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Recent Grounds for Termination questions
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?
I would like to terminate an employee of the hair salon I manage
I would like to terminate an employee of the hair salon I manage in Virginia. She had been excessively late without appropriate notice as per employee handbook (which we make everyone sign a receipt of understanding), and missed multiple days over the past few months. She was given a written notice that it would not be acceptable for her to be late or not come in again without prior approval and/or for issues beyond control. Since then it has been one week and she has not shown up on time any of those dates (minimum 10 minutes late, maximum 25 minutes late), and today she asked for a ride, which i offered to give, then she said she couldn't come in at all because she wanted to go bail out a friend of hers from jail, then she was reminded that we really needed her to come in, at this point she said she could get to the salon at "noonish" to which i replied "OK." At 12:21pm she texted saying she was on her way from a place that would take her at least 30 minutes to get back from, making her arrival slated for 1pm instead of closer to noon as expected. Since she was late past the special dispensation granted today she has been told to stay home this week. Are we within grounds to terminate her, as she seems to have failed to live up to the requirements given>?JA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: no. this occurred today.JA: Is there anything else the Employment Lawyer should be aware of?Customer: she has been verbally warned multiple times and it has been noted in her employee file.JA: 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.
My supervisor accused me of putting an assistant store manager
My supervisor accused me of putting an assistant store manager on suspension leave via email, which is false.JA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: No, not yet I was doing research in what i can do before i get fired or released from my position.JA: Please tell me everything you can about this issue so the Employment Lawyer can help you best.Customer: An employee went all unprofessional via text because she could not get another worker to cover her shift. Now that she has been put on leave, i received an email from my supervisor that i put an employee on suspension which is false, now i am thinking at the meeting i will be released due to such false accusations.JA: OK. The Employment Lawyer will need to help you with this. Is there anything else important you think the Employment Lawyer should know?Customer: I do believe because of the EEOC case that was closed is the reason why all this trouble had started within the workplace, but then again i could be wrong?JA: 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.
I was discharged from a Walmart store twenty dollars
I was discharged from a Walmart store for stealing twenty dollars from register, which I did not do. They showed a video of me with the twenty approaching the register that now I can not even use my three years of exemplary services as an asset for my future employment I put the twenty into but the camera angle could not see, what happened. The evidence is inconclusive at . What can I do to clear my record
Attorney At Law
Doctor of Law w/ highest honors
I own a small business in Austin, TX. We're about to bringView more employment law questions
I own a small business in Austin, TX. We're about to bring on several new employees and are working on making some updates to our handbook. I should note that TX is at-will regarding dismissal.My question is: What can and cannot be required of an employee regarding an office pet/mascot.We recently adopted an office cat which boosted moral immensely. Our warehouse is on a very busy road where pets are often hit, so it is absolutely a requirement that every employee make sure they not let the cat out. If they do, I would want it to be grounds for termination. Primarily for the sake of putting it in the handbook to make it clear how serious it is. This isn't really an issue with him, but I want to cover our bases.Also, can we require an employee to tend to the animal if they're running the warehouse while we and the sales team are out of town on a trip (feeding/playing/cleaning litterbox)? Even an article outlining laws pertaining to office pets would be helpful if you know of a credible source.Luckily everyone that applies knows we have a cat and he'll pop in during the interview to say hello. I've avoided asking anything of employees strictly because I don't know the laws.Thanks for your help!Megan