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Recent FMLA questions
My employees discovered that one of their co-workers is a
My employees discovered that one of their co-workers is a registered sex offender.We were not told that when said person started working for us. To be fair, we didn't think to ask.Now the employees say they are uncomfortable, and don't want to work with the offender.My issue is that on the one hand, seven employees are about to stage a coupe and refuse to work with this person; yet on the other hand, I do not want to discriminate against someone obviously.I think we should have been informed of their status by them upon hiring right? I also noticed that we are not listed on their registry page which was recently updated.What courses of action are legally available to me?
I am a Registeted Nurse & just resigned after 4 years
I am a Registeted Nurse & just resigned after 4 years working in a Assisted/ Independent facility. I have taken a job with a Home Care Agency that provides some care to residents that live on the Independent side of the Assisted Living facility. My new employer was told by my ex employer I m not permitted to work in the facility. I have left in good standing & previous assisted living employees are working with this home care company taking care of independent residents. I feel I'm being Singled Out because I resigned from the Director of Nursing Position. Basically I feel "retaliation " is being done. Can my ex employee do this to me? They have a " at will" policy '& I didn't sign any kind of agreement. I'm waiting for a explanation of why I'm being singled out. What can I do, to turn this around? Thank You, ***** *****JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: New JerseyJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: No
My sister will be at her current job 1 year in October. She
My sister will be at her current job 1 year in October. She was diagnosed with Colon cancer within the past 3 months and is undergoing Chemo. Her boss has always been abusive but his abuse has ramped up since her treatment started and is threatening termination, unjustifiably so.This is a horrible situation for her to be in. She has not used any time except what was accrued for her surgery and chemo treatments. She is petrified of being fired and will not be able to continue her cancer treatment if she is. Please help me to understand her rights and what she should do to protect herself. Thanks. She works in PA.
After my FMLA leave which ended on June 13, my employer
After my FMLA leave which ended on June 13, my employer terminated me on July 11 and offered me a severance of 1 year salary, 2 months health insurance (then COBRA). They claimed they could NOT provide the accommodations of normal business working hours in Milwaukee, WI (CST Time Zone) for the global roles I have in Switzerland (CET Time Zone). They said I needed to relocate to Switzerland to keep my job. Besides the Severance option of 1 year salary, they "offered" me a 2nd option. This option was to continue employment until August 19 and then terminate me with one year of salary. I had to complete a list of tasks that I did not see possible to deliver by Aug 19 hence I did not accept this option. In this option 2 they also stated I could work normal business hours in CST time zone. This is rather strange.... I have not yet filed an EEOC complaint as the one year salary seems fair. However the employer has requested me to pay back the salary for the period I was NOT allowed to work from June 13 to July 11. I did however conduct a meeting with my boss for 2 hours on June 10 and worked a full day on June 13 before the HR Manager in the US instructed me NOT to resume work post FMLA leave.What is the smart thing to do here?A) File EEOC complaint and sue the employer and claim a longer period of severance (other benefits) orB) Just sign the separation letter that I won't sue them in the future and walk away with one year salary and 2 months health insurance?I guess there is an option C too: which is to negotiate with the employer to NOT request me to pay back any June 13-July 11 salary and provide me and my family a continuation of health insurance until end of the year before COBRA kicks in.Your advice on what I should do here is greatly appreciated.THANK YOU
I have been told that I will not be considered promotion
I have been told that I will not be considered for a promotion because I have been absent from work too much even though the time was approved FMLA time and documented. They also claim that I have missed deadlines and not produced the work volume for the position but my reviews do no indicate this nor have I been approached/counseled or reprimanded about missing any work. In fact, I worked overtime, weekends and nights to make sure that my work is done timely.
I was recently let go from my job, my question is do I have
I was recently let go from my job , my question is do I have any recourse. I was told my department was being shut down and not to worry I will be moved to a new program . I did not receive Ny training and had only phone and email contact with my manager. I raised a lot of question about the work quality from our allied contractors and feel that could have played a part in my termination. When I was let go I was told the reason was because my program shut down, but it was my understanding that I was moved to another program.
I was told Friday that I was to be placed on involuntary
I was told Friday that I was to be placed on involuntary suspension beginning Monday July 18. I have not received anything in writing as to what/ why or length of time suspended. Have not spoke with HR. My clinic manager did state there were questions surrounding my board order. I am a nurse. I have a board order . I have worked for this company 18 mos and transferred from another clinic 45 days ago to take a charge nurse position at this clinic . I was actually replacing another nurse who had same board order as me. Not sure why it's a question now. My manager misstated herself initially telling HR there were times I was alone that response got me suspended however after she thought about it she was reminded that I'm always with 2 nd shift nurse or the CM is in the building. Bot***** *****ne I have not been alone and I have met all criteria of my board order. I have also been told from regional director that I will be paid during this time. I have not received any handbook or company policy on this. Shouldn't there be something in writing. What are my options
If you worked in and area where there were many types of
If you worked in and area where there were many types of refrigerant gases such as R-22, R-134a and 410a along with welding gases and became sick, because of lack of good ventilation and you complain to your supervisor, but he would not do anything to try to fix the problem. Until you call out sick then almost a week later, they call you while out sick and said you are terminated.
Can I fire my employee of trust duty activities below: IView more employment law questions
Can I fire my employee for loss of trust for off duty activities below:I have a small business in Maryland with less than 6 employees. My employee has recently befriended the employees of my competitor. This employee has also received a free gift from my competitor months ago (a cell phone case). I had just learned that yesterday. My employee stops to shop at my competitor on the way home. We sell the same products. This employee told us my competitor was opening another shop 2 days before my competitor announced another shop to the public. As of late, this employee was asking some specific questions related to my business income. My employee also stated "the manager of (my competitor) makes enough to buy a house. He just bought a house." then a day later my employee stated "my boyfriend and I are trying to buy a house". I believe my employee may be leaking information to my competitor and my competitor is poaching my employee