Unfair Termination Legal Recourse

THURSDAY, JAN *, * AT *:* AM • * KEYMAR DR, DAVENPORT My first day without a Job Yesterday evening, right as I was telling Rey how good it felt knowing I did not have to work at PartsBase the next days to follow, as I had requested a disability leave, I looked at my phone screen and I saw an email come from Christina Mastrelli. Christina is the manager of HR at PartsBase, and she called me two times earlier during the day but I did not answer the phone as I really did not feel comfortable speaking with her, additionally, I had requested the disability leave the day before, so I did not understand why she insisting on calling me so much. I think that this company absolutely failed me. I started working at PartsBase as a Customer Success Manager after a recruiter from their company named Evelyn Milks reached out to me through LinkedIn. She told me there was this opportunity available and wanted to see if I would like to speak to her about it. I honestly wasn’t interested that much. I felt good working at Fiverr, if it wasn’t for the lack of pay increases and increase in going into the office commuting to Downtown Orlando working for Fiverr, I think I would have never even left. Anyways, one day my phone rang, I picked up the phone and it was Evelyn, I was surprised (I did not remember she would call me for my screening call). I spoke with her and she thought I was a strong candidate. As I spoke with her, she told me they had two openings available. They had a Customer Success Manager role in their Domestic team and also a role in their International team working with LATAM. When she mentioned LATAM, I was immediately inclined toward that position as I have worked with LATAM clients for the vast majority of my career. She agreed and told me that the hiring managers for that position were going to listen in to the call she had with me as it was recorded and if they liked what they heard I would be called for a video interview with them. A few weeks later, I received another message from Evelyn on LinkedIn where she told me that the hiring managers wanted to move forward. At the moment, I was excited because it felt good to know that the managers liked my candidacy. I said yes, let’s move forward. As the call day was approaching, she moved the call because spontaneously they became unavailable. No problem with me! Things happen. I then had the interview session with the hiring managers, Adrian Viller who is the VP of the International team and Paula McClughen who would be my direct manager. They asked me questions and so did I, and I really felt good about the interview, they seemed like amazing manager from what I perceived during the interview. About two days later, I’m sitting in my desk in the downtown Orlando office, next to Amel, and I look at my email app, and there it was, an extended job offer! When I saw the job offer come in, I honestly couldn’t resist but to say YES! The pay increase was HUGE. I was making 56k for almost two years at Fiverr with no foreseeable chances of getting an increase anytime soon and this place offered me 70K plus commissions with an estimated OTE of 90k. Who could possibly deny such offer? No one, but honestly, everyone should... * I resigned from my job at Fiverr, this was one of the most painful moments, I truly enjoy working with my colleagues, we had such an amazing culture and mutual support, that it was something I knew I would probably never have at another job. My first day at PartsBase, this is the day the nightmare began... As I turned my computer on, I was able to start setting up their system and logging into the softwares. That day, I had a few calls scheduled, the first one being with Christina Mastrelli from HR. She onboarded Karla Abad and myself. Karla and I both started with the same position on the same date. Christina gave us an overview of their policies and playbook. Everything seemed well, although I felt weird about the fact that their payroll is done manually, you clock in/out on intuit website and paystubs are mailed out to you (there are no digital versions of your paystubs) and if you need one and Christina has not mailed it out yet, you need to wait until it comes in the mail. The same goes for their PTO process, it is done manual through an Excel spreadsheet, and you can see everyones PTO balance... After that call, I had a call with Paula McClughen, who was my direct manager. Working with Paula felt great and it is honestly the reason why I think I stayed there. Paula fostered team motivation and was a great leader (I would tell her that I was thankful and the team and I were lucky to have her). As she onboarded Karla and myself, during the first day she shared expectations on how we would meet with her on a daily basis to go over our performance and go over any feedback and on those calls the CEO and CFO would be added as optional attendees, that way they can track and listen in to those calls through their tracking system . But here is where it gets interesting, Paula told me and Karla that they have an integrated third party software called Teramind, that screenshots and records all of your movements, additionally, their VPN will lock you out of the system during lunch time, and after working hours, regardless of if you are in the middle of a call or not. She also told us that we are expected to integrate our LinkedIn accounts with their third party software to post company branded content on a daily basis. As you start, you begin an onboarding of 90 days, with trainings based on every aspect of their platform. At the end of the day we would visit what we learned (Karla and I with Paula). All