Being fired is never easy, especially when the grounds for the termination are suspect, illegal or misleading. If you feel you were wrongly terminated from a company, a wrongful termination letter is a good way to state your case and to get the attention of the person in charge of hiring and firing decisions.
Format and Content
Use the opening paragraph topresent your understanding of the facts as presented by the termination letter or interview. Then,present your case as to whyyou feel the termination was unjustified. include proof of your position whenever possible. Conclude the letter with a request for a response and a reasonable reply-by date. Use wording that is respectful and professional. Do not threaten a lawsuit but instead, request that the termination decision be reevaluated based on the evidence presented in your letter.
In this sample termination letter, the employee was fired for missing days that were excused by a manager at the company. Her termination was based on faulty information and perhaps poor record-keeping by the company manager. She acknowledges the termination decision and then refutes the validity of the decision by presenting her own evidence in a clear and compelling manner.
I received the certified letter you sent to me on August 12, 2013. According to the letter, my employment with Alexander’s Steak House was terminated, effective August 12, for a ‘no call no show’ violation. Your letter states that I did not report to work on August 10, 2013 and I failed to call my manager to say I would not be working my scheduled shift. The letter stated that according to my manager, this was the third time I missed work in a 6-month period. The letter cited evidence, which I will address below.
I do not dispute that I was scheduled to work on August 10th of this month. And, I have missed work 2 other times within the last 6 months. In your letter you enclosed evidence of the scheduled work dates I missed with my name clearly highlighted on the schedule and the words ‘failed to report’ marked by the missed days on May 5and May 7 and ‘no call no show’ inked in red by my name on August 10. I reviewed your evidence, now I ask that you review mine.
According to company policy, any schedule changes must be approved in advance whenever possible and the schedule change signed by a manager. On the evening of May 4, 2013 I was involved in a serious automobile accident. I was in intensive care for 3 days, yet I still managed to get a message to the day manager, Mr. Jones, on the morning of May 5. I was told I would have to bring evidence of the accident and my hospitalization when I returned to work, which I did. Mr. Jones stated the information would be placed in my employee file and that the absences would not be held against me.
On August 1, 2013, I asked Mr. Jones if I could use my vacation days beginning on Friday, August 9 and ending on Friday, August 16. Mr. Jones agreed and signed my vacation request for the above mentioned dates. When the new schedule was posted on August 5, I noticed I was scheduled to work on August 10. I immediately reminded Mr. Jones that he had already approved my vacation and that I would be out of town on that date. Mr. Jones informed me he would make the necessary schedule changes. I returned from vacation to find the no show no call termination letter in my mailbox.
I’m enclosing copies of the police report, my doctor’s report and the hospital records as proof I could not work on May 5 and May 7. I have no proof that Mr. Jones informed me my absences were excused. I am also enclosing my approved vacation request signed by Mr. Jones on August 1. I respectfully request that you reconsider my termination. I expect to hear from you within 1 week of the date of this letter.
Ms. Jennifer Sprague
Statement of Dr. John Brand
Hospital Records of Jennifer Sprague
Approved Vacation Request for Jennifer Sprague