In most states, an at-will employment clause protects the employer from being held accountable for unfair treatment or termination if the employer cannot prove that it was directly related to a protect class. Federal law states that:

“Applicants, employees and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age(40 or older), disability and genetic information(including family medical history)”. 

Although the law is designed to protect, it in many way inhibits those who have valid claims of unfair and discriminatory treatment from being heard.

I petition that employers be mandated to formally investigate (provide written statements, employee files, dates of information) when terminating an employee for accusations of any policy violation that could potentially deface or demean. If there is any instance of investigation, the accused employee should be given the opportunity to provide any evidence to refute any negative claims. If there is any evidence of proven bias between the employer designated to investigating and employee, a third party mediator should be involved. 

Although any findings will not negate or reinstate termination, it will however allow the employee the right to prove innocence and recover from mental and emotional trauma from being wrongly accused.