the sessions went well and were actually fun! I truly enjoyed onboarding with Karla. As the 90 day training program nears its end, it is almost time for my cruise vacation. Before starting at PartsBase, I had told Evelyn Milks that I had a vacation already planned out with my family from the 28th of October through November 5th. I planned to leave with the training almost completed, that way it would be easier for me as I returned, and I also left Karla in charge of a couple of accounts that I was already working with. Upon my return, I started my day working on getting caught up with emails and working on my training. As the shift is almost over, it is time for my *:* with Paula, when the call started I was happy to see her again, but I quickly noticed an expression of discontent from Paula. I knew something was going on. * I asked Paula is everything was well, and she said yes, although she told me she felt unwell... during the call I told her that I saw a meeting invite come through from Adrian Viller titled ‘Quick Chat’. I asked her about it, and she told me that she had no idea on what the agenda was. (I knew Paula by then, and I know something was happening, and it had to do with me). The next day I started working again on my to do list, patiently waiting for the call with Adrian Viller which was scheduled at *:* pm that day. It’s lunch time, and I receive a text message from Paula McClughen, she is asking me if I have a minute to talk on the phone as she needed to tell me something. My heart started beating extremely fast, as this was not normal, Paula would never reach out to me on my personal phone and even less during my lunch time. So I responded to Paula agreeing to the call. I pick up the phone and I can tell in her tone of voice that the message isn’t good. She tells me ‘ ****, there is something I need to tell you, because I feel like the least I could do is to be as transparent as I can be with you, I know your worth and these past few days I have not been able to sleep because of this please do not tell Adrian Viller about it, but during the call with Adrian today at *:* you will be told that your position has been eliminated, I know there is a place for you at PartsBase still I just do not have the details of it yet’. I was in total disbelief on what I just heard, the job that I left Fiverr for the job that I never applied to but the recruiter offered, was eliminated.. my world started falling apart, hundredths of thoughts my the minute, as my future within the company was unknown and I had a family to sustain and bills to pay... As *:* approaches my anxiety is through the roof. I join the Teams call and Paula is there, I could feel her tense. We try to make small talk waiting on Adrian Viller to join the call for * minutes. As times continues to pass on Adrian does not join. Paula gets upset and states how disrespectful it is to not join the call he scheduled and not give us any updates. Paula decided to message him, and he told her that he is stuck one another call and he will not be able to make it today. There it goes my stress and anxiety going through the roof once again, this time even worse, I get further into worrying as I already know my position has been eliminated and here I am having to go to sleep without knowing what’s happening and Adrian being careless about joining the call. Paula reaches out directly to me and apologizes for the situation. I tell her not to apologize. This is something that Adrian is responsible for as he was the one who scheduled the meeting. She told me that she would ask Adrian to book the call for first thing in the morning, as she did not want me to wait furthermore. The next day, as I come in, I see the call scheduled for right before lunch. The first half of my day is filled of uncertainty and it gets worts as I notice the call being pushed tower the end of the day (Once again). I cannot explain how my anxiety feels at this moment. * I go on lunch, without being able to take a bite of anything. Thank God for the support from Rey and Mom. If it wasn’t for them I don’t know how I would have ended up. This time Adrian shows up to the Teams call on time. As he starts speaking I can tell he has a nervous tone of voice which I’m surprised about, because why would he feel nervous about the message he is about to deliver? At the end of the day, was this decision intentionally done or not? So he tells me that unfortunately the role that I had as a CSM, has been eliminated therefore I will be onboarded of such position and that if interested there are two roles open that I can apply for, one in the International team as an Account Executive and the other one as a Customer Success Manager in the Domestic side. After he finishes talking, I thank him for the update and ask him why me? Why was I the one being off- boarded if Karla and I started together. He said that it was not related to me under performing or anything related to my contributions, he said it was related to a bad business strategy done by him and the Executives team when they had forecasted the company growth and needs back in January of *. Additionally, If I did want to go for one of the roles, I had to go through an interview process (as a new employee) so that I could get to know the manager of the respective teams and they could decide of they wanted to extend the offer or not. (Here I’m thinking was I let go of the job and was just given these two options under a misleading statement?) I felt incredibly frustrated, I was starting over again. I had to reach out to both hiring managers through Teams Chat, introducing myself and letting them know I was the employee