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.
Can employer 'retaliation' be based on me complaining to a
Can employer 'retaliation' be based on me complaining to a Board Member about being passed over for promotions(I was never specific about any of the protective characteristics) and the Board Member addressing my immediate supervisor to find out about my status, and my immediate supervisor removing me from the position 4 days after the board member spoke to her because I never addressed being discriminated again, just being passed over?Also, can employer 'retaliation' against me be based upon after I quoted statistics about a Board Meeting about the lack of Black male teachers in our school district, the next morning, a clerical worker told me that I did not have the support of the teachers union in the position that I applied for because a lady on the hiring committee was 'offended' by me quoting statistics from the Education Department about the lack of black male teachers in our Nation's schools, I was not given the promotion, and I never said I faced discrimination on my race, sex, gender, or any other 'protected' characteristic.
I worked zero tolerance company. They have had many
I worked for a zero tolerance company. They have had many employees come to work drunk and hungover many many times and nothing was ever done about it. I came up with THC in a random test and was fired. Would this be considered discrimination? Also I was a supervisor and had been on a 600.00 a week salary for 3 years up til my last paycheck then they only paid me for 12 hours of pay. Is that legal and do I have a case?