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After 10+ years of satisfactory performance (last evaluation…

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After 10+ years of satisfactory...
After 10+ years of satisfactory performance (last evaluation was unsatisfactory) with a quasi federal agency I was terminated for unsatisfactory performance by a new manager with whom I had a grievance. I learned that the manager's initial desire was to terminate me. However, the manager was convinced to placed me on probation. I was place on probation (6 month) for "performance" reasons. Three possible scenarios were listed as consequences of probation (1) extension of probation (2) demotion or (3) termination. During the probation period I interacted with my direct supervisor who did not have an issue with my performance, we spoke regularly. My work was delivered in a timely and acceptable manner during the probation period. Unfortunately, my conversations with my direct supervisor were not documented.

I was terminated a day before the expiration of probation and my direct supervisor seemed surprised by my termination. Is there cause for EEOC complaint?

Thanks.
Submitted: 8 years ago.Category: Employment Law
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Answered in 1 minute by:
6/18/2010
Employment Lawyer: Tina, Lawyer replied 8 years ago
Tina
Tina, Lawyer
Category: Employment Law
Satisfied Customers: 33,167
Experience: JD, BBA, recognized by ABA for excellence.
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I am very sorry to hear of your dilemma.

 

Is your employer a government contractor? What type of grievance was pending when the new manager put you on probation? Are you a union employee?

 

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Customer reply replied 8 years ago
My former employer is the United States Central Bank, Federal Reserve. The unofficial grievance developed when I questioned a document from the manager's workgroup that was similar to an original document produced by a workgroup I was affiliated with. When this occurred I was not reporting to this manager. I believe this manager's action was vindictive and retaliation for my questioning the document.
Employment Lawyer: Tina, Lawyer replied 8 years ago

I see. As a government employee, you are entitled to due process. This includes filing a grievance regarding your termination and being heard as to the reason you were terminated. It does not appear you were terminated with good cause, so I would retain a local employment law attorney familiar with government employees to at least counsel you through the process in order to help persuade the employer that you were terminated without good cause.

 

The EEOC would not investigate the matter unless you were terminated based on discrimination of some sort such as race, age, disability, gender, or other protected class.

 

 

Best regards XXXXX XXXXX

Tina

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