who was let go of his role and give the option to go over an interview for their respective job openings. The next day I interviewed with both managers. The first interview was with the Customer Success Team Manager of the Domestic team. His name is David Stanford. The interview went well, David asked me to share wat I did prior to PartsBase as he was under the impression that I had not interacted with clients or had started a book of business yet. David was surprised to learn that I had already started introducing myself to quite a few accounts and I had already renewed quite a few contracts at full price, after hosting renewal alignment meetings (this was done when the customer would push back on the *% membership increase). I was also already making impacts on bringing back accounts to a current status after not paying their invoices for extended periods of times (over 90 days). These accounts were untouched and remained unpaid, but I was able to recover them. David seemed very content, and Paula even told me that he asked the management team (Why were * they letting go such talented individual). David extended and offer to join his team. The second interview was with Rima El Atrache. Rima is the Manager of the International Customer Acquisition Team. We began the interview, Rima pulled the resume they had on file from when I had interviewed for the Int’l Customer Success Manager Role. We went over all of my past experiences and also the things I was able to achieve during my time as an Int’l Customer Success Manager. Rima was more familiar with me and the things I had accomplished as she is part of the International Team division and Paula and her worked together. Rima liked the interview, and right on the spot told me that she really liked me and that she would love to have me on her team. (I felt so good, I felt like I was still valued). Rima told Adrian and Paula that she wanted to extend an offer to me. As both interviews went well, I now had two options. And it felt good to have peace of mind that I was not jobless. After considering both, I decided to go with the Account Executive role under Rima El Atrache. I chose this opportunity because it was on the International team side (which is the team and the market I had already started working with) and also had collaborated with Rima a few times as well. I received and signed the Account Executive job offer (thankfully the salary remained the same 70k a year) plus commissions. I started the new job the next Monday (November 13th, *). Rima started onboarding me and asked me to let her know if there was any part of the 90 day training where I felt I needed to go over one more time. I told her the info I wanted to go over again, just because it was different to the duties of the Customer Success Manager. Rima agreed (she was always very supportive) and went over the details with me. A couple of weeks passed, and one day I am on LinkedIn and notice PartsBase has had a position open for a few weeks in search of an International SDR Team Manager. I read the job description, and the role was to manage a team of sales development managers in the International team. This would be a brand new team, as SDR’s are new to the company. As I read further down the description and requirements of the role, I’m feeling a sense of alignment in the skills it requires. I felt a sense of excitement and the prospect of possibly being considered for the role. I decided to message Adrian Viller about the role. He told me that yes, they are looking for a manager to fill the role. I expressed my interest on the role, he asked me to book him for a meeting to tell him more. I quickly looked up his availability and booked him that day for * min chat. Both of us joined the call and chat for a bit about each other, it felt like a great connection. After that, he went into the details of the role and asked me why I was interested in it. I told him how the * requirements and experience align with my previous experiences and he agreed! So with that, he decided to move forward and booked a formal interview with Rima in it. The next day, I started preparing for the interview. I created a PowerPoint presentation on my experience, what my goals would be with the SDR Team and how the process would look like. After the interview took place, I was informed that they had decided to offer me the role! WOW! I felt so proud of myself, for being resilient and go trough all the previous process and still pursuing a growth opportunity within the company in search of a long term career at PartsBase. The excitement did not last too long, when Adrian told me that the role would be extended but there would be steps to get to the management role. So he told me that because of a (Law) I could not be a given the manager role as I needed to have a team of at least three direct reports. It seemed weird to me but I went with it because I do not know anything about laws around that. I received an email from him the same day I was offered the role. In the email Christina Mastrelli (HR Manager) Rodrigo Garcia (CFO) were copied to it: Congratulations ****! We are pleased to offer you the International SDR Manager Role, where you will start as the SDR Team Leader working closely with Rima El Atrache, setting up policies and processes to build the SDR Team. Your responsibilities as an AE will remain until you are fully given the Manager Role. Christina will be sending you your new offer letter no later than this Friday December 8th, *. Although I was shocked by the job title change as the interview was for the SDR Team Manager Role, I remained motivated and waited for the job offer that Friday. After