My question involves labor and employment law for the state of: District of Columbia
I worked in Washington DC for an assocation
I was terminated July 12 but in my termination letter there are many falacies included and I can prove this because there was no communication sent to me by anyone including managers about the issues they state for my termination.
There is one reason they included in the letter for termination was that I lied about setting up my Outlook Out Of Office Email. I did set this up but the story is this:
My boss can go off on people and this makes me nervous when I see him about to try and give me a lecture, I was out of the office and closed my Outlook, my out of office replies did not go out although later i learned that they should have and Outlook wasn't working correctly
when i got back in front of my computer I read my emails and saw that my boss was upset and was going to drill me about my out of office not being setup, I thought it was my fault for closing outlook so i told
him my power went out (which it didn't) and my outlook was closed and out of office didn't fire.
Long story short I confessed the next day when i realized what had happened, it wasn't my failure but that of Outlook and the email service my organization (employer)
He continued to say in the termination letter that I didnt' set this up and he never investigated.
The reason I post this is because if my lie was enough to terminate then why bring up other fallacies. Other fallacies include that I was address about challenges with my work process not product and he states that this was an ongoing issue. I was address about this issue verbally 3 months after I started and never had a problem since, there were no written or verbal communications to show otherwise.
There is something not right here, why lie about other issues if the core issue was enough to terminate. I believe there were mitigating circumstances and that under duress I lied.