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Recent EEOC questions
I work as a "part time" team lead (I have no real authority)
I work as a "part time" team lead (I have no real authority) for a company that is contracted with a supermarket chain, my Supervisor called me into a meeting with an assistant store manager for this chain, during the meeting he proceeded to reprimand me in front of this Assistant store manager and show me problems with the team I lead, after providing me with photos of mistakes one of my team did he told me he had no choice but to give me a written warning ( my second one for a team member I have no authority over).Can he do this? What about workplace confidentiality, this supervisor has told me of other personal issues that I really don't feel I needed to know about, he has altered my work reporting tablet which also came up in this meeting and accused me of entering false information.There are what I feel other work place violations with this company but are too many to ask.
I need to know if I have any re-course against an employer I
I need to know if I have any re-course against an employer I interviewed with. I feel I was discriminated. I am a 60 year old Female.I submitted my resume, was contacted by the Co. Recruiter,had a phone interview with the Co. Recruiter, he said he was impressed, I met all the job requirements. He scheduled a face to face interview with one of the Dept. Managers.The interview went well, the manager told me that she would need to schedule another interview with her Manager, (The actual hiring Manager )as she would be the one to make the final decision. She would contact me within the week for a time.I was never granted an interview with the hiring manager, instead, I received a rejection letter, (I didn't have the work experience or knowledge for the position).I contacted the recruiter as I thought the letter was sent in error. I asked the recruiter for an explanation, as it was not a reason for rejection. He came back with another response (The Managers did not think you were a good fit, you would be more suited to work else where, vise versa.)Once again I contacted the Recruiter, I reminded him that I only met one Manager, not the Manager who makes the decision.I have trouble accepting the fact that I was pre-judged and dismissed without having the opportunity to meet the hiring manager as promised. They formed an opinion on my behalf, for the record, I personally thought I would fit in.Once again, I sent a final e-mail to the Recruiter requesting that he elaborate on why they thought I would not fit in , I needed to know so that I could prepare myself for future interviews.As of today, I have not received a response, the e-mail was sent 8/16/16Please advise. Thank You Ann **********************
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I was working in a place that was a very hostile
I was working in a place that was a very hostile environment, Cursed at remarks made that all white people are stupid, know one was known too be more stupid than white people, certain ones coming too work stoned and smelling of weed and alcohol. I addressed the manager with these issues several but nothing was or is being done about it. It got too a point where I couldn't take anymore so I quit 08-15-2016.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: No Sir,JA: Anything else you think the lawyer should know?Customer: It had gotten too a point this place was making me sick I was constantly throwing up, nerves got too a point I'm having trouble sleeping.
I am currently on LTD with my company, and have been for the
I am currently on LTD with my company, and have been for the past 6 months. I was recently in a casual text conversation with a coworker. He told me that my manager informed our team in a meeting that I would not be returning to work, and the company had not decided if they would fill my position or not.It's my understanding that the company cannot do this. They are not downsizing because they haven't decided if they are going to fill my position. They wouldn't be firing me because my performance ratings exceed expectations. No one from the company has formally informed me that I will not be returning. I am currently still disabled, and have not contacted my manager or anyone else from the company because I don't know how to handle the situation. No one from the company has formally contacted me to inform me that I will not have a position when I return. They have just informed my team. Do I have any recourse?
I WORK FOR AN OIL CHANGE SHOP THAT CONSIST OF ABOUT 15
I WORK FOR AN OIL CHANGE SHOP THAT CONSIST OF ABOUT 15 EMPLOYEES.RECENTLY THERE ARE THREE EMPLOYEES WHO TOOK PICTURES OF OWER CUSTOMRES AND CONTINUE TO SHOW THEM AND SAY IT LOOK LIKE ME BECAUSE IT SHOWS A MAN LOOSING HIS HAIR WHO IS AFRICAN AMERICAN. IN THE LAST 10DAYS THE COMPANY HIRED AN AFRICAN AMERICAN EMPLOYEE AND NOW THE JOKE IS THAT WE LOOK ALIKE .I CONFRONTED THIS ONE EMPLOYEE AND ASK HIM TO STOP AND HE STATED HE DIDNT CARE FOR THEM... THE REST OF THE EMPLOYEES FEED IN TO THIS AND ITS BECOME UNCOMFORTABLE AND STRESSFUL AT WORK. THE MANAGER IN CHARGE OVER HEARD THE ARGUMENT AND HAD HER HAND DIRTY AND SAID TO ME " LOOK IM STARTING TO LOOK LIKE YOU. I REALLY DONT WANT ANYONE TO GET FIRED BUT JUST FEEL IF I QUIT AND WALK AWAY NOT VERY PROUD OF MY DECISION AND A BEAT UP FEELINGI'N BEEN WITH THE COMPANY FOUR YEARS IN GOOD STANDING.
