On April 20 2013, a female employee alleged that I harassed her and caused her to fear coming to work. This employee and I were romantically and physically involved (which led to pregnancy and a miscarriage) from March 2004 - October 2004. I stopped seeing her after learning not only that she was married, but, in her words, her husband was no longer able to have children due to a vasectomy. We had not seen or spoken to each other since in nearly nine years.
On April 22 2013 when my manager brought the allegation to my attention, I told her what occurred in the past. She instructed me to document the details of the affair so that she could have the letter placed in my personnel file "for future reference". I complied in addition to stating in my letter that I did not feel comfortable in the work environment and asked to not be placed in any situations where this woman and I would come in contact.
At 5:00pm on May 8 2013, I received a call from the Unit Supervisor instructing me to meet with the Unit Director and head of Personnel at 3:00pm on May 9 2013. At the specified time, I met both individuals in Personnel and was told that the President and CEO (a female) stated that I "made a sexist remark" to her, in an open forum, the day before. They also claimed that I caused another female employee "to feel inferior" when I allegedly questioned "why she was still a Unit Clerk and not a Nurse".
Additionally, I was accused of "defying authority" because I carried an UNOPENED soda to the nursing unit after lunch...THREE WEEKS PRIOR. When confronted by the Unit Director when the incident occurred, I immediately threw the UNOPENED soda in the trash and apologized for the error. She laughed and asked why I would throw away a perfectly good soda.
Finally, I was told that (PRIOR TO BEGINNING MY FIRST DAY ON THE JOB), I "consistently emailed" the Unit Director asking about my schedule. When I asked if an investigation had begun into the female employee (claiming harassment), the personnel director stated, "That's besides the point! You seem to have a problem with females and as such, we cannot have that kind of behavior here."
In closing, I was told "You are an at-will employee." and that no reason was needed into their actions. My harassment/defamation claim was totally dismissed. Their action (or lack thereof), in my belief, was sexual discrimination despite the written evidence I presented clearly showing the female employee's allegation was not truthful.
Before leaving the premises, I was given a copy of the HR policy showing the grievance process which, ironically, I was not availed.