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Recent At Will questions
I work retail and recently my store manager was let go by
I work retail and recently my store manager was let go by loss prevention. I am second in command and my district manager asked if I wanted the store manager position I said I would consider it and he put me in as "acting" store manager and sent me to store manager training out of state and verbally poised me the permanent position. When I got back he met with me and said that the senior VP of stores did not want to promote me but would not tell me why. I'm confused because my store was the top three in the company last year and I have a proven track record with this company so I feel I am being punished because of my previous manager's mistakes. Is this discrimination? It's my understanding they are still look for a store manager and they are waiting for me to complete my 90 days as acting store manager but I have a feeling they have already offered it to another, they are just waiting.
I am a front line supervisor. My manager keeps putting me in
I am a front line supervisor. My manager keeps putting me in corrective action because the union keeps filing unsubstantiated complaints about me. He has told me I am scary, mean, etc. He has several times made comments about my weight in meetings. He has also fired 3 other front line supervisors. He says I need more training, but never gives me training. He undermine me by telling me to talk to an employee about performance but then criticizes me for it when the employee complainsJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: OregonJA: Have you talked to a lawyer yet?Customer: Not yetJA: Anything else you think the lawyer should know?Customer: I told him I think he is retaliating against me and I won't meet with him without hr present
It is discrimination at TX to interrupt other's meeting and
It is discrimination at TX to interrupt other's meeting and did evaluation based on that in workplace? I lost job last October and I was fired but I did not received work from customer long time. They should give me layoff but instead they let me go after giving me warning that I am not good at communication. I heard that Texas is 'at will' state so they can do what they want, but it look really unfair.
I signed a Management Unit Grand Agreement in 2013. Within
I signed a Management Unit Grand Agreement in 2013. Within that agreement is a Non Compete that's extremely restrictive. A clause in the agreement states, "in the event that a Sale of the Company is consummated, the foregoing restriction in this Section shall continue for one year after the consummation of such Sale of the Company.The company went public in 2014. So my question is this? Is that considered the sale of the Company?
13 years ago I received a citation of alcohol underage 21. I
13 years ago I received a citation for possession of alcohol underage 21. I was 19 and chose to complete a MIP. This has never affected my being employed. I recently accepted an offer with public school system and will be subject to an FBI fingerprint/background check. I did not disclose this information because I did not think it would matter at the time. What should I do now? Will this show up? Thanks.
After my FMLA leave which ended on June 13, my employer
After my FMLA leave which ended on June 13, my employer terminated me on July 11 and offered me a severance of 1 year salary, 2 months health insurance (then COBRA). They claimed they could NOT provide the accommodations of normal business working hours in Milwaukee, WI (CST Time Zone) for the global roles I have in Switzerland (CET Time Zone). They said I needed to relocate to Switzerland to keep my job. Besides the Severance option of 1 year salary, they "offered" me a 2nd option. This option was to continue employment until August 19 and then terminate me with one year of salary. I had to complete a list of tasks that I did not see possible to deliver by Aug 19 hence I did not accept this option. In this option 2 they also stated I could work normal business hours in CST time zone. This is rather strange.... I have not yet filed an EEOC complaint as the one year salary seems fair. However the employer has requested me to pay back the salary for the period I was NOT allowed to work from June 13 to July 11. I did however conduct a meeting with my boss for 2 hours on June 10 and worked a full day on June 13 before the HR Manager in the US instructed me NOT to resume work post FMLA leave.What is the smart thing to do here?A) File EEOC complaint and sue the employer and claim a longer period of severance (other benefits) orB) Just sign the separation letter that I won't sue them in the future and walk away with one year salary and 2 months health insurance?I guess there is an option C too: which is to negotiate with the employer to NOT request me to pay back any June 13-July 11 salary and provide me and my family a continuation of health insurance until end of the year before COBRA kicks in.Your advice on what I should do here is greatly appreciated.THANK YOU
I have Back pain and my doctor decide to put me on
I have Back pain and my doctor decide to put me on restrictions. From working full time I went working to 15 hours a week for three weeks, and after three weeks I went back to full time again. After giving my employer a doctors note, I got two days after a letter that stating that's my insurance is going to be canceld in two weeks from the day I got a note and the reason was the temporarily change of hours.Was it legal for my employer to cancel my coverage?
If employee work location is in Texas but lives in IllinoisView more employment law questions
If employee work location is in Texas but lives in Illinois what state is work compJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: lpuidusnaJA: Have you talked to a lawyer yet?Customer: louisisnaJA: Anything else you think the lawyer should know?Customer: No