I am an HR Dir. & exec.mgmt asked me to add in an
I am an HR Dir. & exec.mgmt asked me to add in an arbitration clause to all new offer letters & employment contracts. Is there a standard I can add into our standard offer letters, or do I need a full Arbitration Agreement separate from the offer letter? We are in NYC.
I have a question about returning employer-owned equipment
I have a question about returning employer-owned equipment after being let go. Some background information is necessary.BACKGROUND:I was hired in the communications department of a private university in Kentucky in January 2014. I worked in an office on campus until the summer of 2015 when I moved to Tennessee. My supervisor at the time wanted to keep me on instead of hiring a replacement so I worked remotely (same job description/title, same hours). My supervisor let me take my work desktop computer and accompanying hardware (all of which was/is owned by the university) with me to Tennessee. Within a couple weeks of my moving, the university shifted some departments and offices around and I got a new supervisor who I will call "Linda."I've worked remotely for Linda since about July 2015, coming to campus once on August 20, 2015, to meet her. Because I was driving that day and unable to clock in on my computer, I emailed her the next day to have her enter my time. I gave two different scenarios for my time: one in which I would be reimbursed for drive time (7 extra hours on top of the normal 8 hour day), and one in which I would not be reimbursed for drive time. In that email, I stated: "As I mentioned yesterday, whether or not I get paid for driving hours was never discussed, so if I don't, I understand." She responded the next week: "Let's keep last week at an 8 hour day. In the future when you come to visit we can look at different options in terms of getting your mileage reimbursed. (I found out this week that I need to approve that in advance.)" I still have this email.I also traveled about two hours to meet the whole department at a team-building-type outing on October 30, 2016 (in a separate city about an hour and a half from the university). Mileage reimbursement was not mentioned when Linda invited me and I didn't ask for it since my attendance was not required. I still have our email exchange about this outing.On March 1, 2016, Linda called to inform me that the university was letting me go at the end of May 2016 because she wants someone working on campus side-by-side with her and the other department employees and someone who can take on a managerial-type role. I asked how I would get the equipment I have that is owned by the university back to them and she said we would figure it out later. It was an amicable conversation. That was the last we spoke of it until today.CURRENTLY:Today (May 16, 2016), Linda emailed me to ask what I have in my possession that the university owns. I responded with a list and asked when my exact last day would be. She replied back that my last paid day would be May 31, 2016, and in terms of returning equipment, said this: "I'm thinking I will need to drive to meet you to pick up the equipment as I'm afraid to try to ship a desktop. Would you possibly be able to meet me halfway between (Kentucky City) and (Tennessee City)? Perhaps we could meet on Friday, May 27 since the 30th is Memorial Day and we wouldn't work anyway."I don't want to spend my own gas money to return this equipment to Linda. I plan to respond to her email and ask for mileage reimbursement to drive to meet her, citing her email from August if I need to. In the same email, I plan to say that if she cannot offer me mileage reimbursement, I have an unrelated appointment about an hour away from the university on June 14, 2016, and would be happy to bring the equipment with me if someone would like to drive to meet me on that day. Of course, anyone is welcome to drive to the city in which I live to pick up the equipment and I will happily meet them anywhere in the vicinity on any weekday before May 31, 2016 (when I would be on the clock for the university).MY QUESTIONS:1) If my mileage reimbursement request is approved, can/should I get some sort of written promise of this or will an email suffice if they don't pay it and I want to take legal action to receive it?2) If they say they'll reimburse me for mileage and don't, would it be legally efficient to go after them for it or not? Meaning, would it likely cost me more in legal fees to get them to pay it than the mileage reimbursement would be worth?3) If my mileage reimbursement request is denied, am I within my legal rights to keep the equipment at my home until other arrangements are made, even if that occurs after my last paid day? Or must I legally accommodate their request to return the equipment on or prior to my last paid day, even at a personal cost?4) Does the fact that my employer is in one state and I am in another change anything?5) Does her reason for letting me go change anything?Thanks for any help! If you can't already tell, this is more about the principle of not wanting to spend my own money to assist an employer that let me go than about the reimbursement money. I just want to stay within my legal rights and not be accused of stealing.
My signature was forge on a Arbitration Agreement on Jan 15
My signature was forge on a Arbitration Agreement on Jan 15 2014 The dealership I worked for claim that it was a "Dealership wide role out" I spoke with all my co workers no one seen, sign or heard of this Arbitration Agreement. I did sign a Arbitration Agreement in July 2009 however it appears that it is void or have loop holes. The new Arbitration Agreement I will refer to it as"AA" has new writing that covers every area to keep a employee from filing a Federal Lawsuit after going through the EEOC process. You must then go to a Arbitrator. I never seen this agreementMy questions are,If my signature is forge on the 14 AA and it states that it supersedes all other agreements "AA"What should happen next? My signature was copied and pasted on the new "AA" from a document I sign that was not related to the Arbitration Agreement.I was force to sign a blank document that had nothing to do with the Arbitration Agreement. Witness by three of my co-workers that also sign a blank form.Which we never got a copy back of what we sign.Is the 2014 Void and does it void out the 2009 "AA"Are their any case laws that covers situations like this?Also contract laws are their any Case Laws that speak about broken contracts due to forgery.
