Hello and thank you for allowing me the opportunity to assist you. I am a Virginia attorney, and I will strive to give you a concise answer.
Whether or not you have recourse is going to depend on whether you had an employment contract that limited the reasons that you could be terminated.
If you had no employment contract that limited the reasons that you could be terminated, then you were an employee
at-will. The employment at-will doctrine states that either the employer or employee may end the employment relationship at any time and for any reason
. Over the years legislatures have enacted exceptions to the employment at-will doctrine for things like illegal discrimination, but they are exactly that: exceptions.
If the exceptions don't apply, then the courts will simply view the termination as a lawful business decision, and such decisions will not be overturned even if they were unfair or can be proven to have been poorly made
. It sounds harsh, but it's that same principle that allows the employee to immediately quit that job if she were to find something better. In other words, the employer is not shackled to the employment relationship any more than the employee is shackled to it.
On the other hand, if you did have a contract
that limited the reasons that you could be terminated (and the contract would be specific to you, or a union contract), and if receiving a warning for speeding is not one of the reasons, then you have a strong argument that you were wrongfully terminated, and that the employer breached the contract. In that scenario, you would be entitled to money damages and possible reinstatement (I say "possible" because people often don't want to return to their jobs after litigation
with the employer - and understandably so).
In sum, whether or not you have recourse depends on whether there was an employment contract. If so, then you'll want to consult with a local attorney who can review the situation in greater detail and possibly file a lawsuit.
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