We run a summer camp in California and hire summer only
We run a summer camp in California and hire summer only employees as part of camp.One of our summer only employees has filed for unemployment insurance. I have several questions:1) If the person had finished their contract through the entire summer, would they be eligible for unemployment even though it was a limited part time/seasonal contract?2) If this person requested to leave due to taking care of a sick pet and left 3 days prior to the end of their contract, does that constitute resignation making him ineligible for unemployment?3) If we have a clause in their contract that states "I agree that this position with Camp Ramah in Northern California is seasonal in nature, and I will not be eligible for unemployment compensation." Is this legal/enforceable in the state of California?
I have a question regarding whether an employer can ask for
I have a question regarding whether an employer can ask for you to give them last 2 years w-2 and past offer letters once you have been hired and working thereJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: WiJA: Is the employment agreement "at will," union, full time or part time?Customer: Full timeJA: Anything else you want the lawyer to know before I connect you?Customer: If the company doesn't have an HR person can anyone say they are HR if they are just married to one of the owners
Company continues to put me on CAP Plans, I am 55 yrs old,
Company continues to put me on CAP Plans, I am 55 yrs old, other ranked below me are not put on CAP Plans1) Plan started in July when I was ranked #4 of 12Ended the plan ranked #1 of 12My boss told me we would be starting another plan that I would not survive, I have a call on Monday with HR at 7 am to discuss new CAP Plan. Is this harassment or age discrimination? Or do I even have a complaint?
I would like to know how I can appeal an Administrative
I would like to know how I can appeal an Administrative Review Board (ARB) decision by suing the DOL in a district court.JA: Has a complaint been filed and served in this case?Customer: No. I don't know how to sue the DOL. I would like someone help me identify who in the DOL should be served, how to transfer the record, and how to go about the process.JA: Is the employment agreement "at will," union, full time or part time?Customer: It is related to an H-1B worked WorkerJA: Anything else you want the lawyer to know before I connect you?Customer: Basically, this case involves an ex-h-1b worker who demanded that part of his salary be transferred to his then fiance who also worked at the company, then went to the DOL and claimed that the company lowered his salary below his LCA level.
I am being sued for harassment. The EEOC dismissed the case
Hi, I am being sued for sexual harassment. The EEOC dismissed the case but now she is hired an attorney and filed a lawsuit in us district court. For 15-100 employees, the limit is $50000. Does this still apply? And how do you count the number of employees at a business, mine keeps on changing. I have an average of 12.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: KYJA: Is the employment agreement "at will," union, full time or part time?Customer: at will, 32 hrs a week, no longer works for me.JA: Anything else you want the lawyer to know before I connect you?Customer: No
State is WV. Wife messed up. After 25 years working for the
State is WV. Wife messed up. After 25 years working for the same state agency she got overwhelmed and forged a signature for some auditors. She was immediately escorted out of the building and given work to do at home.This was a week and a half ago. She received no written or verbal notice of firing. She has a meeting with HR this coming Wednesday. I read the employer policy and they can give her a warning letter, demote her or fire her, as what she did is considered gross misconduct. Policy also says they have to give her a written letter of intent to fire before they fire and so far this has no happened.My thoughts are whatever she does, don't quit. If she is fired she can get unemployment and she'll also get her annual leave that stored up as per policy, it's five weeks and that would be very helpful to our family.Any other suggestions? Not sure why she did it, at this point it doesn't matter, she got overwhelmed but the point is it's done and now we're just trying to respond in the most favorable way as our family moves forward. She makes more money than me and has our health insurance and we have three children.
There is a class of worker that are "Paid by the piece".
There is a class of worker that are "Paid by the piece". Some industries where piece rate pay jobs are common are agricultural work, cable installation, call centers, writing, editing, translation, truck driving, data entry, carpet cleaning, mail sorting, craftwork and manufacturing.How many people in the state of Kentucky receive their pay through piece rate?Just looking for a 'fairly' accurate number, no demographics.
I repeatedly notified my Direct Manager, who is the Plant
I repeatedly notified my Direct Manager, who is the Plant Quality Director as well as the HR Director of the industrial hydraulic plant I was employed with for almost 5 years of illegal refurbishment of defective product and resale to the same, or on some cases alternate customers as "new" product (this was being performed by the service department). On August 17th I found myself in a meeting with my Manager & the HR Director entitled "email from Heather Ragard". I had no idea what it was about. My Former Manager informed me that it was "a meeting intended to protect me" while we waited for the HR Director to arrive (he was 15 minutes late). When he arrived he had a written warning letter citing things such as "leaving the plant without authorization" (I had an approved / documented 1/2 day of vacation). Not submitting a report to Germany on time (I had an email from my Manager telling me he did not care about the report because he needed me to do something else). I honestly thought the meeting was to address my huge concerns over safety & reliability of the "refurbished sold as new" hydraulics. I have never had a verbal warning much less a "written" warning in my ENTIRE LIFE. I had a panic attack for 45 minutes which the 2 gentlemen watched. I gave my 2 weeks notice in an attempt to end the meeting because I couldn't breath & I thought i was having a heart attack.I had a follow up with my Primary Physican today (she has been treating me for stress & anxiety for over a year). I told her I was thinking about notifying the company ethics / legal department because to spite the fact that i have escaped the extreme anxiety, I'm still troubled deeply by the fact that something very wrong is going on & no one seems to care. My Physician said she agreed it was the right thing to do, but advised that I have an attorney of my own before moving forward (it is a very large company).Is this a valid point?