How do I protect myself from getting fired?
830391
Tell the truth and then tell them to prove you did something wrong if they want to fire you.  If they do fire you, then you can take them to court as you did nothing wrong.
827162
Do not tell your boss that she makes mistakes if you want to keep your job and get decent raises.\n\nYou would do better to suggest a different solution when you see a correctable mistake.\n\nTake care,\nTroy
257320
This is a federal law.They cannot fire you if you are out on a FM LA leave.See an employment lawyer or go to a web site on FM LA
766655
You will have to decide to live with this situation or leave the company. If you choose to stay and continue taking the blame, eventually it will catch up to you and you will be fired for incompetence (which is probably a wild card your boss is hiding from you). My advice is to keep your job for now, but update your resumé ASAP and start sending it out. Also, and this is very important, document every single incident for which you have been blamed, including dates, times, names, locations, and a clearly written explanation detailing it. This will come in handy if your boss tries to pull a fast one on you.
1138105
may as well quit your job then so you wont have to be fired down the road then. sure, i doubt you would be fired over that one thing.  but youre going to turn into the liability really quickly if you do that.  look at it this way,  you already spend hours in a place you dont want to be to make your boss happy so you can continue to have a job.  whats a few more hours in a place where you can have a hot dog and a coke?  good luck
11949
First of all, I would suggest you read "Winning" by Jack Welch. \nThis is a great book on organisational behaviour. \n\nIt has complete section on why leaving people is a necessity, and how to it in the best way. It also suggests that letting some people go is googd for both the parties. Jack has given examples from his experience.\n\n\nyou can buy at:\nhttp://www.amazon.com/gp/product/0060753943/qid=1135759789/sr=2-1/ref=pd_bbs_b_2_1/103-3900446-4595011?s=books&v=glance&n=283155\n\n\nAlso read CIO's article on how to let people go\n\nhttp://www.amazon.com/gp/product/0060753943/qid=1135759789/sr=2-1/ref=pd_bbs_b_2_1/103-3900446-4595011?s=books&v=glance&n=283155\n\nHere are some tips for you:\n\n10 secrets to letting people go with dignity \n\nWant a quick primer on how to fire people without bruising their egos? Here are 10 tips, culled from advice CIO obtained from IT executives and outplacement experts. \n\n\nAdvertisers \n \n \nGive warning. All performance-based firings should begin with a warning or probationary period. If you let employees know they're on the bubble, they just might turn things around. If they've put in years of service, it's the least they deserve. \n\n\nDocument, document, document. Once you've told an employee he's on probation, document every task and interaction. The better records you keep, the easier it will be to justify your actions should you find yourself defending them in legal proceedings. \n\n\nTime it right. Fire early in the day and early in the week. The worst time to terminate an employee is the day before a weekend or holiday. \n\n\nPrepare the paperwork. Don't wait until after you fire an employee to deliver termination paperwork. Pay, including any benefits and unused vacation, should be delivered on the spot. This is not only good policy, frequently it's the law. \n\n\nDon't go it alone. Having a representative from the human resources department in the room adds a sense of gravity and finality to the termination conversation. And if the employee asks a question you can't answer, your expert is right there. It also provides a witness on your side should you end up in court. \n\n\nEnsure privacy. Make it clear that only you and the HR rep will take part in the termination meeting. Reassure the employee that nobody else will be in on what's happening. Neglecting this will make him self-conscious. \n\n\nBe brief. Say what you have to say, say it clearly and don't say any more. Prolonging the meeting allows the employee to believe he is involved in a negotiation—that there may be a way out. When he realizes there isn't, he will feel betrayed. \n\n\nWatch your tone. Choose your words carefully, but make sure you convey a tone of cordiality and sympathy. Be compassionate but firm, honest but guarded. Never say, "I know what you're going through"—even if you do. \n\n\nSeek feedback. Although it's important to keep the meeting short, encourage the employee to voice his feelings after the news has been delivered. If he doesn't answer immediately, count to 20 before moving on. The last thing you want is a reputation for being heartless. If recriminations result, however, take charge and cut him off; remember that you're declaring him fired, not engaging in a dialogue. \n\n\nGive a good send-off. Always offer words of encouragement and confidence in the employee's future career. Stand and extend your hand to indicate the meeting has ended. And of course, thank the employee for his service. But don't be surprised or hurt if the employee declines to thank you for firing him.\n\nAll the best!
