How to approach an exit interview if company performance
how to approach an exit interview if company performance hindered work productivity to establish severance if leaving or terminated? when working as W2 paid hours are 40 work levels typically run 50-60 hours, is there recourse to negotiate severance. your suggestions on how to posture?
I am currently working for a publicly traded company where
I am currently working for a publicly traded company where the ability to get work done has been impacted by a variety of problems. If I was to depart or be fired for lack of performance due to these problems how would you suggest to posture for an exit interview to receive severance and a positive reference? This company does work for publicly traded utilities and other government agancies.
My employer notified me at 1pm yesterday that I am to have a
My employer notified me at 1pm yesterday that I am to have a meeting with my supervisor and the in house counsel. I asked my sup what meeting was regarding. She said "The topic of the meeting will be discussed at the meeting" I point blank asked if I was being fired. She said "No". I emailed the in house counsel and asked the same question as well as if I needed counsel. She replied the same "The topic will discussed at the meeting" and that per company protocol no outside counsel is allowed to be at an employee-employer meetingJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: Oklahoma CityJA: Is the employment agreement "at will," union, full time or part time?Customer: I am a pediatrician, "at will", at an FQHCJA: Anything else you want the lawyer to know before I connect you?Customer: full time. yes
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I really have 2 separate questions: #1 -Last October I was
I really have 2 separate questions:#1 -Last October I was asked to sign a non-solicitation agreement by my employer. I had been working there for previous years. I would not sign the document as is and crossed out some lines on it, initialed and signed. Everyone else that signed it as is, got a signed copy back and I did not. One of the employees was fired the same day.I left the company in June of this year and they still never gave me or copy or mentioned during my exit interview. Could I still be held to this agreement?#2 -I want to go to work for a company that offers similar services. One of the owners happens to be a former client (I did not know this originally). He has a 1yr non-solicitation agreement as well and says he cannot hire me. Could I still go to work for this company if brought in by another owner? Is there a way around this stipulation?
I was fired from my job that I had been at yrs due to
I was fired from my job that I had been at for 12 yrs due to Medical Insurance fraud. I was told that at my exit interview. I worked from Texas (the company is based in California) which is an employment "at will" state, but I was told I was fired for the insurance fraud. This came about because when I joined this company in 2004, I was engaged to a woman that had a daughter, we were together until 2016 but never got married. This company moved me to San Antonio in 2008. She had to quit her job, so I enrolled her in the company's medical insurance plan (Blue Cross/Shield) being told that I could because we were in a Domestic partner relationship. We had and used the insurance until 2016 when she left me. I got married to another lady with 2 children in April. I removed the lady and daughter from the previous relationship and enrolled my new wife and kids in May. The company's HR person called and asked for a Divorce Decree, then I explained that we were never married but lived together as husband and wife the whole time. We filed taxes jointly, she was on all of our bank accounts, and she wore a ring that I gave her when I asked her to marry me. On 15, June, I was told it was my last day and that I was released for Insurance fraud. I believe this is wrongful termination. Am I correct and do I have a case to pursue?
An employee gave notice he is resigning and would like to
An employee gave notice he is resigning and would like to leave the company July 1. The company wants him to leave sooner, ASAP.How should we terminate the relationship and document it appropriately? Should we do a Separation and Release Agreement (with severance) or is it not necessary and we can just tell him he needs to leave sooner? We are not that concerned about him suing for any reason down the road; we are just wondering how to end it sooner and make sure all the loops have been closed. Thanks.
Counselor at Law
When in staff meeting - owner and 3 employees (I was one of
when in staff meeting - owner and 3 employees (I was one of them) we were discussing hiring another employee and owner said in front of others - that a few of the last employees that left - said on their exit interviews I was hard to work with and intimidated them. I was up unitl Dec 2013 the office manager. as of Sep 2015 everyone reports to owner. My question - should she of said that in front od other employees ? should that of not been discussed with me - after to past employees left vs in staff meeting? I do not even want to go to work anymore - afraid I might say something to offend others. Please I need direction on this - I have always tried to help all co-workers - willing to work and learn.Thanks Cathy
TJ, I appreciate you patience very much. Just FYI, I work 3
TJ,I appreciate you patience very much. Just FYI, I work 3 jobs and it is hard to always check and respond to my emails. However, I would like to follow up with you with some new information I found about my problem. If you would like to help me then please connect with me again. Thank you for everything.
I recently quit my previous employment under good
I recently quit my previous employment under good circumstances and still work there on an "as needed" basis. My question has to do with my flex spending account. I made contributions throughout the year and I have approx $500 - $1,000 remaining in my account. When I first signed up for my flex spending my HR mentioned that it was a "use or lose" contribution. Immediately, after they made that comment they continue by saying to us employees that we should only contribute what we expect to use. When I confronted my HR about collecting my remaining amount of money they stated that my "termination" date has passed and I cannot use nor collect any money remaining amount. Further more, that money goes into a "forfeiture" account. HR could not explain anymore passed that and I find it very upsetting that I have lost potentially $1,000 without going through an exit interview to explain these conditions to me beforehand and before my time expired when I cannot use my Flex spending account. I need help to investigate this further as I have already contacted my corporate HR about this situation and cannot go any further as they explained the similar answer. Please Help because $1,000 is too much to lose.