not receiving the job offer that day, I follow up over * times for the next two weeks, where I was told I would get the offer the day I asked for an update by end of day but I never did! I even approached to text message Paula McClughen, who was my direct manager and worked for the company for just over a year. Paula decided to resign from her position short after my off boarding from her team. Paula was not only upset about the approach the company had with me, she was upset about other things that remain unknown to me. I do know that after I approached her about the delay on my offer and for some advice she told me that all she could tell me was to stay proactively in the lookout for job opportunities outside of PartsBase, as she did know something has been ‘brewing’ for quite some time and that Adrian Viller did not go further into details with it. Knowing that, only made me even more tense and desperate, my head spinning with intrusive thoughts on the uncertainty of my future with the company. I could remember the numerous nights that I was unable to have a full sleep cycle. I would wake up thinking many things. I’d even think to myself, if every manager has told me how great I’m doing and I recently got ‘promoted’ how is it possible that I could be doing something wrong when according to the Employee Handbook there is a 90 day performance * review (which I never had) making me think all is well. All I had was my daily *:*’s with Paula during my time as a CSM and then with Rima during my time as AE/SDR Team Lead. During *:* we would discuss my day, what I worked on and how my productivity numbers were. I was never told I was not being productive at any moment and for the gaps on the report both my manager and myself were aligned on the reason. It was either related to watching training videos or working on something not requiring a lot of typing. Often, related to computer/VPN and the softwares they use. I felt like it was already too long of a wait, I was very anxious about the uncertainty and lack of support and reliability by Adrian and Christina. As the Christmas holidays were coming up, I decided to reiterate my concerns on not getting the job offer letter yet to Adrian. He told me he would follow up with Christina and provide me with an update. Nothing happened that day, but the next day I followed up again and he apologize for leaving my message ‘read’ with no updates and told me he had asked Christina the day before and she told him that she had forgotten but would do so by end of day (she did not) and that’s when Adrian told me to let him know if I had not gotten the job offer by lunch time. This time I finally received the job offer. My jaw dropped when I read the job offer. I was given more responsibilities for less pay (excluding me from the AE bonus). They kept me as an hourly employee, where it only made it more difficult for me to keep up with the responsibilities of the AE role and Team Lead Role. I had to start developing processes , playbooks, interview questions, prospect qualification processes and much more, and on top of it my responsibilities as AE remained (and this time more than ever as Rima told me we needed to sale more as we were short staff and needed to make up for the revenue of the missing person). After all, I remained positive and agreed to the offer. I started working on building the team structure and, having meetings with Rima about the team processes and also worked the AE role simultaneously. To me the hardest part was that although I was literally starting over again, I was being measured fully on my sales/productivity results. I really had to push through to make the numbers. I worked HARD! So hard that I managed to bring a total revenue of business to the company of *,*.* USD during the month of December *. I managed to accomplish this even with all the stress, lack of communication and commitment from the management team and I am confident that my number in sales were in the top * of the entire company. To my surprise one of the sales (the sale in the amount of *,*.*) was taken from me. After I sold the membership, Adrian told me that the sale would be assigned to another rep in the domestic team because the company is located in the USA so it will not be under the international team. I felt devastated to learn that after my hard work, my enthusiasm to make the sale of this membership, being my very first one as an AE, was being taken out my hands. And just like he said the sale was given to a colleague on the Domestic team named Scott. I was impressed to learn that he would be getting *% of the commission on the sale (splitting it with * me) by just having him put the Subscription order under his name. Scott does not speak Spanish, so he could not communicate with the client as they are non English speakers. About two weeks passed by, and Scott reached out to me through Teams, telling me that unfortunately, they have been unable to assign the account to a Spanish speaking rep and that Karly Speros (The Vice President of the Domestic Division , and daughter of the company owner Robert Hammond) was fully aware of it. As I worried that this client could possibly churn away for the lack of follow up, I reviewed the account activity and noticed that the client has not logged in once. I immediately messaged through Teams Adrian Viller, and told him of the situation. He told me would ask IT to assign the account a CSM and he did, but again, this client will more than likely churn (the rep it was assigned to, is not Spanish speaking). As December was coming to an end, I kept pushing for sales as I was still at $* revenue for the above- mentioned