Who left Erac for Vanguard

There were a few people when I worked in Tulsa, that left enterprise for Vanguard..

Welcome back the ex 5152 employees that left together

What happens to former employees who were fired from ERAC who currently work for Vanguard?

When ERAC bought Merchants rent-a-car in the Northeast they fired all previous ERAC employees that currently worked @ merchants and all Merchants employees that did not have a 4 year degree

Originally Posted by Unregistered

When ERAC bought Merchants rent-a-car in the Northeast they fired all previous ERAC employees that currently worked @ merchants and all Merchants employees that did not have a 4 year degree

Oh I smell a lawsuit coming! Cha-ching!

Originally Posted by Unregistered

Oh I smell a lawsuit coming! Cha-ching!

on what grounds?

Originally Posted by Unregistered

on what grounds?

You need a justifiable reason to fire someone. Else, you get a wrongful dismissal suit. You know, what ERAC is notorious for, and always loses.

Originally Posted by Unregistered132

You need a justifiable reason to fire someone. Else, you get a wrongful dismissal suit. You know, what ERAC is notorious for, and always loses.

Absolutely not! Please look up the meaning of "at will employee" and then get back to us

[batserve]

Originally Posted by wrong again

Absolutely not! Please look up the meaning of "at will employee" and then get back to us

Yep, many people make assumptions about employment law. In most states, you are an at will employee, meaning you are employed at the will of the company and can be terminated without cause. Sure, anyone can file a lawsuit, but if your state is an at will state, you do not have a valid claim. A prudent attorney may not even take the case because of the fear of a counter suit for filing a frivolous lawsuit. While most judges are reluctant to rule that a suit is frivolous because they do not want to be seen as putting up barriers to the idea that everyone should have the right to get their day in court, it can happen. If a suit is ruled to be frivolous, the plaintiff who filed the suit may be responsible for paying the other side's legal costs. You cannot be terminated based on discrimination for a protected group, like race, age, or gender. Your only recourse for termination without cause is to file for unemployment and you will likely receive unemployment pay; however, it is limited to a percentage of what you were making, is capped, has a time limit, and requires that you actively seek employment. Any employee should keep records, and perhaps a journal of incidents and make notes on what is said by managers. In the event of termination, you then have some actual information to provide to an attorney so he/she can make an informed decision.

Originally Posted by Unregistered

What happens to former employees who were fired from ERAC who currently work for Vanguard?

I guess they will have to quit smoking weed.

Originally Posted by batserve

Yep, many people make assumptions about employment law. In most states, you are an at will employee, meaning you are employed at the will of the company and can be terminated without cause. Sure, anyone can file a lawsuit, but if your state is an at will state, you do not have a valid claim. A prudent attorney may not even take the case because of the fear of a counter suit for filing a frivolous lawsuit. While most judges are reluctant to rule that a suit is frivolous because they do not want to be seen as putting up barriers to the idea that everyone should have the right to get their day in court, it can happen. If a suit is ruled to be frivolous, the plaintiff who filed the suit may be responsible for paying the other side's legal costs. You cannot be terminated based on discrimination for a protected group, like race, age, or gender. Your only recourse for termination without cause is to file for unemployment and you will likely receive unemployment pay; however, it is limited to a percentage of what you were making, is capped, has a time limit, and requires that you actively seek employment. Any employee should keep records, and perhaps a journal of incidents and make notes on what is said by managers. In the event of termination, you then have some actual information to provide to an attorney so he/she can make an informed decision.

The door on the employment-at-will law opens both ways - if you were fired against company policy you have a case. When I worked at Lowe's Foods years ago a support manager was accused of internal theft, got arrested, and fired. Since she was accused of a crime it was the company's policy to suspend her without pay until she was convicted then fire her upon conviction. But because she was fired before actually being convicted (which she was also cleared on all charges) it was a clear violation of company policy.

The end result was even though it was a employment-at-will she was able to sue on grounds that she was fired against company policy and Lowe's Foods settled out of court for an undisclosed (albeit large) sum.