Unfortunately, there is no legal requirement that an employer provide you with a reason for termination. However, it seems that you may have a retaliatory discharge claim. You should definitely speak with an employment lawyer. You can find many excellent lawyers here on this website.
Please understand that I do not represent you until we both sign a retainer agreement and that the information I provide here should not be considered legal advice. It is for informational purposes only. I am licensed in PA and NJ and handle employment discrimination, wrongful termination, sexual harassment, social security disability, workers' compensation, civil rights and personal injury cases. I never charge a fee unless I am retained and help my client win.
Your question is vague on facts and details. Based on what you say who knows if there is a claim or not?
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If you were a non-union employee your employer could discharge you for a good reason, a bad reason or no reason at all. Also, the employer had no obligation to inform you of the reason for your termination. However, that makes it easy for you to collect unemployment compensation benefits. You should file for unemployment compensation and tell them that you were discharged and that the employer refused to tell you why. Unless you were fired for willful misconduct you are entitled to benefits. The employer has the burden of proving willful misconduct. You claim "harassment", but that is very misunderstood concept. Obnoxious conduct is not "harassment". In order for it to be actionable in the employment context it must be in the form of sexual harassment in the workplace. Your question does not have enough facts but if you were a "whistleblower" and by that I mean that you reported to the proper authorities that your employer was violating some law and the employer fired you for that reason then you have recourse. If they simply fired you because you complained about poor working conditions that only applied to you then there is no remedy for you. However, if you were complaining to your employer about generally poor working conditions that applied a group of employees then your conduct may be considered "concerted protected activity" under Section 7 of the National Labor Relations Act. If that is the case you can file a Section 8(a)(1) and (3) unfair labor practice charge with the NLRB. You must do so within 6 months. It doesn't cost anything to do so. If the NLRB thinks you have a case they will prosecute it for you.
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