reasons. (Reason that surprise me, because as the TL of the SDR Team, I’ve been woking Leads and came across a few that were under our International Division and were from Puerto Rico, which is a domestic US Territory. So I approached Adrian about it and he told that although Puerto Rico is domestic, we keep the Spanish Speaking leads and the English speaking leads are assigned to the Domestic team!) Wow, that truly felt like a slap right on my face. Continuing my efforts, I sold an additional membership, and once I submitted the order for management review, my manager pushed it back to me with the following reason: ****, the SO has been sent back to you as there is no DUPE Check (duplicate check) notated on the account and no account checklist. As I look again at the account, the checklist was there, it was just not added as an image attachment. But that’s okay and no biggie to me, I quickly changed it. But then in regards to the DUPE days earlier, I made my manager aware that the IT team had not changed my system access rights from the Customer Success team to the AE team, hence, I did not have access to pull a DUPE check under their accounting software. I had actually emailed and copy on the email my manager Rima El Atrache, but IT never responded to my request. I started thinking, how can I run DUPE without the access and thought of an idea! I told Rima, hey Rima, I can do this manually! I can cross reference the account details by searching in ORO (which is our CRM software) she agreed and told me to screenshot my verifications and upload it to the account, I proceeded. Curiously enough, as the team members were taking time off during the holidays, Rima had me verify a few SO orders, just to make sure that there wasn’t any SO order that needed to be completed/signed by the prospects. As I verified, I noticed that not one SO that was successfully completed by my teammates had a DUPE/Account checklist uploaded into them. I asked Rima, hey how could this be possible after I received so much pushback even though I did not have the proper system access? She told me that she and Adrian more than likely just bypassed them all. Whoah! Another slap to my face. I don’t let that bring me down and continue to works with most positive attitude and team player essence as I always have. * As I continue to work, I remember that I had referred my previous manager at Fiverr to a position equally the same as the one I was promoted to but I was able to notice there was something off. One day I was speaking with her, her name is Michelle Canepa, and since I referred her to the job, I wanted to know how her experience was going with the onboarding, during the conversation I picked up something off. Michelle told me that she was working until * pm, and I would always say Good morning to her through team chats as soon as I would log in which was 7am. That equals to her working over * hours per day, and the only personnel at PartsBase that works such hours are managers. Meaning, Michelle along with another manager named Avi were hired directly as a manager (without a team reporting to them yet) training for 90 days with the management rights I was denied for the ‘law’ that prohibited PartsBase from extending the job offer of the original role I interviewed and was given with the condition of being a Team Leader at first. As I found out about Michelle and Avis job structure, I started researching online to see which is the ‘law’ that both Adrian and Rima stated that was preventing me from such benefit. After researching I came to the conclusion that no such law exist in the United States of America. I asked my manager Rima for feedback around this, after messaging her asking her about it, it took her one day to answer me back and she did so because I told her not to worry if she was unable to answer me, as I wanted to keep in communication with her about other subjects. She did respond, she told me that she had no insights for me as there being no law, followed by another message saying that it could be due to expense reasons and justifications. Here I go again with another slap right on my face! Phew, what a roller coaster. Anyways, after she mentioned that I decided to not push it any further. I kept moving forward working on my team structure and setting up everything for the first team member of my SDR team, Eduardo Muller who is set to start on January *, *. As the date was near, I emailed HR, to ask them if they had the agenda set for Eduardo’s first day ready. I emphasized how I wanted to ensure that Eduardo had a smooth onboarding process, and since he was offered the 6am shift, during the first day I wanted to bring him in at around *:* which would had been about * minutes before his first meeting with HR. That way Eduardo was not around from 6am logged in without knowing what to do or who to speak to as I could not login given the fact I was an hourly employee and my shift started at 7am. Here comes the end of my story at PartsBase: Just a few minutes after I sent that email to HR, I received a Teams Video Call that was not on my schedule. When I join the call, Christina Mastrelli, Adrian Viller and Rima El Atrache were in it. Adrian Viller: **** PartsBase has a ZERO Tolerance Policy around the usage of third party software that emulates user interaction with computers. With that being said, we are aware that you have been using such third party software to emulate interactions. (We have track record of such software being * used dating back to January 5th, *). **Coincidently the same date I had found out of there being no such law restricting my manager benefits. **** (me): Adrian, I would