I believe I was wrongfully terminated from my job due to not reporting an OVI that was not a reportable incident according to the code of ethics handbook. I reported it to my manager a three months before I was convicted, and he called HR to confirm if it was considered a minor traffic violation, and if it was a reportable incident. HR confirm it was considered a traffic violation AND NOT REPORTABLE. However they stated I had an incident in 2014 that I did not report, and I was terminated based on not notifying them of the OVI
The facts, in and of themselves, are not enough to determine whether you may have a potential lawsuit. Even though the employer doesn't follow its handbook, it may not be a violation of Ohio law. In this state, employment is considered "at will." That means, you can be fired for any reason and you can also quit for any reason.
There are some exceptions to that rule, however. Discrimination, retaliation, violation of of employment agreement are a few. That is why more information is needed from you to figure out whether you might have a claim. For example, were you treated differently than other employees due to your race, sex, religion, disability, medical condition, etc., or because you complained about being treated differently. In other words, if you fall into one of those categories, and another employee who does not and was not fired for having an OVI, you may have a case.
More facts are required. However, I would be interested in knowing how your previous employer discovered the conviction. Did your previous employer run a background check and your termination result from the results found in the background check? If so, your employer is required to follow very specific steps prior to (a) running a background check; and (b) taking any adverse employment action against you. Feel free to contact an employment attorney to discuss in more detail.
Your post is somewhat confusing. If you reported your OVI to your manager, did your manager explain to HR that you had indeed reported the OVI? You should contact an employment attorney to more fully explain your situation. Many attorneys offer a free consultation.
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