A former employee of the Arizona Department of Administration (ADOA) is claiming that he was forced to resign or else face termination after he began asking questions about several contracts the ADOA pushed. According to his claims, the employee suspected that some of the contracts featured inappropriate arrangements between the ADOA and various parties. While he did submit a resignation letter reading simply “I resign effective today,” he now asserts that he is a whistleblower and that his exit from the department was involuntary.
All parties involved are now presenting their own version of events, and members of the ADOA claim that the former employee’s assertions are untrue. It remains to be seen how the matter will resolve, but if the allegations are true, they are nearly a textbook example of wrongful termination.
If you or someone you know believes that he or she was wrongfully terminated, or if you suspect that you may face wrongful termination if you pursue some internal matter further, it is wise to carefully examine your circumstances through the eyes of the law.
While inappropriate dealings like those alleged by the former ADOA employee are plainly illegal in many cases, this does not stop many parties from favoring them. You may simply be the first person who has had the courage and conviction to speak out about the wrongdoing, which certainly puts a target on your back to those who may have to answer for whatever comes of an investigation.
It is always wise to make sure you have your legal bases covered before alleging that you were wrongfully terminated. A carefully constructed legal strategy can ensure that you have the tools and clout that you need to pursue a fair, just resolution to a potential wrongful termination while maintaining strong protections for your rights and privileges throughout the process, whatever the outcome.
Source: Arizona Capitol Times, “Ex-procurement head says he was forced out for questioning staffer’s practices,” Jeremy Duda, March 21, 2018