What can be done if you find out another co-worker got you fired? What can someone do if they find out that another co-worker was responsible for getting them fired? This person was an asset to the company, and the other co-worker was purposely submitting bad reviews and talking negatively to management to get the person fired, however these were factual, if blown out of proportion. Every little thing was targeted.
Without a jurisdiction, I'll just say that unless the comments made in the reviews and discussions were false, the individual is unlikely to have any claim, particularly given that you've stated that this occurred over the course of a year. However, the individual may be able to argue that they were not given sufficient notice of their performance, for example through performance evaluations, and given the length of time, it likely that one would have occurred. A company may be able to terminate an employee in spite of their overall contributions if they have breached policy - for instance, an otherwise outstanding employee who attracts negative customer reviews based in fact, and who is given ample opportunity and guidance to improve, may cause brand and reputational damage to the company; in this case, it is a commercial decision to retain or terminate the employee. As for what recourse the employee has, if the comments were factual, then it is likely that they will not have any, unless the employer has not adhered to procedural requirements - for instance, in Australia, you are required to provide an employee the opportunity to have a support person present at any meeting which may result in the employee's termination - or the employer broke some other law - for instance, discrimination, bullying or harassment law. Unfortunately, the contributions an employee makes does not necessarily negate the harm they do, and complaints based on an employee's performance are completely valid if factual.
Is it legal to retaliate against an employee who answered falsely when asked an illegal question? It depends. It is important to ensure we understand the distinction between (1) questions which are illegal in and of themselves, and (2) the illegality of hiring, discharging, or failing to hire based on a candidate's/employee's answer(s) or attributes. You yourself might have been aware of the difference beforehand, but your question is a good occasion for clarifying a general misconception. In instances of the first category, it would certainly be illegal to retaliate against the employee insofar as the falsehood is traceable to the employer's violation of the law. Examples of this category are sections 432.3(b) ("An employer shall not [...] seek salary history information, including compensation and benefits, about an applicant for employment") and 432.7 ("An employer [...] shall not ask an applicant for employment to disclose, through any written form or verbally, information concerning an arrest or detention that did not result in conviction") of the California Labor code. Scenarios of the latter category are more intricate, since an employer might prove that his decision to discharge the employee falls outside of conduct sanctioned by statute. For instance, 42 USC § 2000e-2(k)(1)(A)(ii) does not outlaw --at least at a federal level-- questions about the individual's protected categories (such as sex, religion, or national origin). It only outlaws the decision making that is influenced by the protected categories which are the subject matter of the interview questions. The example you gave ("what would your husband do if you got this job?") serves to illustrate the difference, putting aside that questions of that sort might be intended to indirectly ascertain the candidate's marital status. Let's assume that the employer seeks to hire a waitress, and that the jurisdiction at issue outlaws discrimination on the basis of employee's marital status but not the questions about it. The employer has a cognizable interest to avoid employing any waitress whose husband is an overly jealous person with propensity to attack male clients. The waitress's lie when answering that question (for instance, by fraudulently representing that she is single or that her husband is ok with her employment as waitress there) contravenes the employer's legitimate interest to protect its clients. In that context, the employer's discovery that the employee lied during the interview gives reasonable grounds for discharging that employee. After all, the employee's intentional misrepresentation only strengthens the employer's suspicion of being at greater risk (of liability toward clients) than the employee is willing to admit. For the employer to prevail at law, it would need to be proved that the reason for discharging the female employee was not her marital status itself, but the employee's concealment of a risk that is a matter of employer's lawful concern.
If an employee takes home information that his or her employer considers confidential, that would be a matter of company policy. The employer could discipline or fire the employee if it learned of the incident, and chose to act. If the information is considered to be a trade secret, or part of one, disclosing it or mishandling it so as to risk disclosure could be a crime under US law. However, only in unusual cases is criminal action taken on such matters, normally it is left to civil lawsuits or internal company action. I do not know if Canada has a similar law.
are employers legally allowed to punish (e.g. fire, reprimand, etc.) an employee who shares wage/salary information with their colleagues? No. Section 8 of the BC Labour Relations Code preserves for the employee &quot;the freedom to communicate to an employee a statement of fact [...] with respect to the employer's business&quot;. More conclusively, section 64 entitles a person to disclose --except for purposes of picketing-- &quot;information [...] relating to terms or conditions of employment or work done or to be done by that person&quot;. Wage/salary information clearly is a condition of employment. the only answer to that question relies on a law from a different province (Ontario) and so is not relevant in BC. That answer is relevant to Canada (also the question was about Canada). That answer cites a statute from Ontario because that is the jurisdiction that the asker specified. It would be tiresome as well as futile to provide the statutory equivalent of every province on a matter that the provinces are very unlikely to legislate materially differently.
It depends on the nature of the strike. If a strike is &quot;protected&quot; (allowed under the NLRA), you cannot be fired but if the strike is illegal, you can be. If the strike is legal and was at least in part over an unfair labor practice, you must be immediately reinstated after the strike ends. If the strike is over economic issues, you might have been replaced with a permanent employee so you are placed on a preferential hiring list. However this right to reinstatement can be lost if you engage in serious misconduct in connection with the strike or picketing.
Here's the thing: if the plaintiff/appellant/claimant are the same legal entity as the defendant/respondent, it's plain to see that one of them must lose. For instance, consider a case where two trains operated by the same corporation collide. Assuming that the drivers both performed their duties, the company is vicariously liable &ndash; such a case is frivolous and is likely to be thrown out for that reason. It's just a waste of time and money. Or your second example: If the woman was driving the city vehicle and crashed it in the course of her duties, it is the city that will be the defendant in the proceedings, not the woman. So essentially: while it's difficult to prove that something has never happened, these are good reasons to expect it would not happen.
Unfortunately, you are probably not entitled to the redundancy / severance money since you weren't technically ever made redundant / laid off - there was no point in time where you were willing and able to work where they refused you, and I presume you were paid for all time worked. If you're concerned that they only changed their tune because they knew you had a better job already lined up - well, you can call their bluff or just use it as a learning experience. In what jurisdiction do you work? If the US, you could call their bluff, say you'd rather stay and see what they do. You would then keep the option of simply walking away with your stuff in a box any time you felt like it (assuming at-will employment and no contracts that state otherwise).
At-will employers can fire you for almost any reason or no reason at all, aside from a few protected reasons for termination (defined by things like gender, race, religion, disability, etc.). &quot;Employees who want to work remotely from another country&quot; is not a protected class of individuals, so the company could almost certainly fire you for this with no repercussions whatsoever. Whether they will or not is an different question that's entirely dependent on your specific situation, but in general, US at-will employers have a very wide latitude to &quot;tell you no&quot; by simply firing you. All you can do is ask your manager. If they say no, then the answer is no. They do not require any &quot;grounds&quot; or justification for their decision.