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I work for a privately owned corporation which is headquartered out of state. I was transfered here from another state to oversee operations at their location here in Ma - a management postion. Last summer, I brought to my company's division president attention another employee's (a manager in sales) unethical behavior -purchasing inventory and hiding both the inventory & invoices, stealing other inventory,giving service contracts to relatives. After advising another manager and the regional manager after having my concerns basically "swept under the rug". His practices were not only unethical, but we're interfering with my job. The employee received a slap on the wrist - a wrtten warning - and was told to stay out of my way and allow me to do my job and he was not to purchase anymore inventory.. Slowly, and the same behavior continued. In the past 6 months, slowly, my job responsibilities have been given to others, I am not included in meetings involving my job, and even the unethical manger has been given some of my responsibilities which he was written up for interfering with. I have again gone to the division president and he passed the information to the regional manager wh informed me he will get to it in a couple of weeks when he comes up for a visit. The local manager told me this am "out to get" this guy. This employee in question is stealing. I have terminated employees for doing a lot less. Can I be terminated for reporting an employee for stealing, lying and interfering with my work? What are my rights?

 
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Reporting illegal activity

Assuming you do not have a contract, as an at-will employee you still have rights under federal and Massachusetts law.  Your employee handbook may outline certain procedures that your employer should follow in cases such as the one you describe.  Also, the at-will employee doctrine is riddled with exceptions, some codified in statutes and other in case law.  For example, an employee cannot be fired for reporting illegal activity or for refusing to engage in illegal activity.  Also, in such cases where a public policy exception to the at-will employee rule comes into play, there is case law that prohibits managers and employers from engaging in constructive discharge, or harassing an employee or changing his working conditions in an effort to force him to resign.  If you end up getting fired, you should certainly contact a MA employment law attorney.

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