I began with Irving back in March of 2006, New Hampshire has this work at will clause in where an employer needs not have a reason to terminate someone in their first year of employment. After a year, a reason is needed. It seemed a little strange to me that my manager at Irving in Belmont, NH asked me several times as my first year anniversary approached, when my start date was. almost as if she couldn't remember. When I was hired, it was in full knowledge of my handicap (that of heart disease). She went on Vacation about a week before my termination and had not returned yet. Then one Saturday, I was terminated for somehow remembering all sales in memory (my 4 heart attacks severely damaged memory functions) and must have taken money in the exact amounts of 8 to 10 hours of sales. They had a police officer present to intimidate me however I would not give him any merit to his accusations of which there were several. Even the stated loss prevention person that was there said there was no proof of what they were accusing me of. All my drawers came out even, and there was no shortage. I think that since it was coming up on my first year - 3 days before it - Irving would have to provide medical benefits and pay for them, so they had to find a reason to get rid of me, even if they had to make it up. I wonder how many other disabled people have run across this kind of discrimination.
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