I reported time card fraud on multiple employees, but they are personal friends with my Immediate supervisor and Manager. two other supervisors know about it, one of them witnessed it. I've been documenting times and dates on the occurrences. now I am being retaliated against. I am being denied opportunities for promotion, My vacation requests are being denied, stating that "Sorry, you need 30 days notice". I have proof and record of 10 different employees who have requested Vacation time without a 30 day requirement and the managers signature on it, as I was denied my vacation request. I informed the manager that I would be talking to HR about unfair treatment. My supervisor, manager (2) HR ladies, and the VP of the department went into company protection mode. what can I do to protect myself, what rights do I have for exposing that information. I have also mention the unfair treatment of employees, by stating that people in the office are not subject to termination for marijuana use, but the employees in the shop are subject to termination. does this fall into any discrimination laws?
More would need to be known about the situation to give you helpful guidance. For instance, does an end-use get billed for the time being recorded? Does the conduct you have reported end up in an end user being charged more that it would have for time not actually worked. If so, are any of the end users a government entity? These questions and more would need to be analyzed to give you a complete answer to the question as to whether you have recourse for the retaliation you perceive occurring due to your reporting of the time card irregularities.
Being a marijuana smoker, or not being one, does not place either group into a protected class of people, so discrimination based on that status would not be a meritorious basis for an unlawful discrimination claim.
Good luck to you.
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