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Recent employment law questions
The company has a written policy outlining steps action on
The company has a written policy outlining steps for disciplinary action on tardies . Verbal warning, then 1st written warning, 2nd3rd 4th and final before termination. I was written up as a final written with no other previous and next step termination.
I have a retail store in Texas. I have an employee that has
Hello Pearl. I have a retail store in Texas. I have an employee that has worked in our company for 2 years. She is paid on an hourly basis. she is considered full time and works overtime from time to time.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: TexasJA: Have you talked to a lawyer yet?Customer: Hello PearlJA: Anything else you think the lawyer should know?Customer: no not yetJA: 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.
My employer me off after I was given an ultimatum, texas,
my employer laid me off after I was given an ultimatumJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: texasJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: noJA: 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.
I was red 6 months ago in a Lead position, and have issues
I was hired 6 months ago in a Lead position, and have issues about my treatment. I was never supposed to succeed. I was set up to fail, and I had previously been employed by this restaurant for 6 years with a great record. I have now been demoted, and without any explanation.
I live in TN and my companies home office is in Ca. I got a
I live in TN and my companies home office is in Ca. I got a new manager and he decided I was too nice and not leadership material. There was no real communication or discussion about what I needed to do. So he decided I should go back to a field position. Which in all honesty I a fine with but I don't trust him. I have technical continued to do both jobs until they can officially post the position I am to move into. I think this is because I am taking the place of an employee who is on med leave after shoulder surgery. She was/is one of my direct reports. They plan to move her into a newly created position. I want to cover myself and not be told one day, well we don't need you. I have bee with Medtronic for 9 years. Thank you Christie.
Is there a case "hostile work environment" lawsuit if you
Is there a case for a "hostile work environment" lawsuit if you witness and receive daily meetings with your boss where he talks to you, and others, in a disrespectful, unprofessional and sometime humiliating manner? I am a 45 yr old white male who's profession is a manufacturing supervisor for the L3 communications corporation. I have recently been placed under extreme pressure for making unreasonable sales quotas to cover losses in other sectors of the company. My boss has me under a microscope micromanaging me and my direct reports on a daily basis. It has reached the point of being so unprofessional and unbearable that I went to HR yesterday to complain. During this time of duress I felt I had no option but to give notice of my resignation, because the stress was affecting my health (sleepless nights & anxiety attacks) and family home life. Immediately afterwards my boss hears that I gave notice, but not of impending HR investigation into the "hostile work place" investigation. He asks why I'm leaving and I tell him that I can no longer sit idly by while he talks to myself and others in a unprofessional, disrespectful manner and that the stress is affecting my health and mental well being. He tells me that he talks to everyone that way and that maybe I should step down as manager to a less stressful position. I feel that its unfair to punish me by demoting me when it is his actions that need to change. He is unaware that I have initiated an HR investigation, but when he does I'm sure it will be uncomfortable to continue working for him in any capacity.
I'm not sure if it an issue or not. In early 2014 I was
I'm not sure if it an issue or not. In early 2014 I was demoted a step down the career ladder. This came as a shock. I petitioned the demotion and was told it was staying as is. My manager & director agreed to review with me and advise the areas I was falling short. Meeting never happened. I got HR involved & still no resolution. This carried on into 2015.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I am in Delaware, but HQ is Florida. Mid February 2015 I was involved in a random physical assault (not related to work). I went through all my vacation and sick time and had an approved unpaid leave of absence. I ended up being separated in September 2015. Still no reason/resolution to my demotion and HR said could not discuss while on leave. It is still very upsetting & I don't know what to do.JA: Have you talked to a lawyer yet?Customer: I have not. I was just searching for information when you encountered me!JA: Anything else you think the lawyer should know?Customer: I was employed for nine years and two months at the time I was separated. I have been in recovery (physical, emotional, psychological) and am now working with Vocational Rehab and my therapist to re-enter the work force. I just can't seem to bring myself to a point where I'm not thinking of what was so egregious that I was demoted. The alternative would have been to keep me at the Senior Staff level and let me know I wasn't cutting it. I would have been reviewed again in a year instead of the usual review every two years. Hopefully this makes sense.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.
I have what may be a clear-cut case of my employer havingView more employment law questions
I have what may be a clear-cut case of my employer having taken gross advantage of my skills over several years, performing 2 jobs, but only being paid for one. Specifically, I work for the state of Georgia at a mental hospital. From 2012 to 2015, I was working as the Director/Research Coordinator of the Office of Research, and working as a Behavior Specialist, teacher, and counselor; but I was only ever paid for the latter...a significantly lesser paying position. The research job turned out to never have been actually created at the home office level, even though I was told it was legit, and received a formal letter from the Clinical Director affirming my appointment to the research position. In May of 2015, I was called in to a high-level meeting with HR, and my new superviors, and the clinical director, during which they informed me my research job was never properly authorized, and I was to be moved back to Behavior Specialist only, essentially amounting to a demotion. I was never compensated for my research job, even though I performed the duties of both positions at the same time. This sudden change of my position caused the canceling of a major study I was involved with, consisting of a team of IBM scientists, Cornell University, and the CIO and Assistant Deputy Commissioner of my state division... a project, that if successful, would have easily save the state millions of dollars per year, and saved lives.I recorded the entire length of the high-level meeting. During which, parties involved admitted their part, and therefore guilt. I did not inform them I recorded the meeting; but I know Georgia law allows for such recordings, as long as I was party to it.I want to file a lawsuit. I have given them ample time to resolve my concerns about this matter, and to fairly compensate me; but they have blown smoke screens, deferred to grievance policies that put my complaints in limbo, and have since May of last year tried to create an environment for me that has been so toxic as to force me to resign. I have evidence of this too.I need serious legal help, and I need it right away.