I have an employee Class A Driver whom has been employed for
I have an employee Class A Driver whom has been employed for 9 years, 65 years of age and has been having difficulties performing job duties and functions for the last two years. our company has always catered his work assignments to fit his abilities, however due to growth of company the ability to cater to his physical abilities is becoming difficult. he is going to be presented with a write up due to an infraction of hauling a load of Hazwaste that was not contained properly and then abandoned it in our company yard and left work stating he didn't have time to clean the truck leaving 5 personnel to finish his work. do we have grounds for termination? does he have any recourse against the company?
Can an employer write you up for a yelp review, Can,
Can an employer write you up for a yelp reviewJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CanJA: Is the employment agreement "at will," union, full time or part time?Customer: Fulltime no unionJA: Anything else you want the lawyer to know before I connect you?Customer: Our manager has been harassing me I been with the company for 7 years and every since this has had it out with me
Second opinion] - I got a job offer with Company A, which I
Second opinion] - I got a job offer with Company A, which I signed and returned to them. The offer was contingent upon my passing the subsequent background check. In that check, they found a discrepancy between the salary in my job application and the one in the W-2 forms I provided. While I explained to them that this was due to a mistake, rather than deliberate deception on my part, they have told me that they may rescind the offer, which they are technically within their rights to do. However, they told me it was not for sure and that they would be making a decision in the near future, without specifying a date.I understand that discrepancies between job applications and background documents are grounds for termination even after one has been hired. In the event that they still hire me, is there anything I can do to safeguard myself against the possibility that they decide to fire me a few months down the road claiming that they just found out? Should I request a written statement from them that they are deciding hiring me even though they were fully aware of this discrepancy as of the date of hire? I have no written record that the discussions regarding this discrepancy have taken place at all, all of it has been on the phone.
An employee who has missed work deadlines, has extreme
an employee who has missed work deadlines, has extreme tardiness and is underperforming has told other employees she will sue the company (unknown reason) that she will go see a dr to tel lhe her work stressed he out and get pills and has told others she will call our clients and basically lie to them about the company. What would be the correct and most important reason to fire her with?
Question: should an employer fire an employee for wrongful
hiJA: Hi. What seems to be the problem?Customer: question: should an employer fire an employee for wrongful act while he/she filing a work comp that might be a fraudulent claim?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: it is GAJA: Has anything been filed or reported?Customer: yes, it was reported. and the work comp informally tell me they are going to decline work comp and telling me i can fire the employee since I also submitted evidence related to wrongful actJA: Anything else you want the lawyer to know before I connect you?Customer: can detail about I was wrong the employee did:
I have been an RN for over 21 years and with this hospital
I have been an RN for over 21 years and with this hospital for over 14 years in a Director capacity. I have had an exemplary career with positive job performance evaluations and never any disciplinary action. I made a report to my immediate supervisor (chief nursing officer), as well as the Director of Human Resources (HRD), that the work environment had become hostile and that I feared retaliation if I reported any patient safety issues. Shortly thereafter, our CNO was forced to resign and the HRD contacted me at home and advised me that I should accept the job position I had been offered by another hospital because of information she had learned. Essentially, that members of the new asministrative team were looking for any reason to terminate my employment and replace me with an employee from a sister hospital because they could pay said employee significantly less than my salary and that they needed to find a position for said employee because the sister hospital was overstaffed. I had conversations with this new team about my future employment and was overly assured that I was a valuable asset that they had no intention of replacing.
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
An employee has been caught adjusting her time clock
An employee has been caught adjusting her time clock entries. She is a retail employee of mine in the state of MD. I have executed a Disciplinary action on that and the situation around the time clock adjustment. Employee admits to the wrong doing, says "it was only this one time" which I'm not sure about and doesn't "know why I did it. I panicked." I feel its inappropriate to give this Manager a pass - sets bad precedent for the team. She has acknowledged the wrongdoing and knows i "have to do what I need to for the company." I've been advised to execute a termination and severance document but cannot find a template that does not seem overly cumbersome. I have grounds for termination...however I could "soften" the termination with a week's severance "to be nice" but MD law does not appear to require it. Or give her the option of immediate termination or acceptance of her resignation.I need:- guidance on which option to execute- termination template and guidance on delivering (e.g. do I need to set aside a certain period of time - like 21 days for her to review and sign...then 7 days to change her mind after signing to put this behind me and or issue severance payment.)
A manager reporting to me shares private information
A manager reporting to me shares private information regarding employees I supervise and recently stated she records our telephone conversations. She then shares information others, causing controversy. She resides in Michigan, I in Wisconsin. I recently contacted HR when said employee/manager stated she records conversations and have my statements recorded and will share.