Wrongfully terminated or retaliation termination

Location: Utah

I was recently terminated from my position without any prior documentation, write-ups, or placement on a Performance Improvement Plan (PIP). Approximately one week prior to my termination, I submitted an anonymous complaint reporting misconduct involving the Operations Manager and the Regional Manager. At the time, I was serving as an Account Manager, reporting directly to the Operations Manager.

In the termination meeting, the stated reasons were “creating a hostile work environment,” “retaliation,” and “intimidation tactics.” However, no supporting documentation or evidence was provided to substantiate these claims. I am aware of one prior complaint against me from an officer who was dissatisfied with a new company policy, and after the termination I've had several employees who reported to me reach out to me and express frustration with the company about the termination. Two weeks before my termination, I had spoken with HR, who informed me that all reports against me had been investigated and found to be unfounded.

The termination documents also cited “performance issues,” specifically referencing "frequent dark hours” (periods when contractual staffing requirements for security coverage were not met). In reality, the only instance of dark hours occurred while I was on vacation, during which the Operations Manager was responsible for coverage. Aside from that period, there were no dark hours during my tenure.

I am trying to determine whether I may have grounds for a wrongful termination case. While I understand that Utah is an at-will employment state, it is also my understanding that wrongful termination claims can still apply under certain circumstances.