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Recent employment law questions
My manager asked for private medical information when I missed
My manager asked for private medical information when I missed work due to illness ("What is the illness/symptoms?"). I felt compelled to provide an answer (even though she added "if you feel comfortable disclosing") because of other hostile actions she was taking - sending a disparaging email about me to management, snooping on my LinkedIn account (suspecting that my illness was a cover for a job search, perhaps), and so on. Unfortunately, I disclosed embarrassing information that will make it hard for me to face my co-workers again. I don't want to return to a job where my boss is aggressive and suspicious, and where that boss holds deeply personal information about me. What can I do?
I am being told by my USPS contract employer I will be fired
I am being told by my USPS contract employer I will be fired if I continue to log as DOT requires! His statement to me was "I don't give a da-- what DOT requires you will do it my way." If I log as he requires then I am in violation of DOT regulations and subject to fines or termination. Help what recourse do I have?
I was let go 3 months ago. My former employer only had 11 employees,
I was let go 3 months ago. My former employer only had 11 employees, and so i was only eligible for mini-COBRA. i was told by my ex-employer/administrator of my health plan what my premium is, in the event i wanted to continue my health coverage. I have no proof from my ex-employer of what the actual premium is that they were/are paying for my coverage as a single woman with no dependents (they paid 100% of te premium when i was emploed) and the insurer (BCBS of IL) refuses to tell me the actual amount... So i am now in the dark as to whether or not i am being charged the right/legal amount or if my ex-employer is profiting from me on this. BCBS says that i can either go back to my ex-employer for that infirmation or get mt lawyers to send a note to BCBS requesting the infirmation. Because there is a possible litigation with my ex-employer, i cannot go back to them as BCBS says. And based on the IL Department of Insurance website, i am under the impression that BCBS should make this infirmation available to me. Is this true? If not, how and from whom can i get the actual premium for my continuing coverage so as to be su i am not being overcharged?
i work in ma department of public health.I am a hiring manager
i work in ma department of public health.I am a hiring manager and I was told by HR that I can hire former state employee for anothe state position only as step one regardless of credentials, because former state employee has to have a break not less than 12 months before being able to be recruited. Candidate worked on ARRA grant and was reminated because grant has expired,Now I want to hire a person for another ARRA position. I was told that only option is to assigh th eperson step one( entry level).Is this correct?Sounds like absurd.Thank you.
Attorney At Law
Doctor of Law w/ highest honors
We are under a large federal contract (ARRA-Weatherization) We
We are under a large federal contract (ARRA-Weatherization)We have 36 regular employees in the company that we pay wages, benefits, etc.We have 26 temporary (Labor Finders) personnel that we are using on the federal contract but are paid through Labor Finders. We tell them their hours, jobs, where and when to be at the place of work.What are our respnsibilites in reference to Affirmative Action Plan and FMLA?
if my spouse is laid off, how much of the Cobra premium does
if my spouse is laid off, how much of the Cobra premium does the employer pay under the new Obamaesque rules?Also, my husband indicated that he would eventually be leaving the company he works for to join me after I relocated. No dates were ever talked about and he did help them hire. Now, they would like him to leave and they are considering it a resignation and do not want him to file unemployment. Is there a general thought on this?
Employer: + 2,500 workers
Age: I'm 61
Employer: + 2,500 workers
Age: I'm 61
Marital status: married
My husband and myself work at the same place. In May 2010, my mother in law was dying in Latin-America, my husband was approved for FMLA and bereavement, and I was told that I could go but it would be unpaid. So I bought the tickets, one day before my departure, my employer told me that my request to go was no longer approved, at that point I already bought the tickets and I had to go with my husband who needed my assistance. My son called my employer and let them know that I had to be with my husband because he suffers from panic attacks that would be aggravated by his mother's passing, and requested to have the FMLA paperwork sent to have it filled out. The HR representative said, I have panic attacks and I am here, !! They also told my son your mom already has FMLA for her own medical condition (heart), and if she decided to travel with her husband, she will not have a job when she comes back, so she might as well not come back.
Needles to say, I lost my job, my employer sent a letter saying that since I missed 3 consecutive days, and I was aware of the policy, so I had left my job. My unemployment benefits were declined, as well as my appeal because my employer stated that I voluntarily left my job. I feel my employer set me up to lose my job, and retaliate for me already having FMLA for my own condition (based on the comments made by HR).
During June through September I always called my insurance company to see about COBRA benefits, they always advised me that my insurance was paid until 10.31.10, after that date my employer would send me the COBRA information. In October I was informed my insurance did not pay for my prescription that's when I started to call again to my insurance, they could not figure it out what happened, after several days of research this is the information I was given: “you employer advised us that COBRA was not offered to me because I waived coverage in June 2010”
6 months after I lost my job (11.17.10) I received my COBRA benefits information. The premium is almost $500.00 per month, and if I qualified for the ARRA Premium reduction it would be like $150.00. My employer will say that my loss of employment was NOT involuntary which would make me disqualify for the premium reduction. Now If I want COBRA, I have to pay for the 6 months at the regular premium totaling almost $3,000.
If my former employer would have notified me on time of what COBRA costs would be, my husband would have added me to his insurance, but the enrollment period ended in November, so he can't add me now. I notified the Department of Labor, but I don't know what this will do.
My questions would be:
Do you see any opportunities for me to sue my employer? or any rules that were broken?
How can I get the COBRA premium reduction if my employer says that I voluntarily left? Even though I feel I was set up.
If the insurance enrollment period ended… is there some way that I can be added to my husband's insurance? Any exceptions that might help me?
I can't afford a premium of $500,00… I don't even have UI……. Please help
An employee who was terminated on May 28th, 2010 would qualify
An employee who was terminated on May 28th, 2010 would qualify for COBRA (understood) and they would also qualify for the ARRA subsidy (also understood). The question is, can that employee do contract work for anyone or for the former employer without negatively impacting their ARRA eligibility?
I need advice regarding the COBRA ARRA 65% subsidyView more employment law questions
I need advice regarding the COBRA ARRA 65% subsidy. I was constructively discharged. This I know is true, and I have documentation to prove this. Since I was "involuntarily" discharged, according to the IRS, I am eligible for and applied for the ARRA premium assistance- when I applied for COBRA (to begin 2/1). My previous employer approved it on 3/8, I have paid 2 reduced premiums since then. Today I received a notice (dated 4/19) saying it's been cancelled. My employer is trying to retroactively deny my eligibility for ARRA (back to 2/1)- & did not give a reason for the denial. They're basically saying, "we approved it by accident, we're going to deny her eligibility, but we aren't going to say why." They are trying to avoid paying the 65% portion of the premium upfront, even though they will get it back as a tax-credit at year-end. This has put my COBRA account in jeopardy, since my insurance is now only paid through Feb, instead of April (as I'd thought)- and I have 5 days to pay $935, or I will lose my COBRA insurance.
Question(s): Does my previous employer have legal grounds to do this? How can I be approved as an AEI by the employer, start paying reduced premiums, & then be retroactively denied by the employer?
Your advice is appreciated! Thank you!