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Recent employment law questions

I have an employee that works on salary of 1000 per week and

I have an employee that works on salary of 1000 per week and works 40 hours. I would like him to work 53 hours and pay him 1200 per week. He will be getting a higher salary but making less per hour. Can he later demand that it should have been overtime pay since right now he is making 25 an hour? I.e. - is his status a salaries employee, or, if it's hourly, can i decrease his hourly rate?

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wallstreetfighter

Attorney

Doctoral Degree

 
18,022 satisfied customers
Hi. I am a subcontractor at a govt office in DC. I report to

Hi. I am a subcontractor at a govt office in DC. I report to senior staff and monitor IT processes and procedures as well as offer Executive Leadership Coaching. A govt Project Manager was found lacking in skill and cost the govt hundreds of thousands of dollars in spent revenue. He got mad. Filed an Employee Grievance listing 3 govt senior staff members and me. He then sent an email to all contracting staff including my contracting firm explaining his grievance. In it he listed all parties and accused us of "bullying management", intimidation and coercion along with unprofessional conduct.Do I have a case against this individual for libel and deformation of character?

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John

Attorney

Doctoral Degree

 
7,314 satisfied customers
Hi, I was employed with King County, I was fired because of

Hi, I was employed with King County, I was fired because of 2 reasons, I was told by a supervise to talk to my lead about a job that was not finished. Just before that happen the person I was working with cut a hydraulic hose that pop and spryer oil in the air and went up in a ball of fire chutching the man on fire, he got small burn to his face I put him out in seconds after it happened, I'm blamed for that, I have been working on hydraulic equipment for many year and I never cut or ask any one to cut a hose with a torch. I'm not his boss or lead. Safety is every body's resposablety not just mine. After the the fire a supervisor showed up and told me to tie in with my lead I told him that I didn't want to talk with him. I have had trouble with him for over 4 years I have been hurt 3 times from lack of help, I have talked with the supervisors about the trouble I'm have they never get back with me, I'm the only person doing my job, days that I'm not there he will send to people out, the day after I got sent home there are 2 people in the truck every day, I have over 20 employs that are willing to testify, I got hurt bad on a job that required 3 people to do it. I was hurt 6 months before that doing the same job, there is help but he is not willing to help. I have been fighting with LI for over 3 years on the injury, it's was harder to do my job, went to the big boss he said that no one else has complained about him that im the one with the problem not my lead, went bark a few weeks later to try again, 2 supervisors and a Heath and labors person said if I can't do the job then I need a release from a doctor to true, I was sent home for 3 months no income, this is just a part of a big problem if you feel very comfedent that I have a case please help. Michael

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Law Educator, Esq.

Attorney At Law

Doctoral Degree

 
104,184 satisfied customers
An employee was asked to help another employee file. When

An employee was asked to help another employee file. When they entered the persons office, they cussed inferred made accusations and was not happy about helping.

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37,522 satisfied customers
I am an exempt, salaried employee working in medical records

I am an exempt, salaried employee working in medical records for a hospital. My assistant (non-exempt, paid hourly) and I have been required to learn everything on our own to work on a new computer software program in a test environment. We have worked seven days a week since August 6, 2012. The hours we put in have been anywhere from 10-12 hours per day to test the software and give feedback to the interface technicians and programmers. Finally, on January 21, 2013, the new software program went live to production, and since that date, there have been major glitches that we have had to report to the programmers to be fixed. Since Go-Live, my assistant and I now have to work 14-18 hours a day. These hours are not self inflicted. We are expected to be available for phone conferences throughout the day, perform numerous testing and reporting that lasts late into the night. All of this is in addition to my regular duties as an office manager. The project manager for this new computer software did not realize the magnitude of this project. He did not realize the amount of work that was required. My assistant and I were told this project would be completed within two weeks last fall and that we would be going back to our regular work. "Everything will be so much better and faster." It is now seven months and my assistant and I are exhausted. We have little time to take care of our personal lives. Everything and everyone in our personal lives have had to be put on hold. We cannot delegate the work for this project because there are not enough hours in a day to bring someone new into the middle of this and get them trained. I keep a daily log of my hours and daily tasks, but I know I will not receive comp time when this whole project has been completed. In all the 15 years I have been employed at this hospital, I have been required to work 7 days a week. The budget has never been enough for me to hire a relief person so I can take some time off. Except for six one-week vacations in 15 years, I have had to cash in my vacation hours or else lose them once the amount exceeds 300 hours. When I had my gallbladder removed in 2006, my director came to visit me and asked how soon I could get back to work...I was back to work a week after I my operation . Is there any law to protect my assistant and me or do we chalk it all up to a shorter life expectancy--because this place has drained the life out of us.

