Witness Dfed, employer fires employee (page 2)

CuriousButterfly

The way most elders are that may get in the way. Completely wrong but I would not be suprised if it did happen. They would be really stupid because I would think this person can sue the elders involved.

OnTheWayOut

Unemployment claims are not part of what they look at. Sueing the hardliner over this matter could be viewed as reflecting badly on the organization. Even there, a litigious advisor would say the employer already made one mistake, so it should not be compounded by using the DF'ed person's reaction as a reason to keep him from being reinstated.

In all likelihood, if the DF'ed person wants to be reinstated, the JW employer would continue a business relationship as normal and encourage the employee, then he keeps his job and comes back to the congregation, continues a life of misery in field recruiting and mindless meetings. End of story.

blondie

Sounds like blackmail, Isaac. The df'd person will then have to decide are they serving men or God (assuming they still believe). The df'd person has no power over the organization or the elders if they still want to remain part of the group and won't use their legal options. I would try and get another job.

isaacaustin

Thanks Blondie. I do not know of any cases of this in particular...but wondered about the scenario.

Would definitely be blackmail though.

BluesBrother

I think that OTWO has nailed it for most cases....The dub employer is allowed to deal with him "in business" . If the d/f'd guy were fired for that reason, he could sue (in the U K) but I would not bet on his chances of reinstatement in the next decade or two....

undercover

assume the employer is a hardline JW and decides he wants no association, even business, with a Dfed person...so he fires the Dfed person. The Dfed person files an unemployment claim. Would this claim get in the way of the person's reinstatement attempt (assuming they want to come back)...since it would reflect badly on the org.

Filing for unemployment probably would not affect the reinstatment process. That's pretty much standard procedure for anyone who loses their job.

if the Dfed person decided to sue their ex-employer for wrongful dismissal- would this get in the way of their reinstatement?

In this case, if the fired DFd person went to the EEOC or filed a lawsuit, then it probably would hinder any attempts at reinstatement...at least in the short term.

undercover

An area where it's not protected by law: If the DFd person was a sub-contractor who did a lot of work for other JWs and then was DFd, he could lose a lot of future business because the other JWs would no longer give him the oppurtunity at new projects. Unless it's public money and they're required to pick bids bases on price, that is. A lot of JWs in construction rely on each other for leads and sub-work.

I knew a guy whose bulk of his work was for the Regional Building Committees. KH builds and rebuilds. He got DFd and it almost put him out of business as the RBC no longer would use him.

Deputy Dog

Isaac

I wonder what these people will tell the unemployment office.

What would be the reason the employer gives unemploymet for the separation?

cantleave

If the company I work for was still a family run business, I would be worried. But it isn't. It is owned by a much larger PLC and although my boss is a JW he does not have the autonomy to fire me without going through HR.

Thankfully I am more senior than all the other JW's there so they have no influence.

If my boss did try to sack me on spurious grounds I would document everything and, make a constructive dismissal claim.

blondie

In my state, you file for unemployment and the state agency investigates if your firing was "for just cause." A hearing in person or a telephone hearing may be conducted with an adjudicator asking questions of both parties. As cantleave said, the employee will have to gather together evidence that the firing was not for just cause and the employer will have to do the same. There is nothing new under the sun for these adjudicators; they are very skilled at getting to the truth and all without holy spirit.

Now if you want to keep the job, that is different and the EEOC handles that if you feel that your employment rights were violated.

It is not a quick process, but it is worth pursuing.

Witness Dfed, employer fires employee

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