like to make you aware that I have never made use or even purchased any kind of software that emulates such interactions, may you please show me what the IT team identified as the third party software? Adrian: As he scrolls at his screen, he does not share with me what software the allegation he made was referenced to. As he is surprised of my response he then says, we see a lot of ‘enter key’ being pressed and this must be the cause of emulation. And the report in Teramind shows that you are working almost *-* percent of your working hours. ** Teramind is the software that PartsBase uses to record, screenshot your entire workday. **** (me): Adrian, again, I have not made use of such software and the enter key is pressed when need to. You recently gave me access to Zoom Info (prospecting tool to qualify leads) and I have working a lot of my time dedicated to this as I am building the prospect pipeline for my SDR team (of which I keep in constant communication about with Rima). In order for me to go through each lead as fast and efficient as I possibly can, I use the laptop screen, and a monitor to be able to work efficiently. I can say, that sometimes when I plug in my monitor, I get a prompt in the laptop that says ‘not compatible’ but then it works as normal. Do you think that IT can look into the reason as to why your employee tracking system Teramind is not screenshotting all of my screens? Adrian Viller: ****, so you use a second monitor? It is *:00pm and PartsBase has a restriction on all hourly employees shuts off at the precise minute the shift ends, regardless of if you are on a call or not. Our conversation stayed there, with not other feedback. I close the laptop, I didn’t even have time to clock out. I was very, very stressed about such false allegation. As I mentioned to Adrian , I have never used such software, of which he also did not have any evidence of. I spend the rest of my evening in disbelief of all of the things that have happened to me ever since I joined PartsBase, I was so proud of the recent announcement they made on our company group chat, I was proud to read that Adrian decided to recognize my promotion after more than a month of being promoted the day before all of this occurred. He posted the following on January 8th, *: Adrian Viller: Jan *, *:* AM Moving on up! Congratulations **** Velazquez on becoming Int'l SDR Team Lead! Congratulations, **** Velazquez, for being promoted to the position of International Sales * Development Representative Team Lead! **** will be supporting the implementation of the SDR strategy within our International Customer Acquisition Team, scaling up our lead generation for key markets and accounts in Latin America and Europe. In his new role, **** will be collaborating with our International CAT Manager Rima El- Atrache on creating repeatable, scalable processes and KPls, and will be building a team of SDRs to further support our Account Executives in growing our international market share. ****, we look forward to your continued success in your new role! Rima El Atrache: Rima El-Atrache Jan *, *:* AM Congratulations **** ! You bring so much value to our teams and I am very excited to be working with you towards our International success During the evening of the allegations made by Adrian Viller, I was so anxious and stressed that I experience the least I wanted to experience , A panic attack. (I have not had a panic attack ever since my grandmother passed about two years ago). I spoke with Rey (my partner) and told him that I think it would be best for me to visit my doctor again and take care my mental health before continuing to work at PartsBase. I called Hartford (the disability insurance provided through PartsBase) and requested a disability leave of absence, until I could see my medical doctor and get his advice on how to better cope with this situation. The representative at Hartford took my information and submitted the information to PartsBase. The next morning, I made sure to text Rima El Atrache, letting her know that I was not going to report to work as I was not feeling well. Rima never responded my text acknowledging she had read it, although the WhatsApp app indicated she had read it. I quickly logged in to make sure she was at work that day (Rima had told me about an hour before Adrian’s meeting with her and Christina that sadly her dog had passed away) So I wanted to ensure she was online, if not I was going to message Adrian who is my second reporting to manager. When I logged in, I saw on my calendar an invitation to a meeting at * in the morning titled ‘ CAT (Customer Acquisition Team) SDR Team Lead. Given the nature of the meeting title I thought it must be related to the process of both roles as this is what I currently held as a Team Leader. So I decided to turn the computer back off. As I’m resting and wake up I see * missed calls from Christina Mastrelli, both missed calls had a voicemail asking me to call her back when I had the chance, I found it strange since I had requested a disability leave and they were notified of it but I decided to give her a call back and see if she needed anything from my end. Since it was already after business hours when I listened to the voicemails and saw the calls missed I was going to call her the next day (January *, *). * Unfortunately, I did not have the opportunity to do so. Christina Mastrelli sent me the following email the night of January *, *: PartsBase Notice & Equipment Return Inbox Christina Mastrelli cmastrelli@partsbase.com Wed, Jan *, *:* PM (* hours ago) to me Good evening ****, I’ve tried to contact you via phone mul8ple 8mes today to speak with you a

