I filed an EEO Title VII & ADEA complaint against, President
I filed an EEO Title VII & ADEA complaint against ***** *****, President of ***** ***** & Associates. I did not place ***** ***** DBA ***** ***** & Assoc. in the complaint. The defense is arguing that such complaints cannot be filed against individuals. and, therefore, should be dismissed. May I simply amend the complaint to reinforce that it is against the business by including dba in the complaint?
My daughter is employed in Singapore by an NGO headquartered
My daughter is employed in Singapore by an NGO headquartered in Calif. After 5 years, her ex-pat status expired and she remained with the project as an exempt, high level, employee. For several months the pay has been being readjusted downward and keeps changing. I just visited her and she asked for my assistance in what Calif law might say about these circumstances. They have even withheld pay. She loves the work, but not the salary drama. Where might I go from here to understand what the law says?thank you! Elaine ******
Counselor at Law
I have recently had a shift in reporting structure due to a
I have recently had a shift in reporting structure due to a merger. My new manager is making me "retrain" on an electronic learning management system that i have been working in since January when she was supposed to provide the instructions for making administrative changes. I am at the top of the payscale and a Senior in the role. I feel as though I am being singled out as No ONE else is being asked to do this. She is not offering to provide the instructions for this process.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MassJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: Due to the merger, many upper management have been offered "packages" and have left the company. I feel as though they are targeting top level pay to sort of push them out to replace with younger new folks. I am 60 years old and have been with the company for close to 9 years
I'm in NC. 49 yo male. I was the HR Director at a large
I'm in NC. 49 yo white male. I was the HR Director at a large community college. Contract not renewed out of blue. Said I did nothing wrong. Real reason is that we had several, 2 recent, EEOC charges in which the college had liability. I think they got rid of me because when I investigated, My reccomendations were to correct the situations and put in place safeguards to keep from happening again, I.e. Training.I was notified April 21. Rushed to sign sep agreement for two additional months salary. Not given 21 days, not advised to see counsel. Have all that in email and recorded in phone conversations.My question is would you advise that Imgo to EEOC and charge retaliation, which it was and I think I could prove hostile work environment or file with EEOC. I haven't done anything yet to keep from losing the salary extension. I was with former employer over 24 yrs and was with the college almost 4, but became so difficult to do HR, due to ignorance of HR law and unwillingness to listen to me as HR Director.Since leaving, I have learned that HR is now reporting directly to president (to give HR more support and credibility) and will serve on senior leadership team, which is something that I practically begged to have done when I was there.ThanksMike
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
What is the statue to file an unfair labor practices or age
What is the statue to file an unfair labor practices or age discrimination lawsuit? I was given the option to accept a severance package within a two week time period or the offer would be removed from the table and I would still be terminated. I had worked for a major food retailer in St. Louis, MO and was given the ultimatum to accept the severance package or be terminated in two weeks.There have been several employees terminated from this company over the last couple of years and have expressed interest in a class action lawsuit.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I have a 79 year old employee who needs to retire from my
I have a 79 year old employee who needs to retire from my chiropractic staff of 6 employees?JA: Because laws vary from state to state, could you tell me what state is this in?Customer: pAJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: She cannot perform the duties required and we love her but she is in the way and cannot hear!
I was employed at a firm little over four months as a firm
I was employed at a firm for a little over four months as a firm administrator. My now former employer provided me with one month's severance pay, for which we both signed a severance agreement. Is there any way that my now former employer may deny payment to me even though we have both signed a severance agreement? Thanks.
Being off in June due to RIF. Mfg company not sure how many
being laid off in June due to RIF. Mfg company not sure how many laid off overall. In the admin building where I work only 4 people were let go. 3 if those 4 were over 55. We were told the criteria that was supposedly used to determine the lay off. However, none of these were an issue with me. They were however for others who kept their jobs. I strongly feel that the ultimate deciding factor was age. I have been given now a draft of the severance agreement. My question is if I sign this agreement, what exactly am I giving up? If I sign it, can I still file a claim with the EEOC? Not a lawsuit just a claim. Can they stop my severance benefits or make me pay the severance pay back? I have not been able to find an attorney that I can afford.
I feel my manager is harassing me because I have FMLA. She
I feel my manager is harassing me because I have FMLA. She has already made statements to me that my FMLA is bogus and I should not have FMLA for Migraines and Panick Attacks. Recently she tried to get me to write a statement that I did not receive a phone call of which she told me she has proof I did. I told her I did not remember getting the phone call she is questioning me about but can not say for sure and that I was not comfortable writing a statement saying 100% I did not receive this phone call in question. I asked to have a HR rep. What are my rights.JA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: noJA: Please tell me everything you can about this issue so the Employment Lawyer can help you best. Is there anything else important you think the Employment Lawyer should know?Customer: My manager has been doing little things to get me in trouble like asking me why I did not tell her I switch a work day with another employee. When I told her because we were instructed to only tell the scheduling committee not her she backed off because I recited the meeting minutes. Pretty sure she was going to try to write me up. She has attempted to write me up 10 times in the 11 months she has been my boss since our blow out about my FMLA. She received an event report about an incident on Thursday. I am a nursing supervisor and respond to customer service issues, deaths and staffing issues. We had an icu patient expire and bereavement services took care of the death. I was called in the morning by the morgue manager asking if I called the funeral home. I replied no and that I did not take care of any deaths over night. The morgue manager stated yes but the person arrived to the morgue at 0100 and security called and told you or should have called and told me. I responded back saying I do not recall getting a call from security. I said I was really busy with other issues. The morgue manager said she was going to call security and ask who they called. I said maybe the called one of the Supervisor's from another building. I called those Supervisor's and one was still on shift and stated no they did not receive call (which sometimes happens that security confuses the buildings and call us about the other supervisor's building deaths). I asked what the data base stated and she said is says the funeral home was not contacted. I stated well I did not call them so I would have to say if the data base says no then no the funeral home was not contacted yet. She I guess called security and they said they did speak to me. So the morgue manager filled out an event report. So my manager wanted me to write a statement stating that I am saying I did not receive the call at all. I only stated originally that I did not remember them calling me. Thought this was a little extreme for me not breaking any protocols or policy and procedures?JA: OK. Got it. I'm sending you to a secure page on JustAnswer so you can place the $5 fully-refundable deposit now. While you're filling out that form, I'll tell the Employment Lawyer about your situation and then connect you two.