The company you left is obviously playing foul ball. If they are accusing you of being unsafe you have a right to demand documentation proving their case. Also, since saftey issues are regulated by the state's DOT and Federal Laws, if you were infringent the company needs to produce documentation showing that you were made aware of this and properly warned, verbally or in writing. I would check your employee's manual too to make sure they followed their own stated Standard or Operations, because any deviation gives you an upper hand legally. And finally, if they have safe driver hotlines and they claim the safety issue arose from some driver calling in, you need to make sure they show you a recording or documentation of such a call
The whole point being, if they make a claim against you they need to prove it, if they cant prove it, contact the HR department of your new employeer and show them the shenanigans that your old company is playing. Also, if a legal case was to arise you can poke so many holes in their case that settlement would be their only option.
I'm sorry you have to go thru all that Bull.
Actually, I found out yesterday, that it was a honest mistake by my 'boss' they use a 2 'didget' termination status. They are not given a 'list' of what they mean, and they are easily confused. (designed to be that way). So my 'boss' put in the wrong one on accident, and because of it, gets wrote up, tons of paperwork, and possibly terminated.
So really, I feel kinda bad for him, because the corporatae is designed to screw him, just as much as me, I have gotten the problem solved, and I will most likely be employed next week. So it was a honest mistake, but it is 'fowl play' becuase the 'system' is designed for the 'boss' person to screw up, and get terminated. (great company, huh)
Yes, I could sue them, but it would be for such a small amount it wount be wise to sue.
No, I had a complete contract, just a bad-news company.