Legal Question in Employment Law in Ohio

I was employed by Cedar Point and living in their employment housing dorms. One night I was awaken by arguing in the hall way and I recognized one voice so I decided to take a look. I watched what was going on and then asked the girl that was arguing with some guys to go into her room and let it go. When the Cedar Point Police Department arrived they asked was I involved in what was going on and I told them I was not and they asked what did I see and I told them what I saw. They officer stated that he was going to get witness form papers for me to fill out. Another officer came back with the officer and stated that every one present including me were being charged with disorderly conduct. I have not yet seen the police report filled against me but when my supervisor terminated my employment she stated I was being fired due to the fact that the report says I was involved in an altercation. I feel that I was unfairly terminated from my position. Did they have the right to terminate me based on the report before I have been charged with anything? After court is over and I am found not guilty of the charges, could I sue the company to compensate me for hours I could have worked for the summer but was unable to due to the fact of being fired. If this was pursued could it have a successful turnout?


Asked on 6/16/10, 11:48 am

1 Answer from Attorneys
Neil Rubin Neil S. Rubin, Attorney at Law, LLC

This message is not meant to: 1) contain my signature; 2) contain legal advice; 3) create an attorney/client relationship; or 4) guarantee confidentiality.

Unfortunately, you are an "at-will" employee, which means your employer can terminate you for any or for no reason at all. On the other side of the coin, you, as the courts have ruled, can change jobs for any reason at all.

There are some narrow exceptions. One is called violation of public policy which means that your situation is not covered by statute but is grossly unfair and the public would say "Hey, that's wrong and unfair and the employee should be compensated". But this exception has recently been gutted by the Ohio Supreme Court.

So, the bottom line is no, you will not prevail because your supervisor need not have given any reason to terminate you and I doubt if you would fall under the public-policy exception.

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Answered on 6/16/10, 3:29 pm


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