You may possibly have viable claims as to sexual harassment, but there are nowhere near enough facts in your post to make such a determination. As a fair amount of time has already passed from when you left your employment, you would be best served to meet with a qualified employment attorney as soon as possible.
Slander claims against an ex-employer can be difficult for many reasons. For example, employers have some statutory protections for communications made in good faith. Moreover, you may have some difficulty getting the prospective employer to admit that they did not hire you because of the false statement made by your prior employer. Additionally, and perhaps most importantly, few lawyers will handle these types of claims on a contingency fee basis as there is generally no ability to collect fees.
As the other attorney noted, you would be best served to set up a meeting with a qualified employment lawyer to discuss your matter in some detail and to do so without delay. Good luck.
Without more information it is not possible to give an opinion about this. The best advice would be to set an appointment with an attorney who specializes in employment law and sexual harassment cases. Then after a thorough review of all of the facts, they can give you an opinion as to whether you have a viable claim, and what procedural steps you should take. Many attorneys handle these cases on a contingency percentage fee, taking a percentage of the recovery. In contingency fee arrangements, there are no hourly fees. In some states attorneys do not charge anything for an initial appointment to discuss your case but in others there is a reasonable fee charged to compensate the attorney for their time and advice. I would suggest that you begin your search for an attorney on this Avvo website. There is a tab "Find A Lawyer" on the home page of Avvo at www.avvo.com that will help you find a lawyer in this practice area in your locale. Good luck!
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Please keep in mind that this recommendation is based on a limited number of facts provided in your question. Additional information may be required, and additional facts may change this recommendation. You should immediately seek the advice of a qualified attorney in the area. In most states, you must file a charge of discrimination within 180 days of the last act of discrimination and/or harassment. That may include giving a false report of poor job performance to a prospective employer in retaliation for doing an act that is protected under the law.
To be safe, you should find an attorney to help you to file a charge of discrimination before 180 days passes after your firing.
The foregoing are comments to a general question of law, and should in no way be interpreted as legal advice. This information does not create an attorney-client relationship. The choice of a lawyer is an important decision and should not be based solely upon advertisements.