I have a employment attorney question regarding wrongful
I have a employment attorney question regarding wrongful termination, retaliation, and defamation of characterJA: Because laws vary from place to place, can you tell me what state you're in?Customer: I was let go and they said I wasn't a team player after 4.5 years of working with no warnings or ever being written up. A small group in my team formed a clique that takes walks with the boss and goes out to lunch and drinks for 1-2 hours some days while treating the others not in their little group as outcasts. I have taught and trained all other programmers that got hired after me and wrote documents that show step by step how to do our more difficult tasks. It was done to help us and any future programmers and sharing the knowledge. They are trying to get me to sign a severance agreement and release by Monday and offering 6 weeks pay if I waive my rights to any claim or action.JA: Has anything been filed or reported?Customer: Maryland and no I'm reaching out to find out what I can do if anything.JA: Anything else you want the lawyer to know before I connect you?Customer: I think that's it
I have worked as a Family Nurse Practitioner for 23 years at
I have worked as a Family Nurse Practitioner for 23 years at a Community Health Center. I officially "retired" at age 66 and immediately starting working PT there, accruing ETO and partial Holiday Pay.I have a Masters degree but I am not Board Certified.Last Thursday he HR Director called me and informed me that unless I am Board Certified I could not work as it my services could not be billed. We are a Federal health care center. I was scheduled for the following day and was told I could work that or not, I chose not to and did receive pay for that day although I have notcashed the check or signed their paperwork.Here's my question:When was the Clinic advised of this regulationWhy wasn't I told in advance so I could start studying or plan my budget correctlyWhy has the other PT NP still working there despite not having finished his Masters and not being Board Certified?I have worked an average of 40-60 hours amount consistently since I retired from FT.We receive notices from Credentialing Dept when our licenses are getting within 3 months of expiring ( I recently did) and they notified meWe have had many personnel changes in the HR dept and a new Credentialling personI was the oldest employee there. Almost 68.No other reason was given .Does this sound right?
I live in Phoenix, AZ. I was terminated this past Thursday
I live in Phoenix, AZ.I was terminated this past Thursday by my supervisor. His reasoning was 'differences in management philosophies'. I was written up once for not following his direction but never for anything else. All performance reviews were 'achieve expectations'.Do I have a right to go after compensation for wrongful termination? Clearly there is more to story but overall need to understand my options. When I say more the environment he was creating was very hostile and vendictive.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I'm a County Employee in CA overseeing a county psychiatric
I'm a County Employee in CA overseeing a county psychiatric hospital in a non Union, management position. I have been employed there for 2.5 years. Administration has come to me and said they are re-certifying the facility and that they need me to go on the facility as the Head of Service on the state certification and put my professional license (marriage and family therapist license) on the facility. They said there will be no additional compensation for this at this time. Under my job description, this is not cited as a requirement. Can you tell me as an employee in CA, am I required to put my license on their facility? I want to decline as I'm not comfortable having their facility under my license but I'm encountering some push back. Thank you for your assistance.
Counselor at Law
I filed with division of human rights against employer for
I filed with division of human rights against employer for racial discrimination. The Division determined that probable cause was found. The respondents (employer) is now requesting to the division of human rights to reopen of the proceeding, pursuant to Rule 20 of the Rules of Practice of the Division (9 N.Y.C.R.R 465.20 (b)), in order to vacate the probable cause. The respondents are asking the division to review the investigation of the case and change its determination. I have 15 days to send in a RESPONSE. I am opposed to the respondents request and want the original determination to sustain however, I don't have the legal background to put this in writing. I am not asking to dismiss the request because if that is filed then it is saying that I am withdrawing my allegations and case will be closed. I just want a template on what to say to indicate that I am opposed to their request and for their request to be denied and sustain the original determination which is probable cause. Can you assist with this?
If a lady is the only negro working in her department with
If a lady is the only negro working in her department with six other employees and she feels that she is being discriminated against because she a negro who has suffered a job related injury, and her doctor in writing told her to stop doing the task that heart her for the next 90-days, and her supervisor did not honor the doctors order that she gave to him, and her supervisor told her to keep doing that task that heart her, but at the same time a white female working in the same depart also was heart doing the same task that heart the negro female and the same supervisor told the white female to stop doing the same take that he told the negro female to keep doing in violation of her doctors order, what can the negro female do about this?
I was "separated" from my employer ( told I was not
I was "separated" from my employer ( told I was not terminated) but all accounts closed, no longer on payroll, could file for unemployment. I had been issued RO ( no charges, no arrest) told I couldn't supervise because the RO restricted my ability be armed. I was waiting for hearing to modify order which complainant was agreeable with. Also told if I got things cleared up I could make appt with Human resources to discuss employment. I asked if I would just return to my position. They said not necessarily. Because another issue was brought to HRs attention. My license/ credentials had expired and this was not acceptable. But I had just been notified by Director of department that they had expired. I had filled out forms and I signed and director signed and he said he would send out ASAP. That was approx 11 days prior to being "separated". But now this issue was being used to get me out. Turned out the director had NOT sent out forms they were still sitting on his desk. He was waiting to see what the administration were going to do about me having been issued the RO.This same issue of license expiring had been something which happened often within the dept. I couldn't just fill out paperwork and send in for renewal my AGENCY was the one who had to sign and send in with payment.besides other supervisors had the same thing happen to them but HR was never notified , no adverse actions taken for the men, but used to validate reason to separate me from employment. Prior to this time the director had taken 1 male supervisor and 1 employee to get their license renewed. In less than 2 hours their license was renewed. Mine sitting on his desk.I had problems with some employees on my shift. Several times one male employee and 1 supervisor were segueing and name calling , yelling and in my face in the presence of other employees. I wrote up employee for insubordination and other charges and the director took no action. Behavior continued. My work environment had been and continued to be a hostile work environment. I complained to my supervisors and to human resources and the actions would subside for very short periods of time. This is to say they were silent. But still would not do what was required.What can I do. I'm no longer employed, I went to the State commission against discrimination and although I submitted many documents , emails and provided names and where information could be obtained to verify my statements the commission said there was Lack of Probable Cause. The appeal. Stated the same findings. I should have sort attorney to help. But I thought I had all the evidence needed. But The commission didn't interview anyone nor did they try to obtain the official records verifying my claim of other males had allowed their licenses to expire and the director did in fact bring males and got licenses renewed within 2 hours. The court modified the RO order and the employer had posted my position and said they had applicants and were interviewing. The modification by the court was not enough.It took from July 2013 until June 2016 just for the initial findings by the commission.Can I still go EEOC, what can I do where can I turn. I was discriminated against. I am in a protected class and still I lose help please
It has come to my attention that pt employees at my current
It has come to my attention that pt employees at my current employer are making more than me. They got a substantial raise according to them. My raise is coming as a ft employee of 4+years but I am still within $1 of those I clean up after who started after me. Please advise. Any help would be appreciated before I reach out to hr.