Unjust Termination Appeal Guide

Yes so I need help creating an outline for a meeting to with an HR representive in regards to this:This letter serves as my formal appeal regarding my recent termination from Foundever, effective */*/*. I believe that this decision was not justified, and the process leading to my termination did not fully align with the company's established policies and procedures. **Concerns to Consider:** *. **Lack of Due Process:** - I was placed on suspension without receiving a formal document for acknowledgement or declination. This situation raises important questions regarding adherence to due process. - My termination was based on allegations of theft; however, I did not receive specific evidence or documentation supporting these serious claims. - Additionally, I did not obtain a detailed report outlining the reasons for my termination or the investigation conducted. *.**Unfair Treatment and Possible Retaliation:** - I have previously communicated concerns regarding the treatment I received from my supervisor, Christine Taylor, to the HR department. From coming in on her day off to specifically address me and demand that I move out of a breakout room in Adobe that I was in with another Operations Manager. To seek the highest punishment when it comes to the process of making the employee aware of their wrong doings. How would I have known this was not allowed, I was never advised. To be honest you should relate this to all Coaches here Everyone access their own accounts on company time within the company equipment. So it's not something that is acknowledged. In a recent QA meeting we listened to calls from the Canada line of business that portrayed such action. The employee was assisting a customer in gaining access to their account, she made a comment stating "Well my account isn't doing that?" There were three different Operations managers in that meeting. NOT ONE spoke up to address the severity of doing this on company time and or company equipment. Given the severity of the matter that one can get termed for this act should be advised and acknowledged which was not. - During my mandatory meeting today on */*/* I was informed by my Senior Operations Manager, Triniti, that I was not seen or perceived to be the employee described in the termination notice. This assessment contradicts the reasons provided for my dismissal. - I now understand why fellow colleagues refrain from speaking up about the unfair treatment from Christine Taylor, as they fear her and her actions. I found it difficult to comprehend why individuals allowed such treatment until my own experience shed light on the situation. - I also believe there is a significant conflict of interest in how HR handled my suspension. Typically, HR is required to obtain some acknowledgment from the employee prior to approving a suspension, which raises concerns about the connection between the approver and Ms. Christine Taylor in executing this action. I do not understand how my situation would differ from someone genuinely committing theft. - As of now, I have not received any documentation regarding my suspension or termination. It is currently *:* PM CST on */*/*, and I still lack any formal communication about these matters. - Furthermore, I want to highlight that I have overheard Christine Taylor express a close relationship with one of our HR personnel. This relationship raises questions about whether they were involved in approving any documents that would require employee acknowledgment and could indicate a violation of HR policies and Foundever’s procedures concerning sensitive matters. - I have noted images posted in the leadership channel of parties attended by our Senior Operations Managers and Christine Taylor. This situation raises significant conflict of interest concerns, and I am puzzled as to how it has been deemed acceptable. I do have a copy of such an image available if needed for review. - I have thoroughly reviewed Foundever’s ethics policy, but I see no justification for the claims made against me. The process that led to my termination followed my initiation of an investigation to highlight a product defect that Christine Taylor oversees. I reached out regarding how these investigations are conducted. There is no way that what Christine conveyed—that the client had reached out to her—aligns with the standard operating procedures. This leads me to believe that this situation was handled unethically and with the intent to remove me under false pretenses. It exemplifies what retaliation by a manager can look like. The theft part I was advised by me pushing myself to download is seen as theft. Which I did not understand as this is a common practice in any given troubleshooting call. As long as the cx paid for the product, which I have paid for my e file, such practice can be issued in hopes to fix the error in the platform. I do not understand how this is seen as theft as I paid for the product myself. Theft would be me refunding myself the fees to file right, which I did not. I paid for the fees just like any other customer would. - I hope this investigation uncovers the series of connections that allow individuals like Christine Taylor to retaliate without facing repercussions for their actions. This has created an environment where she appears to control who remains in the company and who is let go. I have struggled for the past three years to build a professional relationship, but she has not shown a willingness to set aside her biases and treat me as a colleague. It is disheartening that if one does not get on her good side, she possesses the authority to maneuver obstacles to remove them from her path. *. **Deviation from Company Policy:** - The procedure followed in my termination seems to diverge significantly from the company's established practices. - The absence of due process, transparency, and proper documentation is concerning and warrants further examination. **Request for Review:** I respectfully request a comprehensive and impartial review of my termination decision. I am open to discussions with the relevant parties and willing to provide any additional information that may facilitate a clearer understanding of the situation. I am confident that a detailed review will illustrate that my termination was unwarranted and that the actions taken were inconsistent with established company standards. I trust that the HR department will approach this matter with fairness and objectivity, ensuring that a just resolution is reached. Thank you for your attention to this important issue