Recent Feedback
After 2 years of employment, my employer started a 30 day performance plan process. So far their feedback is only negative and feels contrived. There is not accusations of mal-intent (I did nothing wrong) against me and there was not negative feedback from them till this time period. I am due a large sales commission from my sales territory, but verbally some of my managers are trying not to give me credit of which I dispute. In addition several months earlier, before letting go of my sales partner, my sales manager told me there is a "complicated process to go through for someone in his age class" (over 50). I am also over 50 years old. The company shifted sales internal closing documents to show that sale closed after that other employee. Finally, my employer is not likely to offer any parting compensation. I'm frankly not sure what I should do when they finally let me go what I should say or who I should speak with.
Optional Information: State/Country relating to question: Pennsylvania Already Tried: Following my employers guidance and requirements within the performance improvement plan they gave me.
Welcome and thank you for your question!I am sorry to learn of your experience. Do you currently have a written contract that says you can only be terminated for just cause?
I know my employment is "At-Will", I live in Pennsylvania. Should I contact my HR dept and ask your question to verify about a written contract?
If you know that your employment is at-will, that's all that matters. What is your understanding of what it means to be an at-will employee in Pennsylvania?
In general, I think it means they can let me go anytime for anything.
That is correct. Since at least 1891, Pennsylvania courts have recognized the rule that, absent a contract, employees may be discharged at any time, for any reason, or for no reason at all. Henry v. Pittsburgh & Lake Erie Railroad Co., 139 Pa. 289, 21 A. 157 (1891). The Pennsylvania Supreme Court has noted that “were we to open the tribunals of justice and allow juries to decide every question involving an at-will employee dismissal, we would be allowing them to dictate the business policies of the giant corporation and the family-run business alike. Since we find no contract to overcome the at-will presumption, and no public policy violation..., the court cannot interfere with (the employer’s) decision to discharge appellant. Darlington v. General Elec., 504 A. 2d 306 (1986). “The essence of the employment at-will presumption is that the decision to discharge an employee is best left to the managerial prerogative and generally will not be reviewed in a judicial forum. The other side of the rule is that an employee may resign at any time, for any reason, or for no reason at all. Veno v. Meredith, 515 A. 2d 571 (1986).Given the fact that you are an at-will employee and given the fact that the employer has the right to end someone's employment, what specific information are you seeking from JustAnswer?
Do you currently have an Employment Contract which says that you are entitled to severance pay in the event of a separation? You may want to call HR and ask them if you don't know.
No contract. My HR site says involuntary Termination is ot eligible for severance. What about my other concerns?
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Experience: Assisting employees and employers for over 14 years.