Terminated for recording manager

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roxannem24

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I was terminated for recording my manager admitting to violating FDA and company policy.

I work for a major pharmaceutical corp. and challenged my manager as he was trying to make me do something that violated policy. Subsequently, he placed me on a PIP (performance improvement plan), gave me a negative evaluation and a conduct memo for having expired samples. I complained to HR and I thought they were taking the matter seriously, as they flew me to headquarters to speak with our DEA/Compliance Specialist. They concluded their investigation and gave both the manager and me conduct memos. I was upset that they did not believe me and informed them that I had concrete evidence to prove that he was in violation of policy and could endanger the public's health. I received a letter stating that I was terminated because I recorded conversations which goes against our Code of Employee Conduct policy. However, my question, if my recording proves that my manager violated both FDA and company policy, is it still grounds for termination? I cannot believe that I tried to do the right thing and I get fired! Thanks in advance for any advice!
 
To start with, your employer does not need "grounds" for termination.

However, your violating policy is still grounds for termination regardless of what your recording "proves". It is not up to you what action they take against your manager. They clearly took the matter seriously but you do not get to decide what disciplinary action they take. It is not up to you to try to force them to take additional, or different, action.

Terming you may or may not have been unfair. It was not illegal.
 
To start with, your employer does not need "grounds" for termination.

However, your violating policy is still grounds for termination regardless of what your recording "proves". It is not up to you what action they take against your manager. They clearly took the matter seriously but you do not get to decide what disciplinary action they take. It is not up to you to try to force them to take additional, or different, action.

Terming you may or may not have been unfair. It was not illegal.


No offense...but, I need LEGAL advice, as I see that you are a HR consultant and would expect your response to be a defensive one.

For the record, I could care less what happens to my manager...bottom line is whether I need to inform the FDA or OIG of said violations. I tried to go through the proper channels and not blow the proverbial whistle publicly, but to no avail and to my downfall. The drug in question is for hypertension which could possibly have a deleterious effect to those patients who take it.
 
No offense...but, I need LEGAL advice, as I see that you are a HR consultant and would expect your response to be a defensive one.

For the record, I could care less what happens to my manager...bottom line is whether I need to inform the FDA or OIG of said violations. I tried to go through the proper channels and not blow the proverbial whistle publicly, but to no avail and to my downfall. The drug in question is for hypertension which could possibly have a deleterious effect to those patients who take it.

You got the best and most accurate legal advice available.

What part of it do you think is wrong?:no:
 
Your original post did not mention anything but "violating policy". You didn't mention that we were talking about violating the law. Had you done so, my answer would have been different. I don't read minds.
 
I'm sorry, but my original post did include the fact that my manager did violate both company and FDA policy, as in Federal Drug Administration. I know that the advice here is free, but, you guys are ruthless in your commentary. This is the first time in my life (I'm 42) that I have ever been fired and I am scared. I appreciate Senior Judge's link and I will attempt to see a lawyer tomorrow, as all of this has transpired today. I am so sorry to have bothered you all!
 
I'm sorry, but my original post did include the fact that my manager did violate both company and FDA policy, as in Federal Drug Administration. I know that the advice here is free, but, you guys are ruthless in your commentary. This is the first time in my life (I'm 42) that I have ever been fired and I am scared. I appreciate Senior Judge's link and I will attempt to see a lawyer tomorrow, as all of this has transpired today. I am so sorry to have bothered you all!

You are not bothering us and we are glad to help.

But your one question was: "However, my question, if my recording proves that my manager violated both FDA and company policy, is it still grounds for termination?"

cbg answered the question correctly.

I, however, answered a question you did NOT ask: "In any event, what can I do about it?"

No one is "ruthless". E-mail has no tone.

We are busy and taking time to answer does not include, unfortunately, time to give you several pages of analysis.

Let us know what the lawyer says.
 
You don't have a leg to stand on from a 'being fired' standpoint, but if you send the recording to the FDA it's highly likely they will be shut down. You can make an example of them if they won't negotiate. Sounds like a bunch of idiots.
 
Did you happen to notice that this thread is from 5 years ago? I'm sure the situation has long since been resolved.
 
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