I have recently had a shift in reporting structure due to a
I have recently had a shift in reporting structure due to a merger. My new manager is making me "retrain" on an electronic learning management system that i have been working in since January when she was supposed to provide the instructions for making administrative changes. I am at the top of the payscale and a Senior in the role. I feel as though I am being singled out as No ONE else is being asked to do this. She is not offering to provide the instructions for this process.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MassJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: Due to the merger, many upper management have been offered "packages" and have left the company. I feel as though they are targeting top level pay to sort of push them out to replace with younger new folks. I am 60 years old and have been with the company for close to 9 years
My 34 year old daughter works for a Catholic school--has for
My 34 year old daughter works for a Catholic school--has for three years with outstanding job performance. She has an MA from Catholic University.The priest in charge of the school did not renew her contract and denied her a new position for which she was selected; citing a dioceses policy. When challenged, he admitted that there was no policy but that he was saying there was to protect her reputation because there were "rumors all over town" that she was having three affairs. The accusations are absurd and would be easy to disprove. One of the men he accused of having an affair with works at the school and was given a promotion as she was released. He has tried to do everything possible to try to show that the accusations were ridiculous.Then a conversation shown on a computer turned up as evidence. It is easy to show when, where, and who it came from. The evidence has been doctored, again easy to prove. In fact, the top, bottom, and sides were cut off; as was the date, time, and names. The priest said that it was turned into the school secretary anonymously. The secretary has no recollection of anyone ever turning anything to her.The priest has made unbelievable claims to my daughter about men have no control if a woman looses weight and that Catholic woman should never talk to a married man.We have filed with the EEOC. The Chairman of the School Board is encouraging parents to write letters in support of my daughter. The Superintendent, the Assistant Superintendent, and the Monsignor have urged the priest to mediate. The Bishop has been silent and the Pruest has dug in. Besides having no real evidence, the Priest did not follow any of the due process guidelines clearly spelled out in the personnel manual.The Priest tried to bully my daughter to sign a release statement. He would not even let her read it! Because she would not sign it, he withheld her last two months salary and of course kept her severance. The church lawyersnickered at us for doing all this for a very low paying position.The bullying and disgusting actions of this Priest have had a terrible effect on this young lady and her family. We do have legal counsel.Are we taking the right approach? Should we share the EEOC complaint with parents and the local newspaper? None of this makes any sense to us and we wonder if going public would force the issue.
I was fired recently and want to find out if I can sue.
I was fired recently and want to find out if I can sue. First of all I have a medical condition that causes short term memory loss and my medication I take it clouds my ability to think straight, My employer for 18yrs in June of this year wanted to suspend me, and the company manager brought up my health conditions and said I should get my health problems taken care of. I have been under treatment for 3yrs and my physician has been adjusting my medications. I was told to take the time off or be fired. I was given a day off to think about it. i texed the office manager back and see they wouuld have to fire me. Then I received a text from the manager we never wanted to fire me and I could come back and work elsewhere in my office and wouldn't be In charge of anything. In 18yr I had never been written up. The day I came back I was told I had to sign two incident reports or I couldn't come back. I signed because I needed employment. Then I was fired today for a possible hippa violation. I posted a picture of a patient's father and me on facebook. I said he was a great person and I have been taking care of his son since his birth. I've already been told that this was not a violation. Could I get some advice?
I'm 62 years old, I've worked the past 7+ years for a veryView more employment law questions
Hi there,I'm 62 years old, I've worked the past 7+ years for a very fast paced, high energy Medical company in Chelmsford, MA. I'm also a cancer survivor (Jan 2014 I was diagnosed) and since my illness (which is now in remission) I have found that I just don't have the energy I had prior to my illness. I have had my FMLA forms up to date from my oncologist from Jan. 2014 through present and it states that I can work up to a maximum of 8 hrs/day and that I may have reoccurring flareups and weakness.That said, what I have found is that my energy level has not bounced back to my pre-illness days and I find that I cannot keep up the pace at work like before.My management has given me a tremendous workload (like all of us there), but because I cannot keep up with the pace he has put me into a PIP (Performance Improvement Plan), where I have 90 days to be a better worker... mind you, I'm already doing the best that I can and obviously it's not good enough. So I received this "contract" that states I need to perform at a certain level, or after 90 days I could be terminated. I have not signed the PIP document, although it's expected I'll sign this Monday when I meet again with my manager. My question to you, what legal rights do I have regarding this? Once I sign the document, I'm bound to the contact and will I give them legal right to terminate me? Which I honestly believe this is their goal because then they can say that they gave me a chance (impossible as it may be to succeed in this program) and that I failed.Thoughts?