I was put on administrative leave today without pay, I
I was put on administrative leave today without pay, I wanted to know if I can still use my leave that I have because I still have bills and kids? Also can I be punished twice for something? I work for a contractor on a marine base, they did an investigation and it came back to just give me a letter of caution and move on.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I was at work today thinking that things were on and my supervisor that works with the contracting company states that the company (not the marine side) is starting their investigation. Is there a statue of limitation or something? the incident happened in May and my marine supervisors have made their decision. its in NC the contracting company is out of VAJA: Is the employment agreement "at will," union, full time or part time?Customer: full timeJA: Anything else you want the lawyer to know before I connect you?Customer: I have worked with the company for 8 years
Michigan-I gave and employee a raise from 10.75 to 11.15;
Michigan-I gave and employee a raise from 10.75 to 11.15; the bookkeeper made and error and increased to 15.00. I told her the next payroll to decrease to 11.50 to try and appease the employee and not charge the employee the almost 600.00 in back pay and now the employee is threatening to go to the labor board if I don't give her the raise and the difference on the last check?
I left my previous employer last month in August. I was
I left my previous employer last month in August. I was there less than 12 months and have to pay them back the relocation bonus by November 24th, per the offer letter.After leaving, they withheld two expense reports (approximately $2,300) from July and told me that they will not pay my expense reports - that they will deduct that amount from the relocation bonus I owe them.It is my understanding that they can't hold my compensation hostage, in that the terms of the repayment of relocation bonus has not bearing on my compensation. I don't want to confuse the two issues either. I read online that in some cases when a company does that, that it negates the terms of loan repayment, not sure though.
My employer has just sold his business,(he is a dentist), he
My employer has just sold his business,(he is a dentist), he tells us that this is to be a merger and that the buyer did not want our employer to tell us because the buyer wants to keep everything the same with all of us employees still working there, so that the patients won't leave. My boss is implying that we all still have jobs there but he doesn't know how we will be compensated, or what hours we will be working, etc. He, our boss, will still be working there for a few more months, he says. My Bosses wife and our business management company are all telling us employees that we need to sit down with our boss and get answers to some questions. He just keeps telling us he doesn't know whats going to happen. The escrow on the sale is supposed to close on August 19th and the new company takes over on that following monday. We, employees, are wondering what kind of questions we should be asking and what kind of rights do we have with this.
My son-in-law is a computer engineer who works from home,
My son-in-law is a computer engineer who works from home, and troubleshoots problemsthat his company's clients needs help solving when they call in to him.He is paid a salary by his employer and is definitely NOT in business for himself.Last year, his employer changed his status from an employee to an independent contractor.To me, that was solely in the interest (to save different costs that my son-in-law would now have to pay) of the employer and was NOT allowed by law (he lives and works in New York). Is this wrong on the part of the employer? Also, what taxes exactly would my son-in-law be obligated to pay that was being paid by the employer? Thank you.
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.