Archived WHO CAN I TALK TO ABOUT WRONGFUL TERMINATION

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pharmangel

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I need to find out the head of hr for my district. I was terminated and not given a reason. They said i would get letter in mail.
 
You can call the integrity hotline or use their email if you think it was wrongful. 800-541-6838 or Integrity@target.com
They will investigate and get back to you.
Mind you there's not much chance they will side with you because unless they HR department did a real bad job of handling your paper work your have been fired by the rules of Spot.
You can try to fight it but that won't be easy.
 
Are you seasonal or within your first 90 days?

Was there any recent incident or issue that your store or a guest might had with you?
 
So, why were you up and fired? There has to be something that they could have dug into to really try and use against you. If you say there was nothing then you are probably not being honest with yourself and will lose the battle. But if there was something and you acknowledge it, and state that you were actively working on it but have not been coached or put on CCA then you may have a case. If you are under 90 days.... then I am sorry but commie is correct... the rules can be tough.
 
Wrongful termination is tough to prove if you're trying to get unemployment. You'd have to prove either that Target has a history of wrongfully terminating people who were in the same position as you, or you'd have to prove that you did absolutely nothing at all that would warrant you being let go. Target wouldn't have fired you unless they had documentation to support it. I've seen the hoops HR has to jump through to terminate an awful tm firsthand. There's a reason shitty TMs are around for a long time if they've made it past their first 90 days.
 
If could also have to do with the fact that you're an admitted felon. I know it wasn't drug related, but Spot may just not be keen on a felon working in the pharmacy no matter what the offense or circumstances surrounding the offense.
 
Even after i have been there seven years. We had to sign up with medpass which i was told which conducted a new background check. I disclosed everything. So it should not affect my job. I just got recertified by the state as a pharm tech and they are ok with it. It is not drug related.

We had a herion addict working back there who took loas for rehab and she didnt get fired.

So how is that fair. Even the medpass people are disputing stuff on my background check.
 
It doesn't matter if you disclose it...it only matters if you have it.

The heroin addict, as long as they don't have a felony, is covered by the ADA. I'm not saying it's right or fair, but that's how it is.
 
I mean not to be evil or any kind of malicious. I want target to base decisions off situations such as opening someone else's mail felony to manufacturing and intend to sell drugs felony. Target may or may not see it that way afterall. Just because something is legal in that state doesn't mean it is in accordance to company policy.

I.e. smoking pot in a state where it is legal. Just because it's not illegal, target will fire you if it violates it's anti drug policy.( I can only wonder on the what if's on that conversation.)
 
I do believe that your heroine addict coworker is covered by ADA. A Leave of Absence for rehabilitation is a reasonable accommodation, from what I understand. However, that person would be paying for it themselves. Court rulings on ADA coverage vary on a case-by-case basis.
 
Ok so my next question why was i the only one who did the medpass if everyone else is supposed to do it why was i the only one told to do it.
 
Do you know for a fact that there are others who are NOT medpass enrolled?
ADA doesn't necessarily protect a drug-related felon. While they may be protected from job loss, anyone ever convicted of a drug-related felony would lose their pharm tech certification regardless of circumstance.
Since yours wasn't drug-related, your pharm tech licensing board didn't have an issue with it.
Spot, on the other hand, tends to err on the extreme side of caution & wouldn't allow ANYONE convicted of a felony to work in their pharmacy.
Which begs the question of why they would allow a convicted drug abuser to remain?
The average license is good for 2 yrs so maybe the addict isn't worried about that right now. Maybe the medpass would've brought that to light so they weren't enrolled purposefully? Maybe there were extenuating circumstances that you're unaware of.
If you don't get satisfactory answers from spot, you might want to let your pharm tech licensing board know that Target has employed a convicted felon handling drugs in the pharmacy.
 
Yes i am positive there are others who have not enrolled in medpass. It is not legal for them to fire me without talking to me or hearing my side especially when it has nothing to do with the job
 
Retail Girl said:
Wait...no one said the heroin addict had a felony conviction.
Click to expand...
Good point. I missed that.
If the addict hasn't been convicted, their status WOULD be protected under ADA but spot COULD move them to another area as long as they didn't take away their paygrade. Small price to pay to avoid having an addict - recovering or otherwise - around controlled substances.
 
redeye58 said:
Retail Girl said:
Wait...no one said the heroin addict had a felony conviction.
Click to expand...
Good point. I missed that.
If the addict hasn't been convicted, their status WOULD be protected under ADA but spot COULD move them to another area as long as they didn't take away their paygrade. Small price to pay to avoid having an addict - recovering or otherwise - around controlled substances.
Click to expand...

That was what I was getting at. If that person was not convicted of a felony, pharmangel ' s bringing that up is groundless and I say this respectfully but plain none of her business. Though why that person is behind the counter is beyond me. I think it's boiling down to pharmangel getting convicted herself and target doesn't play that kind of music. I do agree that HR should very sat down to deliver the decision.

Commie and dan... you guys are funny lol.
 
The person you need to talk to would be a lawyer who specializes in employment issues like wrong terminations.
 
pharmangel said:
It is not legal for them to fire me without talking to me or hearing my side especially when it has nothing to do with the job
Click to expand...

Here the laws are that employment is at-will, you can be fired for any and/or no reason. The only leg employees have to stand on here is to argue that they were discriminated upon for a disability, their race, gender, age, etc. And then they'd have to prove there was a pattern among those fired (ie. good luck claiming they fired you for race if they still have five employees of your race working at the store).
 
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