I have a quick question. My wife is working for a company.
Hi there, I have a quick question. My wife is working for a company. She recently applied for an advancement. During the interview, they offered her 28.50. Apparently they needed to confirm that with HR. During the next 2 weeks, they hired someone for her position. Then, she found out that HR denied the offer, and offered her 25.50, which is lower than her current rate. To make matters worse, I held that same position and was hired 3.5 years ago at 27.50. Adjusted for inflation, that is around 28.50, what her supervisor offered.She has more qualifications than I had 3.5 years ago, and the only difference other than that is she is a female.So, now they are offering her less money than she makes for a more advanced position, they filled her job, and she is sick knowing that they paid a male more money 3.5 years ago with less qualifications.Is there a legal leg to stand on here if they don't:1. Give her old job back at the old rate.2. Give her 28.50, the amount she accepted the offer at, and a rate consistent with gender equal pay.
Can a employer cut pay in a certain section, although they
can a employer cut pay in a certain section, although they are doing the same or equal work as other employees. this was under the pretense that other sections were going to have a pay cut also. Its been 2 1/2 years and no other sections have taken a pay reduction. this company is massive and has factories all over the world and thousands of employees and this pay cut affected 39 employees, so it was not about the money.
My employer recently removed me and 11 others from our
My employer recently removed me and 11 others from our insurance wholesaling position and gave me a different job title doing the EXACT same thing in a bigger 2 state territory at 32% of my former pay/comp. At the same time they reassigned other wholesalers to smaller 1 state territories doing the EXACT same tasks and pay/comp them more. They called it a restructuring. Is this legal? And what do I do from here?
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?
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.
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?
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?