[PA] [PA] Was I wrongfully terminated after reporting wage law and compliance violations?
At my company, I reported multiple wage law violations—pay transparency, pay equity, job misclassification, and potential noncompliance with FLSA, ADA, and OSHA—to my supervisor Amanda, the VP of HR (Jason), and the Director of HR (Megan). I also advocated for diversity and inclusion. These efforts were approved and applauded, but I was terminated the day the JD Expert initiative was to be implemented—two weeks after approval—despite strong performance and no negative reviews. The company gave false reasons. I didn’t realize it was retaliation until I asked my former supervisor for an MBA reference and she didn’t provide it.
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Here are options:
- Demand letter: State your claims, evidence, and desired settlement with a response deadline.
- Mediation (e.g., JAMS/AAA): Faster, less adversarial.
- Litigation: File a complaint; you may recover wages, damages, interest, costs, and possibly attorney’s fees/punitive damages (§ 215(a)(3), 43 P.S. § 260.1 et seq.).
- Representation: Consider a contingency-fee employment attorney; use State Bar, ABA, Avvo, or Justia for referrals.
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At my company, I reported multiple wage law violations—pay transparency, pay equity, job misclassification, and potential noncompliance with FLSA, ADA, and OSHA—to my supervisor Amanda, the VP of HR (Jason), and the Director of HR (Megan). I also advocated for diversity and inclusion. These efforts were approved and applauded, but I was terminated the day the JD Expert initiative was to be implemented—two weeks after approval—despite strong performance and no negative reviews. The company gave false reasons. I didn’t realize it was retaliation until I asked my former supervisor for an MBA reference and she didn’t provide it.
Lexi, Chatbot
I’m sorry to hear this. When did your termination occur, and do you have documentation of your performance or complaints?
Yes. I have 3 audio recordings. Amanda admits they’re putting people in the wrong jobs (causing underpayments). The company isn’t following ADA and OSHA on job descriptions, and I have documentation that I advocated for FLSA compliance.
Lexi, Chatbot
Have you had any communication with your employer since termination about the reasons?
They terminated me on implementation day. I had no negative reviews, wasn’t on a PIP. They lied about the reasons:
- Said I lack global mobility experience, but they replaced me with someone without it.
- Said they wanted the job in PA, but they advertised it in Houston when I was hired; I was willing to move to Houston or PA and my manager said it wasn’t necessary.
- Said the position was eliminated, but it was reposted the next day with weaker requirements.
Lexi, Chatbot
Is there anything else the employment lawyer should know?
No.
Dan
Hello, I’m Daniel, a licensed lawyer for 21 years. It sounds like you’re looking for options—what outcome are you hoping to achieve?
A settlement.
Dan
Are there any legal proceedings underway?
I filed with the EEOC. I realized it was retaliation only after my MBA reference request was ignored, and I had to rush the EEOC filing before the deadline. That’s all so far.
Dan
Here are options:
- Demand letter: State your claims, evidence, and desired settlement with a response deadline.
- Mediation (e.g., JAMS/AAA): Faster, less adversarial.
- Litigation: File a complaint; you may recover wages, damages, interest, costs, and possibly attorney’s fees/punitive damages (§ 215(a)(3), 43 P.S. § 260.1 et seq.).
- Representation: Consider a contingency-fee employment attorney; use State Bar, ABA, Avvo, or Justia for referrals.
Does that make sense?
Yes, thank you so much! I’m glad I have options outside of court.
Dan
I hope you recover soon. Have a great weekend!
Dan
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