How to Protect My Employability
April 14, 2014 8:36 AM Subscribe
A combination of anxiety attack and anemia (the term used by the paramedics was close to that, I don't recall) caused me to pass out in my office. I was discovered unconscious, and came to as the EMT people arrived. I was not scheduled to work that day, but agreed to help the shift supervisor and departing assistant manager, who refused to come into work. The shift supervisor did not react well to the possibility of having to stay in the store to close it. This resulted in a public confrontation after the paramedics left (because I refused further medical treatment; they told me to go home immediately). I ended up closing the store. My store manager, who tried to fire me once already, has informed the District Manger and HR. I was told to come in at my scheduled time, but I can expect to sign papers. What can I expect during a retail-industry termination?
posted by Ashen to Work & Money (24 answers total) 4 users marked this as a favorite
My shift is in 30 minutes. While my boss has no authorization to fire me, I believe - in combination with the write-up I received a month ago, and the continued absence of my annual review - that he has made the case to HR for my termination.
The departing assistant manager has transferred to another store for the same reasons that I wanted to quit, and has cut contact with everyone who works here. Therefore, I have no references. So:
1. Is it possible to convince HR, if I am in fact being terminated, to classify my termination as "without cause?"
2. Someone called the Ethics department on my store manager, and I ended up involved in an HR report and subsequent investigation. There is a small chance that my termination will get reduced to a suspension. Does this come up in a background check? Can a potential employer ask about this?
3. When looking for another job, can I forward all inquiries about my employment to HR INSTEAD of the store? Or will potential employers just call the store anyway?