Six months later I was promoted to center manager and all was good for 18 months: I had nothing but great reviews and no write-ups.”Īll was good at work, but Sylvia’s home life was another story. “Everything was working well and I got promoted two years later to assistant manager,” Sylvia adds.
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Apparently that seemed to work - she was transferred to another location and worked full time again. She wrote a letter to HR explaining that she had to step down from her job as project coordinator. Sylvia believes they were forcing her into resigning because of the daycare issue. Their solution: my hours were decreased from a regular 40-hour week to seven hours per week.” Two years later I was still working nights so I reminded my supervisor about the promise and that I couldn’t work nights anymore.
My district manager, however, promised me that I would only have to work the night shift for one year. “Thankfully I was transferred to another FedEx location but I had to work nights. She called her district manager and asked for a transfer: if she couldn’t be transferred, her only alternative was to resign. Sylvia scrambled and managed to get a friend to pick up her daughter, but she then found herself working in a hostile environment. He threatened me by saying that if I left work to pick up my daughter from daycare I wouldn’t have a job when I returned.” “Everything was going well until about eight months on the job, when I had an argument with my assistant manager about child care. “I was hired by FedEx in 2006 as lead project coordinator and my job was to make sure FedEx orders were delivered correctly - I had to catch all and any errors,” says Sylvia. Even though the employees had proven that someone else stole, the employer is still within rights to terminate that employee because it is not unlawful or “wrongful” termination. One employment attorney says that he has heard from employees whose employer accused them of stealing. In Sylvia’s case, she was fired for “stealing” from the company, although that accusation is quite a stretch. An employer can terminate a worker at will and, as long as it isn’t for the “wrong” reason, they won’t violate the California labor code.
The at-will rule created by statute, the courts or public policy has exceptions.
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But Sylvia insists that she was wrongfully terminated.Ĭalifornia’s Labor Code states that an employment relationship with no specified duration is presumed to be employment “at-will.” In theory, this means that the employer or employee may terminate the employment relationship at any time, with or without cause. Sylvia’s employer likely has not violated the California labor law and she would be hard-pressed to file a California labor lawsuit. Placentia, CA Sylvia says that she was terminated from FedEx for entering her time card incorrectly.
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