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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Did your husband get the approval to leave the trip early in writing?  If so, his employer doesn't have a leg to stand on.  Plus, if the vacation time had already been approved (again, in writing, on file with HR/etc) then the paper trail has been long established.  [/quote]

Unless he has an employment contract or union agreement that limits the grounds for firing, the employer doesn't need a reason to fire him. As my employment law professor used to say, "without a contract, you can be fired for a good reason, a bad reason, or no reason at all."[/quote]

Yes, but your reason cannot be a pretext for something else that's illegal (e.g. age discrimination, whistle blowing). Moreover, a good lawyer would argue the company didn't follow its usual policy and procedures with respect to paid time off/vacations.[/quote]

There us no indication that this was a pretext for illegal discrimination based on membership in a protected class. Not following internal vacation procedures, while perhaps unfair, is not illegal. You can't sue for every unfair thing that happens to you.

Sorry, OP. I agree with others that it sounds like it would have happened for some other "reason" if not the vacation. Hope he finds something better soon. [/quote]

I'm in the process of settling a decent chunk for discrimination- I can say that some items such as nepotism, recording working when on vacation etc. are company policies- not legal violations.  So unfortunately, their violating company policy does not mean they violated an employment law.  Does your DH work in VA, DC or MD?  If in DC or MD you have a better chance on some better severance since apparently they require more notice.  VA sucks for employees.[/quote]

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