118320
In today's litigious society, I suggest you document, document, document. Make sure you have at least three reasons. If it is time clock related, it is time theft or an attendance issue, you can fire right away for the first but need to fit the latter to your companies policy for attendance. And so it goes, document everything, always have an answer for your reasons and make sure those reasons fit your companies policies.\n\nTo actually do the firing, take the person into a private space, bringing with you the next down in management or position that is of the same sex as the offender. This will protect you on so many levels. Then, start by stating the companies policy's that were broken and inform that person they "no longer have a job" with this company. I suggest you do this first thing when they come in or they will hear rumors. Be prepared for outbursts of anger or denial and maintain your cool. Hold to the facts and if the person yells or raises Cain, inform them they will be escorted to their locker to collect their things (or where ever their things are) and walk with them to the door. \n\nFiring someone has to have really good back up because they will 9 times out of  10 file for unemployment which costs your company money. Save the money and your raises will be a bit easier for the company.
915640
Nothing, now. I have spoken up in the past and all that happened was trouble for me, even to the point of losing a job. Its a myth that you can speak up about these things and the company can't touch you. If they want you gone, they will find a way.
279009
I believe it's called the Sarbanns-Oxley act and the Whistleblower's Protection act.\n\nBasically, if you cannot be fired, your anonimity is guaranteed, and you cannot be demoted for reporting unethical or illegal conduct by the company or any individual within the company.
1057953
Okay, even though I think it is wrong, it is completly possible to get fired and still collect unemployment. Yeah yeah yeah, technically you are supposed to be laid off, but you know the governement, they never follow their own rules. A lot of it depends on the company you work for and how hard they fight unemployment claims, and the state you are in. The one you will ALWAYS lose is insubordination, so don't call your boss names or start a fight at work.\n\nGetting fired for attendance is your best bet. One day you have a flat tire, one day you have a sick kid, one day you are sick, one day your alarm doesn't go off, one day your dog dies, etc. As long as they are not consecutive (because that is one occurance) and not always for the same reason, in a lot of cases they will grant you unemployment because the company cant prove that these were unavoidable absences, or that they did anything to help the employee. Being sick (or sick family) and having transportation issues are the best ones to use because it is really hard to hold those against you.\n\nAnd all I can say is this better be for a D!@$ good reason.
964985
I believe all they can answer by law is to verify employment time and dates, not personality conflicts. My other advice would be to polish off the ol' resume, start shopping it around, and quit before they fire you.  You're moving on to a more management friendly environment.  You'd like to work for a place where you feel your work and skills are appreciated.  Blah blah blah.  Put a good spin on it.  If they ask you why you quit, say you felt underutilized and feel that you have a lot more to give than the previous job and are ready to dive in and get going on *foo* project/job/whatever.\n \nSpin a bad thing in a good direction!
9948
They can fire you at any time if you were hired as an at will employee. Have you talked to your Human Resource Manager about the problem, that is a good place to start. If the problem is that bad that it is causing you to seek help, you can go through the EEO for help.
759007
It is much better to quit a job than be fired. If the company owes you a commission check and you have proof to support that then don't worry about your boss--go to human resources with the proof to back it up. I'm not sure what you mean when you say you have your resignation printed out so it will be on  "your terms". If you are fired first nothing will be on your terms. If you want to have a better chance of getting your commission check leave on good terms.
1137139
you have to start your own business so no one can fire you
807018
The best thing to do, especially if you are afraid of retribution, is to organize a union in your workplace. The whistleblower laws have been watered down by the current government. The signing of a union card protects your rights. If you don't want to do this, you can make an anonymous call to your state department of labor; usually wage and hour division, stating that you are forced to work off the clock. Try to get other workers you trust to make the same call. Your employer is violating the law. By acting now, you will be protecting many more workers in the future; Good Luck!
268042
If your contract for employment expired, you are now an at will employee.  This means that either side (you or your employer) can terminate the relationship at any time.  Your employer can fire you when ever he wants for what ever he wants for the most part.  There are some exceptions to this.  The Americans With Disabilities Act would protect you from being fired for being disabled.  The civil rights bill prevents you from being fired for race/religion/sex.  There is a whistle blowers protection that says you can't be fired as a government employee for reporting abuse.  As a private employee the rule is a little more stringent....you have to be reporting the abuse in a department which you supervise.  There are some other exceptions, but on the whole, as an at will employee, you can be fired, or you can quit, at any time.
198091
if you want to get fired you still have to show up to work. By not showing up that is job abandonment. I would just don't try that hard and i guess just be a slacker.