NTE WOES - BASED ON EMOTIONS

A friend received an NTE where: 1. AWOL for not notifying his GM, when in fact he notified his immediate supervisor and in turn notified their GM that he is sick with Dr's certification. 2. gross dereliction of duty by cancelling classes and claims that his personal affairs interfere with work; when he have diligently performed his duties, submitting on time and good quality work, regardless of how he feel emotionally.

1. Is there a probable cause for unjust termination? (No grievance committee to turn to and very facts)
2. What possible compensation can he demand?
3. What other possible option he can explore?

GroundZero wrote:A friend received an NTE where: 1. AWOL for not notifying his GM, when in fact he notified his immediate supervisor and in turn notified their GM that he is sick with Dr's certification. 2. gross dereliction of duty by cancelling classes and claims that his personal affairs interfere with work; when he have diligently performed his duties, submitting on time and good quality work, regardless of how he feel emotionally.

1. Is there a probable cause for unjust termination? (No grievance committee to turn to and very facts)
2. What possible compensation can he demand?
3. What other possible option he can explore?

All Termination decisions should have factual basis/es and supported by evidences. In your story, you stated that there's only an NTE, your friend should just answer that.

1. It depends. However, there's no UNjust Termination to talk about if there is NO actual Termination.
2. It depends on the existence of Unjust Termination.
3. Just answer the NTE and wait.

HrDude wrote:

GroundZero wrote:A friend received an NTE where: 1. AWOL for not notifying his GM, when in fact he notified his immediate supervisor and in turn notified their GM that he is sick with Dr's certification. 2. gross dereliction of duty by cancelling classes and claims that his personal affairs interfere with work; when he have diligently performed his duties, submitting on time and good quality work, regardless of how he feel emotionally.

1. Is there a probable cause for unjust termination? (No grievance committee to turn to and very facts)
2. What possible compensation can he demand?
3. What other possible option he can explore?

All Termination decisions should have factual basis/es and supported by evidences. In your story, you stated that there's only an NTE, your friend should just answer that.

1. It depends. However, there's no UNjust Termination to talk about if there is NO actual Termination.
2. It depends on the existence of Unjust Termination.
3. Just answer the NTE and wait.  

Hr Dude

My friend have already replied the NTE and is awaiting result. Just thinking a few steps ahead, if things actually go against him..

1. my friend is very positive that there is no factual basis for the Gross Negligence and that his immediate supervisors can back up his claim.

2. re the awol issue, due to poor health and incapacity his sister emailed and contacted his immediate supervisors and copied the boss though the GM is not in the mailing list as they assumed upon reporting to his immediate supervisor they in return will forward his request for final approval(which they did).

will the 2 above mentioned item will have positive impact in his NTE reply and avoid termination sanction? (an NTE in his company preludes to termination, only a few get to survive 1)

Based only on your last statements, i believe that it would too harsh if a penalty of Termination will be meted.

For the AWOL, just as long as there is a valid medical certificate, the same can be considered to support her condition.

HrDude wrote:Based only on your last statements, i believe that it would too harsh if a penalty of Termination will be meted.

For the AWOL, just as long as there is a valid medical certificate, the same can be considered to support her condition.

It happened Dude. He got fired! Can he file for unjust termination?

What is/are their ground/s for the Termination?