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Recent employment law questions
I was paid a retention bonus (district of columbia) 30 days
I was paid a retention bonus (district of columbia) 30 days after employment. The offer letter detailed the bonus, and that it would have to be paid back pro-rated if I leave before 2 years. I am resigning < 90 days into employment. Can the employer deduct from my last pay check for the amount owed?
I work large bean processing plant in MN with home offices
I work for a large bean processing plant in MN with home offices in Nebraska. I drive a truck for the bean plant. About 2 years ago they took away what we called delay pay. This was pay for sitting in line and waiting your turn to load your truck, we can not leave our truck unattended. When our trucks would break down and we wait for them to be fixed we received repair pay, this was also taken away. I now sit in line to load my truck sometimes up to 4 hours at a time and can not leave my truck as I need to keep moving it forward with no pay but those hours go against my federal driving time. Can they legally take away pay that we once received? This has been very demoralizing to the other drivers and myself and it has also been a cut in pay. Any info would be greatly appreciated.Sincerely,***** *****sen
Tribal law, the chef quit or was fired. I agreed to but not
tribal law, the chef quit or was fired. I agreed to cook but not assume his duties. 9 months later i am doing his work. no raise. no personal time off. no benefits. working 40 + hours a week and still a part-time status. did not get a raise on my part-time status until after 200+ hours.
I am a engineering contractor large corporation and just
I am a engineering contractor for a large corporation and just started a new job. This employer wants to me not fill in my time card correctly. If I work 48 hours one week, they want me to fill out 40 hours, and then take a day off the next week and still fill out 40 hours.Is this legal?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am a salaried employee and is considered exempt qualified
I am a salaried employee and is considered exempt qualified for comp time according to the personnel manual and I am being denied by the executive director who has support from the president of the organization. They are in violation and have charged my vacation. They caused my work environment to be quite stressful. How do i proceed in filing a claim?
I'm a Texas employer in the Software consulting
I'm a Texas employer in the Software consulting industry. In our industry, 3 types of jobs are offered to consultants working 40 hours/week - full time with benefits, W2-contract and 1099. The W2 contract employment means consultants are hired for 40 hours/week for say 3 months, and paid an hourly compensation without benefits. The employer withholds all payroll taxes for them. This is preferred by consultants over 1099 as they do not have to do complex tax filings on their own. I'd like to confirm that the W2-contract arrangement is legal.
In Ohio, is it legal employer to require an hourly employee
In Ohio, is it legal for an employer to require an hourly employee to take home a "service phone" (on a rotational basis) and require customer inquiries be addressed by the employee while off the clock and without pay? If not, what law does this violate, and would the employee have any rights of the employer were to terminate their employment for refusal to comply and answer the calls without pay?
We are a refrigeration service company in sc and looking atView more employment law questions
We are a refrigeration service company in sc and looking at moving from the traditional overtime model for holy employees to a simple model that will help them during off season times . Simply if an employee works 50 hours this week, can we pay them at normal rate for 40 hours and put 10 hours at regular rate into a bank for them to draw on this bank to suplement hours during the winter.Can the be legally done