I was banned from a roller rink for something I didn’t say I was accused of using profanity to an employee at a roller rink when I never called her names. The owners daughter told me “You’re banned forever!” Can I still show up if she’s not the owner?
The rink is private property; they can let who they like in, and they can refuse entry to who they like. They can ban you for any or no reason. (The only exception to this is that they can't refuse entry because of some protected characteristic like race or gender.) The owner doesn't have to personally issue a ban; any person they authorize can do so. (Consider the case where the owner is something like the Disney Corporation; bans aren't going to be issued by the board of Disney - they will be delegated to the local manager, and probably the shift leader). You can still show up of course, but you are quite likely to be thrown out.
The question of whether a person was acting on their own behalf or that of a company would generally be a question of fact, so if such a case came to court it would be for both sides to present evidence and argue for their interpretation of it. In most cases the context makes it clear. You mention having a company email domain and associated email signature; that is certainly good practice and would go a long way towards creating a presumption that you were acting for a company. Also signing yourself with your job title or role (e.g. "Joe Bloggs, Chief Bottlewasher") makes it clear that you are speaking in your role as an employee. The content of the communication also matters; if you use your company email address to order goods from a supplier that the company has used before then the recipient can reasonably assume that you are ordering on behalf of the company and a court is likely to agree. OTOH if you use the company address to send libellous emails then the recipient would have a much higher bar to claim that this was the company view rather than a personal one.
A. Yes it is clearly illegal to fire employees for unionizing. B. Companies get around this all the time by closing the facility. That means the managers lose their jobs too, which is incentive for management to keep a union from forming.
Is it acceptable for person A (representing themselves) to refer to person B as &quot;their neighbor&quot; instead of by their name, or would that cause the suit to be dismissed? Omitting the neighbor's name in the pleadings &amp; proceedings cannot singlehandedly cause the dismissal of a defamation suit. The matter would result in dismissal only if the plaintiff repeatedly disobeys court order(s) (if any) to disclose that information. Before the proceedings get to that point, the plaintiff will have had one or more hearings to dispute the defendant's alleged need for identifying a non-party by name. When opposing to that disclosure, the plaintiff's goal is to establish that the false narrative about robbing a neighbor at gunpoint is defamatory regardless of neighbor's name. Keep in mind that the focus in a claim of defamation is the defamed person, whereas the relevance of details such as who the non-parties are pertains to context and evidence. Lastly, the fact that a party to the suit is a pro se litigant is irrelevant from both substantial and procedural standpoints.
Legally you face no problem. The section 66A of the Indian IT Act, which used to be previously misused for penalizing anyone who dared insult a politician, has been struck down as unconstitutional by the Supreme Court of India. But the police could still detain you for 48 hours (legally) without giving any grounds; they are required to do that, but the police are seldom held accountable. The supporters of the said politician can vandalize your home and office without fear of legal action. I am not a lawyer. Whatever is posted above is my opinion and data that I believe to be true to the best of my knowledge and resources available to me. Please contact a lawyer for professional advice.
Most employment in the US is "at will". That means that the employer or the employee can terminate the relationship without notice for any reason or for no reason. There are certain statutory protections that limit this, however, such as federal protections against discrimination on the basis of a protected characteristic. Arizona may have other protections. So the first thing you need to do (or your lawyer needs to do) is determine whether your employment was at will. If so, then it doesn't much matter if the reasons they gave you were lies, unless you can show that their actions constituted illegal discrimination. (If they lied about you to someone else, though, you might be able to go after them for libel or slander.) If your employment was not at will, then you may be able to challenge the reasons for the firing if the firing violated the conditions under which your employment could be terminated. Even if your employment was at will, your firing might fall under one of the exceptions listed in the Wikipedia article: public policy, implied contract, or good faith/fair dealing (although the article gives conflicting information about whether Arizona has an implied contract exception; the text says that it does not, but the map shows that it does). To analyze the facts of your case in connection with Arizona employment law, you really need to talk to a lawyer with a practice in Arizona employment law. The lawyer will want to review your contract or other written agreement, if there is one.
It depends on what you mean by &quot;clean.&quot; The police have probably made a record of the incident and included your name. If you're in the United States, the odds are that the public has access to that record under a freedom of information law. But that's a lot of work that few people will bother with. You haven't been arrested or convicted, so the incident probably wouldn't show up if anyone did a background check, if that's what you're worried about.
No. Absent some collective bargaining agreement to the contrary, you have no recourse because you have not been legally wronged. You have no right to privacy in this regard. You have no right to be free of humiliation based upon truthful statements. If the email is truthful and you were indeed suspended, then the manager is entirely appropriate in sharing that information, and indeed has a need to do so. You would have no recourse in Tennessee, even if your manager gave a national television interview on your suspension and truthfully stated all reasons for the suspension and threw in statements of opinion disparaging you. Humiliation is only actionable if it amounts to "outrageous conduct" beyond mere truthful speech (e.g. throwing your clothes in the toilet or secretly putting some self-disparaging statement on the back of your uniform) and was calculated with a specific intent to cause you extraordinary emotional harm that was not necessary for some legitimate purpose.