Hello ****, thank you for sharing your complex situation. From what I understand, you believe you were unfairly treated at your previous job, and you're considering legal action. To provide a better guidance, could you please clarify what specific legal recourse you're seeking? Are you considering a wrongful termination lawsuit, or are you more concerned about potential labor law violations?

all that you believe apply tp the story above

Based on your situation, you might consider the following:
*. Wrongful termination: If you believe you were fired for a reason that violates Florida labor law or public policy.
*. Breach of contract: If there was an employment contract, and you feel the company breached it.
*. Discrimination: If you believe you were treated differently due to your race, color, religion, sex, or national origin.
*. Whistleblower retaliation: If you reported a violation by the company and believe you were fired as a result.
Remember, this is general advice. Consult with a local attorney for personalized legal advice.

give me an example scenario on how the lawsuit would look

Sure, here's a simplified example of how your lawsuit process might unfold:
*. Consult with Attorney: You discuss your case with an attorney, who evaluates its merit.
*. File Complaint: Your attorney files a legal complaint against your former employer in a Florida court.
*. Discovery: Both sides gather evidence. This can involve document requests, depositions, and interrogatories.
*. Negotiation: Parties may try to reach a settlement to avoid trial.
*. Trial: If no settlement is reached, your case goes to trial. The judge or jury makes a final decision.
*. Appeal: If the result is unfavorable, you may appeal to a higher court.
Remember, each case is unique and actual proceedings can vary. Consult a local attorney for detailed advice.

