So I’ve been trying to get a transfer for my job but for some reason my request
Has been denied . Now me and my district manager are currently don’t see eye to eye on a lot of things and have not been on the best terms however I do suspicions that he is talking about me in a negative way behind closed doors and recently found out through a heated discussion with my store manager that he’s trying to get rid of me now is he allowed to talk bad bout me if I request a transfer ?

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So anyone can say anything that they want to say behind your back or to your face, it’s a free country, and freedom of speech is at least for the most part alive and well, however, what you say may come with consequences. What you need to start asking yourself is, why are you two NOT on the best of terms, why are you guys not seeing eye to eye? Because that, I guarantee you, is the problem. Here’s the issue, if you are an employee at a company where your district manager has direct supervision of what you do, and has expectation of performance for you, if you don’t see eye to eye, you had better START seeing eye to eye, like yesterday. You need to be in good standing at your current job if you’re expecting to be transferred to a different location because why would they transfer a problem to a new location? They don’t.

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So remember that part where I said “what you say may come with consequences”. Also if you are at a company related function, you get paid, so I promise you, that reason for being terminated because they were at a work function is completely false.

Yep that’s politics for you. He talks badly about you, the people above don’t know any better. And before you know it, you’re on the chopping block. In this economy I’d be super careful.

If the comments are untrue and defamatory in nature and lead to you losing work than you may have a right to sue… document everything and speak to a lawyer

Managers are allowed to discuss performance and concerns internally, especially when transfers are involved, but it should still stay professional and factual. If the relationship with the district manager is strained, the safest move is to document your work, keep communication professional, and focus on protecting your reputation with your store leadership.

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