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Recent Equal Pay questions

My current base salary is below my employer 2016 salary

My current base salary is below my employer 2016 salary payscale. Is there anything legally I can do if my employer refuse to adjust my base salary to reflect it's new salary gradescale for 2016.

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Law Educator, Esq.

Attorney At Law

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I started working 30 hours a week in November 2015, which at

I started working 30 hours a week in November 2015, which at my company is considered full-time employment. Although this should give me benefits, I still am not being granted paid time off or paid holidays, and 6 months have passed with no resolution. Is this against the law? Seems to me that this is not equal pay for equal work. No discrimination, but they just don't seem to want to pay for that. What can I do?

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I feel my manager is harassing me because I have FMLA. She

I feel my manager is harassing me because I have FMLA. She has already made statements to me that my FMLA is bogus and I should not have FMLA for Migraines and Panick Attacks. Recently she tried to get me to write a statement that I did not receive a phone call of which she told me she has proof I did. I told her I did not remember getting the phone call she is questioning me about but can not say for sure and that I was not comfortable writing a statement saying 100% I did not receive this phone call in question. I asked to have a HR rep. What are my rights.JA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: noJA: Please tell me everything you can about this issue so the Employment Lawyer can help you best. Is there anything else important you think the Employment Lawyer should know?Customer: My manager has been doing little things to get me in trouble like asking me why I did not tell her I switch a work day with another employee. When I told her because we were instructed to only tell the scheduling committee not her she backed off because I recited the meeting minutes. Pretty sure she was going to try to write me up. She has attempted to write me up 10 times in the 11 months she has been my boss since our blow out about my FMLA. She received an event report about an incident on Thursday. I am a nursing supervisor and respond to customer service issues, deaths and staffing issues. We had an icu patient expire and bereavement services took care of the death. I was called in the morning by the morgue manager asking if I called the funeral home. I replied no and that I did not take care of any deaths over night. The morgue manager stated yes but the person arrived to the morgue at 0100 and security called and told you or should have called and told me. I responded back saying I do not recall getting a call from security. I said I was really busy with other issues. The morgue manager said she was going to call security and ask who they called. I said maybe the called one of the Supervisor's from another building. I called those Supervisor's and one was still on shift and stated no they did not receive call (which sometimes happens that security confuses the buildings and call us about the other supervisor's building deaths). I asked what the data base stated and she said is says the funeral home was not contacted. I stated well I did not call them so I would have to say if the data base says no then no the funeral home was not contacted yet. She I guess called security and they said they did speak to me. So the morgue manager filled out an event report. So my manager wanted me to write a statement stating that I am saying I did not receive the call at all. I only stated originally that I did not remember them calling me. Thought this was a little extreme for me not breaking any protocols or policy and procedures?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.

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Ray

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I have been employed by at my company years . SVP level

I have been employed by at my company for 10 years . SVP level i recently found out that my male counterpart is paid significantly, ($35,000) more than me. Our daily responsibilities are the same, however the portfolio that i manage is 3x his, as well as the number of direct reports is double. Our corporate structure is an all male executive team.Recently they decided to add another level and chose my counterpart. I was never interviewed or knew this new position was being created. when i questioned my boss he said what tipped the scales was this gentlemen lending experience , the new position will have a very small credit component. Of course i received the rhetoric regarding my value , etc. I am done with women at the company being traated as second class and receiving less tax equal pay. I have proven track record and excellent evaluations .Do I have a case to pursue? and could i win?

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Patrick, Esq.

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Last week on wednesday and thursday we had CNA students. I

Last week on wednesday and thursday we had CNA students. I work in the same section and have the same residents every day because i've been requested by residents and also their family members. I've never had an issue with anyone. As of yesterday my DON has informed me that supposedly the students are making allegations at me for verbal abuse saying i told a resident "your hair looks like shit." These words have never come out of my mouth and i've never jokingly said anything about this residents appearance to them or anyone else. I've been suspended until investigation has gone through. This resident can only answer yes or no questions due to their condition. Their family member was contacted and they contacted me asking what happened or if I knew anything because they didnt even know who said what and who was being accused of allegation. Their family member even knows that I would never say anything to hurt the residents feelings or ever abuse them in any way. How do i protect myself? How is their investigation supposed to go underway? What happens if this charge goes through?

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Ray

Lawyer

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I am a Sr. Manager fortune 100 company and my boss is

I am a Sr. Manager for a fortune 100 company and my boss is requiring me to work/be at the office 8 hours per day while the people I supervise are allowed to work less than 8 hours per day and can remote from home. I live in Texas, is this legal? I have no performance issues at work and manager 9 Sr. accountants.JA: The Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: NoJA: Please tell me everything you can about this issue so the Lawyer can help you best. Is there anything else important you think the Lawyer should know?Customer: Yes also my boss has allowed other Sr. Mangers to work 9/80 and when I worked a 9/80 and got sick one day but had worked over 80 hours in less than 7 days (worked one day 11 Hours) I was called into office and told that I should not have taken the 10 day off. However, if I had worked the 10 hours my total hours for 2 weeks would have exceeded 95 hous. I offered to work the subsequent day the 9 hours due to the unplanned sick day and was not allowed to do so. Consequently, I have not dared to worked any further 9/80 while the other senior manager are being allowed to.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 Lawyer about your situation and then connect you two.

