a Union?  This would simply require filing a grievance.  \n\nTaking action or replying in a negative fashion is often acted on prematurely, wait a day and then reply.  Sometime what you think happened was actually what your mind made of it without thinking things through.\n\nGood Luck
7024
Basically, you have to not be breaking a contract by firing the person and not be discriminating against them by firing them. That is, you must have a reasonable reason for firing them other than their disability, age, race, color, religion, sex, or national origin. There may be additional protections based on state laws wherever you live.