Full question:
The Texas Amateur Hockey Association had a disciplinary hearing with my Head Coach and TAHA sent an e-mail out stating they requested all bench coaches to attend. I did not receive that e-mail but I knew about my Head Coaches meeting and I asked my Team President if I was required to go and he told me I wasn't required to attend. To cut a long story short they suspended me for a year without me knowing until TAHA sent an e-mail to me. TAHA is now applogizing about the confusion but still suspended. TAHA is setting up another hearing for me but they are not promising me when it is going to be. No matter what happens here I am losing my coaching job that I already had lined up. What can I do?
- Category: Employment
- Date:
- State: Texas
Answer:
The outcome of your situation will depend on the specific facts and documents involved. If you have an employment contract or a union agreement, review it carefully to understand your rights regarding disciplinary actions. Generally, if there is no contract limiting termination, an employer can terminate an employee at any time for any reason, without needing to provide an explanation.
However, wrongful termination claims can arise if the dismissal violates an employment contract, collective bargaining agreement, or if it is discriminatory based on protected characteristics such as age, sex, race, religion, nationality, or disability. At-will employees can be terminated for any reason, as long as it is not illegal. If you are covered by a contract, it may require a fair warning and a specific process before termination.
In your case, since you were suspended without prior knowledge and are awaiting another hearing, it may be beneficial to document all communications and decisions made by TAHA. You may also want to seek legal advice to explore your options regarding the suspension and potential job loss. Users can search for state-specific legal templates at .
This content is for informational purposes only and is not legal advice. Legal statutes mentioned reflect the law at the time the content was written and may no longer be current. Always verify the latest version of the law before relying on it.