write ups for a text

UPDATED: Sep 30, 2022

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write ups for a text

I already know that on my part sending the text and
it going to the wrong person was unprofessional…that
being said I have nevercbeem legitimately written up
and I was wondering how I can be written up for
what was termed as talking bad about the boss with
another employee..gossiping. I am aware that others
have not been written up for more serious infractions
such as not calling in when not coming to work…any

Asked on July 20, 2016 under Employment Labor Law, Missouri


M.D., Member, California and New York Bar / FreeAdvice Contributing Attorney

Answered 6 years ago | Contributor

In an "at will" employment relationship, a company can set the conditions of work much as it sees fit. This includes how to discipline an employee. This is true unless this action violates the terms of an employment contract or union agreement. Also, it must not constitute some form of legally actionable discrimination; in other words you cannot receive differing treatment based on your race, religion, disability, age (over 40), etc. Otherwise not all employees need be treated the same or even fairly. 

IMPORTANT NOTICE: The Answer(s) provided above are for general information only. The attorney providing the answer was not serving as the attorney for the person submitting the question or in any attorney-client relationship with such person. Laws may vary from state to state, and sometimes change. Tiny variations in the facts, or a fact not set forth in a question, often can change a legal outcome or an attorney's conclusion. Although AttorneyPages.com has verified the attorney was admitted to practice law in at least one jurisdiction, he or she may not be authorized to practice law in the jurisdiction referred to in the question, nor is he or she necessarily experienced in the area of the law involved. Unlike the information in the Answer(s) above, upon which you should NOT rely, for personal advice you can rely upon we suggest you retain an attorney to represent you.

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