Join the 9 million people who found a smarter way to get Expert help
Recent employment law questions
So I have been employed with this place 3 mouths
So I have been employed with this place for about 3 mouths and I've been called names that I can't even begin to explain and I was outside one day when I was working and he was talking to a friend I guess and he was saying "ya I don't have to pay overtime" "all these F*** are broke as hell" so that's what I'm facing what would do I do I do not like when I get called names and be called broke and not getting overtime thank you for your time
Attorney At Law
Doctor of Law w/ highest honors
I have been with the company for almost 9 years. I received
I have been with the company for almost 9 years. I received a written warning for tardiness on 8/11, which stated that after 2 occurrences I would get a final warning. One day I was 2 minutes late, and talked to my manager about it, where she informed me that "It's fine it was raining and I'm only really watching 5 minutes or more". Since than I had one more tardy of 2 minutes and one tardy of 1 minute. I also had one tardy of 5 minutes coming back from lunch, which I know it was an occurrence. in the meantime I had a performance review (a good review overall) and under the "Time Management" section it stated that I had one occurance of 5 minutes. Please note that the review was after the other 2 minutes and 1 minute tardy, but they were not mentioned. On 9/23 I received a final warning that states all the occurances (2x2min, 1x1 minute, which impacted a customer and 1x5 minutes). I told my manager that this what I was told -- Anything 5 minutes or over-- however she denied the conversation happened. In addition, the 1 minute late, did not impact the customer because noone told me about the he/or she is waiting when I walked into the office and the customer never complained; I was also not aware that this customer had a meeting at 8 o'clock. Therefore, I told the management that I will not sign the final warning and attach the letter explaining my situation. Also, the final termination letter states that "ANY further performance issues will lead to termination" and that in 12 month period from the date of the notice I will not receive merit increase, bonus, or promotion. I'm in a very hostile situation since they can find anything, I'm scared to go back to work and under a lot of pressure and stress. My manager also hired a temp that is spying on the department, it appears that she likes her and wants to hire her, but needs to fire someone first. In addition, I was told by a co-worker that they told her that anything after 5 minutes is considered tardy. What should be my next steps? Are they discriminating against me (I'm from a different country)? What about the lies and inconsistencies? Can they put in such a state of anxiety that I'm scared to go back to work and possibly seek psychological advice? ( I have been home sick with a cold for the past few days). Should I quit or wait to get fired and if I am fired am I eligible for unemployment benefits? I never had any problems with the employer until she became my manager 2 months ago. (She let go of 3 people in her 1.5 years with the company.) I truly appreciate any advice you can give me and thank you in advance.
I worked for a large company in NJ for over 20 years. I received
I worked for a large company in NJ for over 20 years. I received excellent reviews consistently and was promoted to director in november,A Complaint was received from an employee in Belgium regarding the abundance of mobile devices that my someone who worked for me (Bob) had. The complaint led to an investigation by J&J Internal Audit of Bob's expenses and mine.Bob was promoted in 4Q 2013 from an M1 to an M2. Bob works in Europe. His VP, reports into the CIO, Fred.I was promoted in 4Q 2013 from an M2 to a Director. I worked in NA. My VP reports into the CIO , Fred.The results of the audit exposed that both Bob and I were in violation of using our corporate card for personal use. HR's recommendation was to terminate both of us.Policy: Corporate cards are issued based on intended business use by a qualified employee and approval by their supervisor, and must be used for all business expenses. Personal use of the card is strictly prohibited. Cards should not be issued to employees who will not be traveling or incurring any other business expenses.Failure to comply with this policy may result in disciplinary action*Response from WW Finance Director: “As for the action to take if an employee does inadvertently use their Corporate Card for personaluse, there is not a specific policy regarding management action. An employee needs to be reminded of the policy and any recurring violations addressed based on all the circumstances.”*Disciplinary Action is defined as:• Verbally reprimand the employee for poor performance• Provide a written verbal warning in the employee's file in an effort to improve employee performance • Provide an escalating number of days in which the employee is suspended from work• End the employment of an individual who refuses to improve• Both Bob and I offered to pay back the charges in question. • I offered to pay back the charges in question and advised by HR that the investigation was still underway. • I offered to pay back the charges in question for the last expense report he submitted from 2013 (he submitted it June 2014); HR provided him the amount and I paid back the $700 worth of charges.• I met with the CIO on June 9th and afterwards sent the CIO a letter of apology, taking ownership of situation, stating that he was wrong and want the opportunity to correct the situation.Outcome: HR, based on Internal Audits' findings, recommended termination of both Bob and myself• EMEA VP (reports into CIO) overruled decision for Bob.• Bob was issued a warning in his employee file and demoted from an M2 to M1.• My VP was originally empowered by the CIO to a make the decision regarding myself. The NA VP recommended that I was issued a warning and retain my employment. The CIO withdrew the VP's authority, asked to meet with me (June 9) and made the final decision to terminate me with cause on June 19th.
I asked you a question about possibly age or ethnicity discrimination.
I asked you a question about possibly age or ethnicity discrimination. You recommended that if the company does not give me a satisfactory reason for not hiring me I should go to the Civil rights Commission.If I persued this via the CR Commission what could be the possible outcome? Could I have a reason for suing them? If so can I sue for monetary damages?Again its hard for me to imagine that anyone could have better qualifications except an age issue.
almost 7 years ago every department head at the federal institution
almost 7 years ago every department head at the federal institution I work at was promoted from a gs 12 to a gs 13, except for me. Since that time I have tried to work with every warden to get that same promotion, each time with a "sorry". I have filed a grievance, but the bureau of prisons keeps putting it off. I feel that I was discriminated against because I am a Puerto Rican male who until recently was a member of the national guard. Any chance I might have recourse here?
I have federal ethnic discrimination suit against my former
I have federal ethnic discrimination suit against my former employer. I have an email from a former supervisor who says he was told by the executive that discharged me that he hates blacks and Jews. My question is can I use this email on court to bolster my case?
I am a year old non union member Case Manager Utilization
I am a 69 year old non union member Case Manager Utilization Review Nurse working at a P.G. county Maryland hospital. My Director has written a Disciplinary Action against me falsely accusing me of causing a delay in a patient's discharge resulting in an increased length of stay by not observing an order. She also charged a co-worker of mine who is in her 30's with this same charge of the same patient. There was never an order to discharge or transfer the patient to the sub acute facility, on a transfer summary was written which is not the same thing. We both feel she is trying to coerce us to quit and is trying to create a paper trail to fire us if we don't quit. The supervisor has never shown us the supposed “discharge order”. I would like to establish that her charge is false then sue her and the hospital for her distressing, abusive actions and quit. I don't feel safe continuing to work under her.
I have a misdemeanor from 22 Years ago. A college day mishap...resultView more employment law questions
I have a misdemeanor from 22 Years ago. A college day mishap...result was a Dwi. After Years of volunteer work in youth programs and teaching...with a new law (2009) fingerprinting is mandatory. A new teaching position has been offered to me, however, I am afraid that my past has now become a problem. Will this keep me from employment and future volunteer work?