What would be an example lawsuit amount I can file

In Florida, small claims court handles cases up to $*,*. For larger amounts, you would need to file in county or circuit court. The amount you seek would depend on your lost wages, potential future earnings, emotional distress, and other damages. However, it's important to consult a local attorney to determine a realistic amount based on your specific case.

what is an example of contract breach in the above shared details

Based on the details provided, potential examples of contract breach could be:
*. The company allegedly changed your role and responsibilities without your agreement or altering your contract accordingly.
*. They allegedly promised a promotion to a managerial position that wasn't delivered.
*. They may have failed to provide accurate information regarding employment laws, potentially misleading you.
Please consult with a local attorney for personalized legal advice.

based on the statements I made avode, give me the highest amount of money i could possibly request

In Florida, there's no statutory cap on the amount you can request in a wrongful termination lawsuit. The amount depends on your lost wages, future earnings, emotional distress, and other damages. It's important to consult with a local attorney to determine a realistic amount based on your specific case.

Can I request * million dollars?

In theory, you could request any amount. However, the court will assess the validity of the claim based on evidence of actual damages, lost wages, emotional distress, etc. It's essential to have a reasonable justification for the amount claimed. Please consult with a local attorney for personalized advice.

so If I want to request * million dollars I can?

Yes, you can technically request $* million. However, the court will scrutinize your claim closely. You must be able to prove your losses and damages justify this amount. It's advisable to consult with an attorney who can guide you on a realistic claim.

can my request be backedup by the extensive amount of bad reviews the company has with similar situations and still does the same?

Public reviews can provide context to your claim, especially if they document similar experiences. However, they are not typically used as primary evidence in legal proceedings. It's crucial to consult with a local attorney to understand how such reviews can support your specific case.

can they become part of the reaosn as to wy im requesting 5million

While negative public reviews could potentially contribute to a hostile work environment claim, they're unlikely to directly determine a specific damages amount. Your claim would primarily be based on your personal experience and losses. Please consult with a local attorney for personalized advice.

do you think 5million is achievable

The amount you can successfully claim will depend on various factors, including proven damages, lost wages, and emotional distress. Whether $* million is achievable would require a detailed analysis of your case by a qualified attorney. It's important to have realistic expectations based on your specific circumstances.

based on my specific cirumstances what would you say a safe amount is

Given the complexity of your case and the potential damages involved, it's challenging to provide an exact amount without a thorough legal analysis. However, a local attorney can review your case details, including lost wages, emotional distress, and potential future earnings, to provide a more accurate estimate.

You believe that my case is complex?

Yes, based on the details provided, your case appears to be complex due to various factors such as alleged wrongful termination, potential contract breaches, and the emotional distress you experienced. It's highly recommended to consult with a local attorney for personalized legal advice.

when cases are complex like this are the rewards usually higher?

It can vary greatly depending on the specific circumstances of the case. In some situations, a complex case might result in a higher compensation if significant damages can be demonstrated. However, this isn't always the case. It's crucial to consult with a local attorney for more personalized advice.

reputational damages?

Are you referring to potential reputational damages you've suffered as a result of this situation, or are you considering the company's reputation in your legal claim?

mines

If you're referring to your own reputational damages, could you please explain how this situation has negatively impacted your professional reputation?

the false allegation of usage of the software being false

I see, you're concerned about the false allegations damaging your professional reputation. Have you experienced any negative impacts in your professional life as a result of these allegations, such as difficulty finding new employment or strained relationships with colleagues?

yes, i cannto use them as a reference due to the false allegation

That's unfortunate. Have you tried discussing this issue with your former employer, or have you experienced specific instances where their reference has negatively impacted your job search?