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Dimitry K., Esq.

Attorney at Law

Doctoral Degree

 
46,548 satisfied customers
Locked by Customer Service

I have worked for the Arizona Department of Corrections as a CEPT(Correctional Education Program Teacher) for almost 6 years but was "dismissed for cause" on 2/20/13 on trumped up "allegations of misconduct" which included my bringing in my own personal mail onto the prison yard and showing movies to my inmate employees(2 clerks and 6 teacher aides) as a reward for good work throughout the year on the three days in the year called "non-scheduled school days by the Arizona Department of Education relating to the maximum number of days in the year that all schools can be in session. The mail and movies were labeled contraband although the department's manual on "standards of conduct and contraband" does not mention such items at all. Without a doubt, I have been dishonored and unfairly singled out for dismissal, not for infractions against policy, but for the personal animosity against me perpetrated by the Deputy Warden on the East Yard where I worked, a man that I could not get along with. On 2/22/13, I visited the EEOC office in downtown Phoenix and after consultation was awarded permission to sue the department as requested. Although I am not financially prepared for the legal costs up front that I have been receiving for consultation fees, usually $300, I have requested the retirement monies that I have built up to be sent to me in March and will be able to pay fees as necessary. Of course, I hope to find a good contingency lawer to help me knowing that he has a stake in this matter as well. I know I have a good case against ADOC and am able to present my case in earnest if afforded the chance to redeem myself. I tried very hard to keep my position over a period of almost three months waiting for an answer while being banned from my classroom and entry to the yard, and I even went to the ADOC office on Jefferson Street to appeal to the Director himself, XXXXX X. XXXXX, but all to no avail. Now I need experienced counsel to help me win this case that I will soon present, and I would greatly appreciate your legal assistance. XXXXX X. XXX

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Law Educator, Esq.

Attorney At Law

Doctoral Degree

 
104,184 satisfied customers
Currently employed in New Mexico as superintendent/operator

Currently employed in New Mexico as superintendent/operator some of our work is in New Mexico and some of our work is in Texas oilfield work or company is working 80 hours per week I have spoken to owner regarding compensation on overtime six months ago he said he would pay overtime plus my salary six months is gone by and still have not received it. Please let me know if I have any legal recourse.

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wallstreetfighter

Attorney

Doctoral Degree

 
18,022 satisfied customers
I just left me job, I was a salary employee, the recomanded

I just left me job, I was a salary employee, the recomanded hour to work a week is 55 hour a week. I work for this company for 5 years. Most of the time I work for this company I have work 70 hours a week. I am 60 years old and I am concern for my health.

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wallstreetfighter

Attorney

Doctoral Degree

 
18,022 satisfied customers
My company currently employs over 50 Directors of Psychological

My company currently employs over 50 Directors of Psychological Health Nationwide. I am trying to determine if these personnel would be considered "Exempt" from overtime pay or not. The original contract and offer letters provided to each employee depicted a requirement for 24/7 availability, and my company provided a high premium salary 20% above market averages to account for anticipated overtime. Each employee is treated as a salaried employee, being paid the same amount at a set interval regardless of the amount of hours worked. I want to determine the level of risk my company faces as it pertains to possible future lawsuits.

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Infolawyer

Attorney

Juris Doctor.

 
36,590 satisfied customers
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