Indeed, that is the nature of being what's called an "At Will" employee.

Most employees are "at will."

The courts have explained it this way, "[a]nd it doesn't matter whether you have cause to terminate someone's employment. They are your employee at will and you can ask them to leave, fire them, at any time, for any reason, no matter how stellar their performance." An employer may discharge an at-will employee for good cause, for no cause, or for a cause that some might view as morally indefensible.

As an at-will employee, you have no legal right to continued employment. You can quit at any time. The employer can let you go at any time.

Because you are an at-will employee and because your employer has the right to let an at-will employee go at any time, there really are no rights in the facts you describe. What your employer told you is true.

I know that this is not what you wanted to hear but you deserve a candid answer. I wish very much that I could offer you an answer that was more favorable to your circumstances, but the law seems to be pretty clear. Had I been able to provide an Answer which might have given you a successful outcome, it would have been my pleasure to do so.

I hope you understand.

It has been my pleasure to assist you today with your information needs. It is my goal that you are satisfied. No expert can promise you an answer that is favorable to your circumstances. But I will do my very best to explain the legal principles that are related to the facts you’ve described so that you can better understand the “why” of things.

Please let me know if there is anything else I can provide to give you excellent service!"

Yes, indeed, I am.

You can cooperate with any investigation and be sure to give your side of things.

If your employer fires you or disciplines you, you can prepare a written rebuttal and request that it be included in your personnel file.

You cannot, however, prevent your employer from firing you.

A 16-year-old minor cannot be sued in court. You can talk with his/her parents and request a retraction of the allegation.

It is up to the employer to investigate. During that investigation, you have your say by telling your side.

You are also free to write a written rebuttal and have it placed in your personnel file. Again, that's your chance to give your side.

Remember, an at-will employee has no legal right to continued employment. You can be employee of the year and still be fired. An at-will employee has no legal recourse because they are an at-will employee. That's the nature of at-will employment. At will means that: at will.

Remember, as I said earlier: An employer may discharge an at-will employee for good cause, for no cause, or for a cause that some might view as morally indefensible.

That is the brutal truth of at-will employment. It's the boat of most employees.

Do you notice that we're going in a circle here?

Do you mean criminal charges?

Sexual harassment is not a crime. If she sues you in civil court, then you will have your chance to tell your side and ask a jury to return a verdict in your favor and then your name would be cleared.

I hope this helps to clarify things.

As I previously said, because of her age, she is a minor and she cannot be sued in court.

You simply take the allegations which have been made and explain what is not true about them. It has been alleged that X. That allegation is not true because Y.

You do not need the written allegations. Just summarize what has been told to you that you disagree with.

Then the rebuttal is that the allegations are not true.

I cannot e-mail it to you. However, you can scroll up to the first box that has your original question. On the lower right corner, there is a SHARE button. Put your cursor on the SHARE button and a new box will pop open.

When that box pops open, there's a printer icon. Select the printer icon to print.