Case Studies on Wrongful Termination

The first article is about a wrongful termination case that occurred in 2008. This case involved and full-service contractor name Paul Blakeslee that worked for a company called; Shaw Environmental and Infrastructure. Blakeslee was overseeing over 40 representatives dealing with a $100+ million agreement to uphold offices at Fort Richardson and Fort Wainwright in Alaska. When Blakeslee discovered that Shaw's Alaska venture supervisor claimed a third of an alternate privately owned business that was renting about $2 million in gear to Shaw, often without accepting any bids from competitors, he chose to write Shaw’s CEO a letter reporting the activity. “According to the lawsuit, Blakeslee said the project manager found out about the planned letter Blakeslee was writing to the company's CEO and threatened to lay him off” (Lorene Schaefer). The threat happened on a Friday and that following Monday, Blakeslee found out the company was ending his position, saying the reason was to save money.
A week after Blakeslee received the threat of termination, “Blakeslee sent an arranged letter to the CEO after he gained an organization email swaying any representative to report any unlawful or unfavorable works on existing in the association.” Here is a selection from a testimony Blakeslee recorded in the resulting claim giving further grounds on why he wrote the letter: "I wrote my letter dated September 19, 2008 because when I learned that Mr. Lantz owned American Leasing, I immediately believed that his ownership was illegal and a conflict of interest. I formed this opinion in August 2008 after the purchasing agent Ron Babbs told me that Lantz owned the company. I started working on my letter in August and I sent it on September 19 after edit...

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...ing the wrongdoing of fellow police officers. When she found out what they was doing they launch a fake investigation on her then terminating her for things she had not done. I believe both rewards was justified; although, I believe that Officer Brothers should have got a more substantial amount because her reputation was tarnished by the false allegations. To avoid legal issues Human Resources on any job should have a worker hotline or other instruments for workers to use to report concerns in the working environment. Workers should not be in fear of retaliations for reporting wrongdoing on the job. It is vital, if not the utmost importance, to implement a procedure to guarantee that grievances are expeditiously, completely and unbiasedly explored. Employers should also ensure that if an employee reports any wrongdoing, they are not retaliated against for doing so.