At my job is requiring us to sign this arbitration sheet
At my job is requiring us to sign this arbitration sheet making any dispute with the company to be hear by a arbitration person and we are not allow to take any dispute to court?I don't really know much about this and I'm wondering who the arbitration person really work for? the company or do they have a set of rules they have to follow in these disputes?
My employer has an arbitration agreement to sign. Should
My employer has an arbitration agreement for me to sign. Should I sign it? JA: Thanks. Can you give me any more details about your issue? Customer: There are 4 pages of details. How do I send them to you? JA: OK got it. Last thing — Employment Lawyers generally expect a deposit of about $18 to help with your type of question (you only pay if satisfied). Now I'm going to take you to a page to place a secure deposit with JustAnswer. Don't worry, this chat is saved. After that, we will finish helping you.
Is it legal to require my existing employees to sign new
Is it legal to require my existing employees to sign new employee handbook with arbitration agreement? I'm currently being sued falsely by ex-employee for discrimination of being pregnant. When in truth she was fired for not showing up to work to train4 employees and decided to show up at another location; only because she didn't feel like training. She was pregnant at the time but that had nothing to do with reason she was fired. I now have another employee that is nothing but trouble. Every week she hasa new issue and now has a lawyer representing her for a car accident she was involved in last month. it just won't stop with this employee. She now uses the appointments to see doctors non-stop over past 10 days and it's very difficult to operate my businessthis way. I gave her paid week off over last 5 days. I don't want to fire her until I have tons of documents showing late, leaving early; etc with warning letters; but in meantime want all my employees signing a new employee handbook with arbitration agreement.Is it okay to require this specific employee sigh arbitration; being she has lawyer behind her now? Unrelated, what is the law in requesting employees to cover their tattoos? What is the law if I've informed my employee multiple times covering tattoos is ourpolicy and she will not cover? Is it legal to fire her for not covering tattoos?
I voluntarily resigned from a company in CA 5/15/15 and my
I voluntarily resigned from a company in CA 5/15/15 and my 2014 discretionary bonus still had not been paid. I was told via email on 5/15/15 from my former supervisor that it was their intent to pay my 2014 bonus by the end of May. When that did not happen I had a phone conversation with my former boss and he explained that now it would be paid on 6/15/15. I sent an email to confirm these facts, to which he replied and confirmed. On 6/11/15 a company officer sent me an email requiring me to sign a seperation agreement and a "confidential information, invention assignment, and arbitration agreement" altoghether a 17 page agreement. Is this legal for them to now require all of these agreements in order to receive my 2014 bonus which I earned?
I HAVE WORKED AT THE SAME FACILITY 30 YEARS IN WESTERVILLE
I HAVE WORKED AT THE SAME FACILITY FOR NEARLY 30 YEARS IN WESTERVILLE OHIO. EDGEWOOD MANOR NURSING HOME. IN FEB. 2009, THE CORPORATE OFFICE HIRED AN OUTSIDE COMPANY (HEALTHCARE SERVICE'S GROUP, INC.) TO MANAGE THE DEPARTMENT I WORK IN. SO, I NOW AM EMPLOYED BY HCSG, INC. DURING MY TIME OF HIRE I WAS GUARANTEED TO BE "GRANDFATHERED IN" TO THIS COMPANY WITH OUT LOSING MY VACATION TIME, HOURLY RATE, OR INSURANCE. THE 2 YOUNG MEN REPRESENTING HCSG SAID THAT HCSG WOULD OFFER ME COMPARABLE HEALTH INSURANCE WITH THEM AS I ALREADY HAD THROUGH CONSULATE HEALTH CARE WHO I WORKED FOR PREVIOUSLY..........PRIOR TO HCSG. I HAVE RECENTLY FOUND OUT FROM AN OUTSIDE INSURANCE REP THAT HCSG HAS NOT HONORED THIS INSURANCE DECISION AND THAT THEY HAVE NOT PAID ANYTHING TOWARDS MY INSURANCE. I HAVE BEEN PAYING IT ALL. I TRIED REPEATLY TO GET ANSWERS FROM THE HR DEPT. OF HCSG, AND THE BENEFITS DEPT. AND THEY HAVE BEEN LESS THAN HONEST IN GIVING ME ANSWERS OR HELP. AS OF RIGHT NOW I AM PAYING $307.00 BI-WEEKLY FOR MY HEALTH INSURANCE. DOES THIS SOUND SHADY? MY INSURANCE REP TOLD ME TO CONTACT AN ATTORNEY. SHORTLY AFTER DOING MY OWN INVESTIGATION ON THIS I WAS GIVEN A DOCUMENT TO SIGN THAT SAYS I AGREE TO SETTLE ANY DISAGREEMENT I HAVE WITH HCSG WITH AN ARBITRATOR AND NOT SUE ANYONE??