Wrongful violation filed have evidence against Dollar General

Diana F said:

Need to find a lawyer that's willing to represent me

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Diana F said:

Need to find a lawyer that's willing to represent me I went into work to do CBL's on 13 January when I opened my employee webpage through Dollar General there was a notice of violation filed stating that I did a Western Union transaction on my second day of employment back in December,
keep in mind this violation was filed on 12 January and I was supposedly given counseling on the 12 when I was not scheduled to work supposedly the store manager gave me the counseling
and they wanted me to electronically sign this violation instead I printed it up ask my supervisor store manager about it she stated it was a mistake and she would contact the district manager find out what it's about and she is disputing it so a week went by she never did anything that I know of she said she couldn't get a hold of him so I went to assistant manager which told me she's a big liar when she wants to get rid of someone she will and lie about it she took me into the office and logged into the computer to where it went directly to the district managers email and said email him notice so I did 9 o'clock that night I get a phone call from the store manager all mad at me because I contacted the district manager three days later after so much pressure at work I walked out I know you only have 30 days to file against a company like this and I need The lawyer that's willing to stand for me I have all documentation

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Diana F said:

At 9 o'clock that night I get a phone call from the store manager all mad at me because I contacted the district manager. Three days later after so much pressure at work I walked out. I know you only have 30 days to file against a company like this and I need a lawyer that's willing to stand for me. I have all documentation.

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• of your race, color, religion, sex, national origin, citizenship, age, disability, or genetic test information under federal law (some states/localities add a few more categories like sexual orientation);
• you make certain kinds of reports about the employer to the government or in limited circumstances to specified persons in the employing company itself (known as whistle-blower protection laws);
• you participate in union organizing activities;
• you use a right or benefit the law guarantees you (e.g. using leave under FMLA);
• you filed a bankruptcy petition;
• your pay was garnished by a single creditor; and
• you took time off work to attend jury duty (in most states).

Tax Counsel said:

I added in some punctuation to your post above to make it a little easier to read and reflect my understanding of what you are saying. It sounds like you want to sue the employer because the manager set you up to be fired over something you didn't do. The problem is that (1) even if the company had fired you it would not have been illegal or a wrongful termination and (2) you quit, so the company didn't even have the chance to make the final decision whether to keep you or fire you — you're out of work because of your own choice, not because the company canned you.

A lot of employees misunderstand what wrongful termination means. As CBG often says, correctly, wrongful termination does not mean the company fired you for something you didn't do. Rather, wrongful termination means that the reason the employer fired you is a reason prohibited by law. The prohibited reasons include firing you because:

• of your race, color, religion, sex, national origin, citizenship, age, disability, or genetic test information under federal law (some states/localities add a few more categories like sexual orientation);
• you make certain kinds of reports about the employer to the government or in limited circumstances to specified persons in the employing company itself (known as whistle-blower protection laws);
• you participate in union organizing activities;
• you use a right or benefit the law guarantees you (e.g. using leave under FMLA);
• you filed a bankruptcy petition;
• your pay was garnished by a single creditor; and
• you took time off work to attend jury duty (in most states).

The exact list of prohibited reasons will vary by state. So if you had been fired, the termination would be legal unless it was one of the fairly limited reasons like those listed above. Put another way, most reasons for termination are perfectly legal, and are legal even if the employer had the facts wrong about what you did. For example, the employer can legally fire you because it thinks you sent that WU transfer even though you really didn't. Had you been fired for that, it would not have been a wrongful termination.

But you didn't wait for them to fire you. You quit. That's going to make things harder since that quit will likely mean you don't even qualify for unemployment compensation, though you should apply anyway since it costs you nothing to apply and maybe the state will decide to give you benefits anyway.

Bottom line, though, I'm not seeing any good claim against the employer here. But feel free to consult an employment law attorney to verify that. Most will give you free initial consultations. Perhaps some fact you didn't share here would give you some claim to pursue.

I don't know where you got the idea that you only have 30 days to act. You'll have more time than that when the employer is a private company. Had you worked for the government then maybe you'd need to act in 30 days. The shortest time frame that I can think of that would apply here would be that if you were pursuing a claim of illegal discrimination you'd need to file a complaint with the Missouri Department of Labor & Industrial Relations and/or the federal Equal Employment Opportunity Commission (EEOC) within 180 days of the discriminating act. If your claim was something other than illegal discrimination, you'll have at least 180 days and likely longer to pursue that. That said, the sooner you contact a lawyer, the better.

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Diana F said:

Thank you so much your Response has helped me .

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