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I work in a county Public Health Department in California.

I work in a county Public Health Department in California. All three of the non-management nurses in our department are on FMLA. All of us work an alternative work schedule, working 9 hours a day and taking one day off every two weeks. The Alternate Work Schedule (AWS) has been approved for years. Our manager is trying to take away our AWS due to use being on FMLA. They state that the AWS does not support the program's operational needs and the Nurse's open FMLA cases add addition strain to the ability to complete the mandated work. They mention a drop in compliance from Quarter 1 and 2 and our ability to turn-around requests within 5 days.All three nurses have been on an AWS for many years. What has changed is that we had one nurse leave another one move up to management. We feel we are being discriminated against for having to take time off for FMLA by manag=ment wanting to take our AWS away. We feel we take less time off with our AWS since we can schedule appointments on our AWS days off.

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Dwayne B.

Juris Doctor

 
34,088 satisfied customers
I have a doctors note putting me off work, and I proceeded

I have a doctors note putting me off work, and I proceeded to ask for my short term benefits something for which I pay for and was denied the benefits. And subsequently terminated. Is there anything I can do

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Taylor

Attorney

Juris Doctor

 
156 satisfied customers
I work as a 2nd shift supervisor major medical company in

Hi, I work as a 2nd shift supervisor for a major medical company in Florida. Recently, I've been placed on a 90 day - Performance Improvement Plan for missing my project dates. The PIP new due dates for the projects are unrealistic and unachievable. Knowing the company is downsizing I feel it's a ploy. Plus, the projects I'm assigned doesn't fall under my job description but under a manufacturing engineer II. I'm 1 of 3 supervisors (2 on dayshift) and the only one that was not assigned a laptop to work from home. The other supervisors have two leads each. I have one that's been on maternity leave for close to 5 months. Working 2nd shift clearly has limited hours of resources. That, along with not having a laptop and assigned leads. Puts me at a disadvantage. Do I have a leg to stand on in regards ***** ***** my job?

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

 
17,468 satisfied customers
Can you terminate an employee discussing business with a

Can you terminate an employee for them discussing business with a Ex-Employee?

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Patrick, Esq.

Doctoral Degree

 
16,842 satisfied customers
Is a company obligated to pay pay increase that was verbally

is a company obligated to pay for a pay increase that was verbally stated instead of written on a document. promise was made due to promotion

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Patrick, Esq.

Doctoral Degree

 
16,842 satisfied customers
I recently left a very secure position as an Activity

I recently left a very secure position as an Activity Director to accept a position w/ Hoamco as their Activity Director. It came with 3 interviews 3 separate dates. 1 With the property mnger 2 With the Board of 5 Directors 3 the Executive Director. After all the interviews the ED asked me to take a personality skills test & a software test was also required but she opted to not give it to me. She said your already hired so you don't need to do the software test. After being there 1 wk the BODs made changes to the position & added more software to my responsibilities. The training for the initial software was set up to be via conference call with the former employee who had my position. I was told by the BOD that she still wanted the position. The calls for training were from her home with many interruptions. Dogs barking, contractors interrupting as she was having her home renovated. She had to call back twice. She informed the ED & BOD I wasn't grasping the training & I was fired.

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Patrick, Esq.

Doctoral Degree

 
16,842 satisfied customers
I have Chronic Fatigue Syndrome. I was on the FMLA the past

I have Chronic Fatigue Syndrome. I was on the FMLA the past year or two. Last January 2015 I had hip replacement surgery and missed 8 weeks of work. In July 2015 I had knee replacement surgery and missed 12 weeks of work. Those days missed, in addition to sick days, added up to more than the allotted number allowed under FMLA. (12 weeks). In January 2016, I was "invited" to a meeting with the HR manager and my boss. I was informed that HR didn't realize it, but all those days added up together went over my allotted days off under FMLA and I was no longer protected under the FMLA until September 2016. My question is this. Shouldn't the HR manager have made me aware of all this as it was happening, instead of after the fact? Not knowing all the complicated rules of FMLA, I feel that HR was lacks in their responsibility to inform me as time went on. I am eligible, after a doctor fills out the form again, for FMLA again in mid-September 2016. That put me in a difficult position, having an illness, and being unprotected from January 2016 until September 2016. Three weeks ago I asked if I would lose my job if I missed any work. I was told that as long as I give my boss a 'heads up' that I wasn't feeling well and may be staying home the next day, the day missed would be considered an excused absence and would not be counted against me. With that in mind and feeling safe under those guidelines, I stayed home 2 or 3 days when I was ill, having let my boss know in advance that I wasn't feeling well and would probably stay home the next day. Now we're up to present day... Last Thursday, June 16, I was called in to another meeting with my boss and HR. I was told that I'm missing too much work. I was told that "a senior leader had been asking about why I was missing so much work" so they had to revisit the issue. I am wondering if there is any protection to keep me from losing my job if I become ill, considering how all over the board HR has been in this situation. I would appreciate your advice. Thank you.

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Law Educator, Esq.

Attorney At Law

Doctoral Degree

 
104,364 satisfied customers
I'm a nurse and have worked part time (two twelve hour

I'm a nurse and have worked part time (two twelve hour shifts per week) at a long-term care facility for the last 5+ years. My husband had a stroke on March 7, 2016, at which time I asked for an undetermined amount of time off to care for him. In communicating with the Director of Nursing (DON), I was told to take as much time off as I felt was needed. My husband died on March 29, 2016 and again I was told by the DON to take as much off as I felt I needed.When I called the DON approximately one month later to tell her that I would be ready to return to work in about two weeks or so, she said OK and to give her a call when I knew exactly what day. Approximately two weeks later, I again talked to the DON and told her that I wanted to be put on the next schedule. She said that she would tell the scheduler and I would hear from that person when she was working on the next schedule. Three weeks went by and I called and talked to the scheduler. She said she would do what she can. When I didn't hear from her for a week, I called to talk to her and was told that she was busy and couldn't be found. I was talking to the PR person who said that I am not on the schedule and that's all she knows.Last Monday I went to the facility to visit a resident and was approached by the new DON. He apologized for the way my situation had been handled and told me that I no longer have a job at that facility. I was being let go because they didn't need me anymore and that I was re-hireable, so if I wanted to apply for another position there would be no problem with being interviewed.In reading the employee handbook, I see that I am entitled to bereavement pay, which has not been paid or offered to me as of this time. There are several other issues that might need to be addressed, also.I would like to know if I have any recourse in this situation. I don't want my job back, but would like some compensation for the way I have been treated (ignored). I had planned on retiring in the next two years from that facility.More than anything else, I am saddened, upset and distraught with the disrespect and lack of compassion for me while I'm grieving the loss of my husband.Please advise!

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

 
17,468 satisfied customers
I'm going through mental distress, Connecticut, No, I guess

I'm going through mental distressJA: Because laws vary from state to state, could you tell me what state is this in?Customer: ConnecticutJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: I guess the normal job stress is becoming employer harassment and it is affecting me psychologically and physicallyJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: ConnecticutJA: 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.

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

 
17,468 satisfied customers
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