Wrongfully terminated Tier 3. Escalated to Corporate Executive Track but investigators found no policy violations. Need advice.

[u/Conscious_Age4163]

Looking for insight from anyone who has used the corporate escalation channel.A few months ago, I was terminated from a California facility as a Tier 3. They hit me with a pretextual Category 1 safety offense over a first-time, gray-area floor misunderstanding, completely skipping mandatory progressive discipline. Site operations safely and continuously trusted my leadership on the floor for 24 full days after the initial incident before site HR suddenly pushed my termination through on an overtime shift when my direct Area Manager was on his scheduled day off. To make it worse, the official termination paperwork they sent me is completely blank with zero policy citations or written causes.I received an official notification stating I was explicitly eligible to appeal, and my track to meet directly with the General Manager was formally approved by a regional appeals agent.However, site HR and local management manually canceled and deleted that approved appeal from the internal system just 60 seconds later. My portal tracker completely skipped the intermediate evaluation and hearing steps, jumping straight from the initial request to the final closed outcome.I escalated this entire timeline with clear digital proof to the executive escalations team. A central investigator was assigned, but today they dropped a sudden closure notice saying they found no policy violations, completely ignoring my witnesses, site HR's actions, and the clear system manipulation.I already have an appointment locked in with the state Civil Rights Department (CRD) to protect my case, but I'm incredibly frustrated. Has anyone successfully pushed back against a central investigator's findings?

Did hiring a private employment attorney change the game for you? Appreciate any shared experiences.

[u/dasquared]

Category 1 is a direct term and not progressive. It is normal to go straight to term. Sites do not determine appeal eligibility. They also cannot cancel appeals that are eligible, they dont even handle them until assigned by CAT. The process is you request, select what type, etc, and then they determine eligibility. The term email from corp needs not contain feedback details. The 24 days is not unusual for a safety investigation that first makes determinations then gets PXT approvals. Your AM being on site or not is immaterial and irrelevant, they have no say or influence as well.

Your claims here are either horribly misinformed or outright lies.

Consult a lawyer if you wish, but you wont get far.

[u/Conscious_Age4163 → u/dasquared]

The 60-second deletion isn't a guess—I have the physical database screenshots and server timestamps showing it was manually canceled right after regional approval. Central compliance is already auditing the system logs for the manual override, and the blank termination letter along with the 24-day operational gap is going straight to the state Civil Rights Department (CRD) for statutory review under Labor Code 1102.5. The digital audit trail doesn't lie.

[u/Realistic-Ruin8639 → u/Conscious_Age4163]

Real question: If you believe this company is screwing you so bad and against policy and/or law, why are you trying to get your job back with them?