Is blocking security access which lead to loss of employment on fasle accusations worth court?

I worked for a data center (we'll call Biz "A")that has many other companies inside its facility. The data center provides cooling, power and security. Biz "A" was purchased by another company (Biz "B"). I chose to leave the newly merged company to work for a company inside Biz "B" (a customer we'll call Biz "C" or my employer). During my stay with the data center, Biz "A" prior to the purchase by Biz "B", there was discrimination, harrassment and false accusations (all will not be outlined here) which I endured over the years.

1: Major incident 1 - I was hired by biz "A" and moved to Dallas, TX. Without my knowledge there was matters happening behind the scene that lead to a big problem that snowballed. The district manager that hired me at a pay rate I asked for. Little did I know that this was above some other employees that had been there for some time. This is important because if I knew, I would have reacted differently when I found out something. After many attempts (I had no idea why) other employees kept trying to find out my pay scale. Someone tricked me to go see the manager one day and viewed my computer after I logged out for lunch. He used the opportunity to view my pay scale on my computer and spread it to all the other employees. I found out months later - the office manager disagreed with my payscale over his buddies that had been there over a year. This is important because the manager made a decision on his own by using the system (I found out later). The district manager agreed to pay employees outside the normal of the company handbook in terms of overtime compensation and travel time minimums. This was for all employees of Dallas, TX in Biz "A". I was being paid less (per the handbook in accordance with corporate) as orchestrated by the manager. I found out and brought it to the district manager that this is discrimination (I didn't know the facts above until after my claim). The district manager investigated and found I was being compensated below his standars and paid me for it, but for the records I asked that this be documented with HR. Oops! That's when the retalitory actions began. To keep it short I was put in the dog house for years, but I took it as I appreciated working more than anything. During my years I was written up at every opportunity, wrong for doing the most overtime in the whole company, wrong for many things I had no idea why I was wrong, and was written up on hearsay.

2: Major incident 2 - An employee threatened to physically fight me because he was upset I asked him for help for a two man job. I'm 40 and didn't get upset, he's a pants on the knees, long haired egotistic with anger and drug use or selling (he mentioned it to me upon his hiring). I took no action, but tried to calm him down in fact and left it at that. Next day I was asked to go home and see a mental therapist. Come to find out, he or someone suggested to him to report to management "I" threatened him. I never sought to request they be investigated because HR knew how things were in Dallas and ensured me to just go through the motions as it is protocol if they get a report like that. Anyway, I'm guessing this was the angry persons way of trying to move first to get me fired and I think his mentality was orchestrated by another employee. Don't know and don't care actually. This matter is important because it comes up later. I was compensated during my two weeks out seeing two therapists minimum to determine if I'm fit for work. Both therapists confirmed my calm and extreme positive attitude. (I even received a compliment as being the "Most Positive" person he had encountered) Nice!!! This all happened before Biz "B" bought Biz "A."

3: Major incident 3 - These two matters above are revived later and used against me after Biz "B" purchases and now we have new minds/employees involved. Biz "B" employees disliked employees of Biz "A". Some of Biz "A" employees were accepted into the ranks of Biz "B" and later listened to employees of Biz "A." During a compliment to the company I gave to Biz "B" to the new district manager about the quality of their facility he replied, "You should have stayed with us." I didn't see his meaning until later. Several conversations with employees of Biz "B" showed the discontent feelings of Biz "A" employees and one of them commented Biz "A" employees are going to start getting fired. I don't know and don't care as it's not my company. I heard this from a Biz "B" new employee who was the son of another Biz "B" employee that was also recently hired. This is important too if you see my point (family/buddy system).

In order for me to get to my new job, Biz "C", I must go through security of the building and the security of the facility of Biz "B." Biz "B" does not own the building because like the data center housing many customers, the building houses many data centers which has its own security. It's very secure. My job at Biz "C" is going well

The problems is Biz "B" (I don't work for them, but in their data center where my company is based) has blocked my security access to the data center preventing me from getting to my job with Biz "C" rendering me a lame duck. Biz "C" legal discussed with legal of Biz "B" the how and why they blocked my access without just cause, explanation or report of incidents. The claim was to use incidents from Biz "A" as the reason along with new false accusations to demonstrate their reason, yet they were not clear to my employer about it. The false accusation I heard was I had threatened somebody in Biz "B" and this was their way to block me from access the facility. I have never threatened anyone. It was already proven I'm sound mind, I do not have a temper or get angry but the employees of Biz A and B get very angry at every little thing. I don't mind their problems as I didn't work for them and don't care, but the fact that their harrassment, discrimination and false accusations has lead to my loss of employment with the company were I was loved and I loved them. I believe my company was even planning to groom me in the company to management, that is how much they loved me. Biz "C" legal department consulted with legal from Biz "B" and requested I be allowed to change facilities in an attempt to keep me as an employee. Several people in Biz "C" suggest I seek legal help, so here I am asking my questin. Any help? Sorry for the lenghty story, but it's complicated.

0 answers  |  asked Oct 17, 2011 12:21 PM [EST]  |  applies to California

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