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Legalease

Attorney At Law

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I am trying to find information about filing an equal opportunity

I am trying to find information about filing an equal opportunity complaint against my employer, I am a registered nurse and I feel I have been discriminated against due to a medical condition, my union has given me very limited assistance and I wanted to know if I have any legal recourse

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Ray

Lawyer

Doctoral Degree

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I got recently terminated by my employer, and they have

Hi ,I got recently terminated by my employer, and they have asked me to sign the below letter(not obligatory).Please let me know if there is any issue in signing this letter.---------------------------------------------------------------------------------------------------PLEASE READ CAREFULLY AND CONSULT WITH AN ATTORNEY BEFORE SIGNING THIS SEPARATION AGREEMENT AND GENERAL RELEASE INCLUDES A RELEASE OF ANY AND ALL KNOWN AND UNKNOWN CLAIMS AGAINST ITCOMPANY1 IF YOU DO NOT UNDERSTAND THE DOCUMENT FULLY, DO NOT SIGN IT SEPARATION AGREEMENT AND GENERAL RELEASESEPARATION AGREEMENT and GENERAL RELEASE (the “Agreement”) made this 30th day of March 2016 by and between Employee1 and ITCompany1 Services, LLC and its related and/or affiliated companies (“ITCompany1” or the “Company”).WHEREAS, Employee has been employed by ITCompany1 since on or about September 30, 2015 andWHEREAS, Employee signed an Employment Agreement with ITCompany1 at the commencement of his employment on August 3, 2015; andWHEREAS, Employee and ITCompany1 have discussed Employee's separation from ITCompany1; andWHEREAS, Employee and ITCompany1 wish to resolve and fully and finally settle, compromise, and forever discharge any and all claims and issues that have been raised, or which could have been raised, or which Employee has now or may ever have had against ITCompany1 or which ITCompany1 has now or may ever have had against the Employee; andNOW, THEREFORE, IT IS STIPULATED AND AGREED AS FOLLOWS:1. Termination of Employment. Employee agrees that his employment with ITCompany1 will cease on March 30, 2016. The Employee agrees that he will cooperate fully with ITCompany1's efforts to transfer Employee's duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition.2. Return of Company Property. Employee agrees to return all Company property in Employee's possession or control to ITCompany1 including, but not limited to, any computer equipment, office keys, credit and telephone cards, blackberry, mobile phone, ID and access cards, and any and all original and duplicate copies of checklists, cheat sheets, training material, reports, company files, calendars, books, employee handbooks, records, notes, notebooks, correspondence, customer lists, manuals, customer lists, computer programs, computer disks, diskettes and any other magnetic and other media materials containing confidential or proprietary information concerning ITCompany1 by March 30, 2016.3. Consideration. In consideration for signing this Agreement, and in full satisfaction of all of the Company's obligations to Employee, the Company agrees that it will pay [sum amount] less applicable statutory deductions within 21 days of receipt of an executed copy of the Agreement from the Employee and the return of all Company property referred to in paragraph 2.4. No Bonus Payment. Employee will be ineligible to receive any bonus payment for calendar year 2016.5. Relocation Airline Costs. ITCompany1 will reimburse Employee on actual expenses incurred by him for one return airline ticket to India.6. Fair Benefit. Employee understands and agrees that the Payment referenced in Paragraph 3 above is more of a benefit than ITCompany1 is required to provide to Employee under any normal policy, plan, procedure or contract with ITCompany1.7. Non-Admission of Liability. This Agreement is not an admission of wrongdoing or liability of any kind by ITCompany1 or any of its former or current principals, officers, directors, representatives, agents, employees, and consultants, and any such wrongdoing and liability is expressly denied. This Agreement is entered into by the parties to avoid and to end all controversies between them.8. Continuing Obligations. Employee agrees to: (a) cooperate fully with ITCompany1 in its efforts to transfer such duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition, including the retention of a suitable successor; (b) respond to reasonable inquiries from ITCompany1' s representatives concerning Employee's projects, activities and matters under Employee's supervision while he was a ITCompany1 employee; and (c) respond to reasonable requests to cooperate with ITCompany1 and its representatives concerning any investigation, claim or lawsuit initiated by any person, organization or entity (including any government agency) against ITCompany1 and/or Employee including but not limited to assisting in the preparation of ITCompany1's defense, consulting with ITCompany1 counsel, attending and/or if knowledgeable, testifying truthfully at any administrative arbitration, judicial or other proceeding. In making requests pursuant to this Paragraph, ITCompany1 agrees, where practicable, to consider the personal and business commitments of the Employee.

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P. Simmons

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I was informed that my position was being discontinued and

I was informed that my position was being discontinued and could take a severance package or assume a lesser position that would allow me to still serve my clients. However just 2.5 weeks after starting the new position I was terminated and the justification (two parent complaints about not being helpful) was events that occurred while in the prior position not the new one. So it seems from timing that the process was to terminate me from the new position to avoid paying the severance package...or at least a lack of good faith in hiring me into the new position. Is there legal recourse since if they did not plan to keep me in the agency they could have be honest and not offered the lesser position but told me to take the severance package.

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Ray

Lawyer

Doctoral Degree

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