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We are a relatively new plumbing company (two years) and I

We are a relatively new plumbing company (two years) and I have a master plumber who is salaried that is taking side, cash-paying plumbing jobs on the weekends. I view this as stealing from me. He is using my company vehicle and tools to do his side work. This was not addressed in his contract at his hiring nor did we have a handbook, therefore I feel quite helpless. We are currently working on an employee handbook. How do I address this issue?Thank you in advance,Tonya Crawford

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Infolawyer

Attorney

Juris Doctor.

37,638 satisfied customers
I have worked for the City of Wheeling since 1980 and they

I have worked for the City of Wheeling since 1980 and they recently terminated me for a first offense failed drug test...that I think is wrong I know I don't take that drugJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: west virginiaJA: Has anything been filed or reported?Customer: they have terminated me and I have like 5 days left to appeal itJA: Anything else you want the lawyer to know before I connect you?Customer: they have policy standards we go go by according to our handbook that they just didn't even go by

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Legalease

Attorney At Law

Doctor of Law w/ highest honors

15,042 satisfied customers
Rhode Island employment laws regarding paid time off

Hi, I was wondering what are the Rhode Island employment laws regarding paid time off and occurrences.The employment agreement is at will, and full time.

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RobertJDFL

Attorney

Juris Doctorate

12,398 satisfied customers
My company was bought out 5 days before my 7th year

My company was bought out 5 days before my 7th year anniversary. Everyone that had their anniversary by 7/31/16 was paid their unused vacation, I did not get any, I was fighting that I should had been paid up to 7/31/16 because i earned vacation from 8/5/15. Employee handbook states:"All employees who have completed 1 year of continuous service may receive vacation with pay. Vacation pay is based on your regular straight time rate of pay and the hours you normally scheduled to work on a work day(excluding overtime). Vacation is allotted on an annual basis in accordance with the following schedule: 1 year but less than 3 years - 2 weeks, 3 years or more - 3 weeks. Vacation must be taken within one year after being granted. Vacation accumulations which are not used may be carried over for 1 year with written authorization from your supervisor. Vacation accumulations which are not used withing the proper time period will be forfeited. Employee with more that one year of service will be paid for any unused vacation that may have, up to a maximum of 4 weeks, upon termination from employment or upon resignation. However, employees terminated for misconduct shall not be entitled to payment of unused vacation". I did not resign or got terminated. The reason they did not pay me is because vacations are granted at your anniversary but this employee handbook did not specify this. Am I entitled to a vacation pay-out?

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Alex Esquire

Managing Attorney

Doctoral Degree

22,112 satisfied customers
As per NC law is it ok to quit my job before 2 week notice?

I have given a 2 week notice to my employer in NC. I would like to go ahead and leave rather than continue as things are getting uncomfortable. I realize they would not have to pay for the remainder of the 2 weeks but I understand they would have to pay for my accrued vacation time. Is this correct under NC lawI have no contract, no non-compete. I understand that NC applies 'at will'. I am full time, no union.

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Loren

Juris Doctor

37,154 satisfied customers
Here is the situation as I know it. This entity is an

HI! So here is the situation as I know it. This entity is an not-for-profit located in Bucks County PA:1. in June an executive session was held where a grievance was expressed against the Exec. Director by 2 board members2. The grievance involves allegations from the staff which allege things such as age discrimination, bullying and other unprofessional conduct of the ED3. a committee was established to investigate these allegations which were to include interviews of the staff4. The rest of the board that is not part of the executive session just found out about the allegations as of this past Monday night 9/12(this technically would include Me but I already knew and I know some of the other board members in this meeting also knew some info about this situation)5. On monday 9/19, there is to be a report distributed to us at the board meeting and we are to vote on a course of actionOther facts:1. ED was told in July that she was being investigated and told that they could not give her the details. She was only told the things I mentioned above in #22. According to the staff handbook:If the grievance involves the Executive Director, the employee may file his or her written grievance directly with the President of the Board of Directors. The Board of Directors generally will not consider individual employment issues as appropriate matters for review, unless exceptional circumstances exist. The Board will determine the method it will use to resolve the grievance and will make every effort to do so in a timely manner.- the grievance was not submitted by any of the 2 or 3 employees involved. it was submitted by 2 board members, 1 of which I believe has an issue with the word 'No' and the fact that the ED told her no about something she wanted to do with one of the programs. she also explained why she was saying no even though this falls under a staff related issue and should not have involved the board member in the first place. This person also seems to have a sense of entitlement because she has money. so she has on multiple occasions interfered with staff or undermined the ED.3. The ED was subjected to 2 hours of questioning yet still not given specifics on what the situations were that she is being accused of. the only reason she said yes to the questioning is because she figured she could probably figure out what was going on based on the questions asked4. it has taken 3 months to investigate and for the committee investigating the grievance to come up with some corrective action that the board will need to vote on Monday (side note - this only involves maybe 2 -3 staff persons out of a staff of maybe 10-15 people). Mind you there is a report about the incident which the ED has not seen and therefore has not been given the opportunity to put her side in writing. yet as a board we are expected to vote on Monday as respects to corrective action.5. The ED has been in the non-profit sector for 20 years and has been with this non-profit for about 10 yrs. She has never had any complaints until now. At no point in time did the committee seek the advice of legal counsel. Lastly the ED is in 3 protective classes:- female- african american- over 40With just this limited information, what are your thoughts? To me, looks like a good EPLI claim waiting to happen. Thank you for your time.

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Asad Rahman

Attorney

J.D.

3,192 satisfied customers
I am a new NP and have been working for my current employer

Good evening,I am a new NP and have been working for my current employer for approximately three months. I am increasingly unhappy with my position and feel that I was misled by the physician I work for (patient volume, billing issues, practice location changed, etc...) I signed an offer letter alluding to a contract for a fixed term of employment. The offer letter also outlined my practice location (which was changed after I started to a different location further from my home which I was not aware of at the time), time off/vacation days, coverage under malpractice, resignation period, health insurance benefits and probationary period of 90 days. I also signed a non-compete (which I understand is valid) and the employee handbook.The formal contract of employment has yet to be given to me for review. Neither has the collaborative agreement that a physician and NP should/have on file. I do not even have proof that I am covered under his malpractice policy (although I have my own). There were issues with my health insurance coverage starting on time and I have not Not to mention that I was expected to work at an alternate location ten additional miles from my home instead of the primary office where I thought I was supposed to be (bait and switch?). I brought up these concerns to the practice manager and have not heard anything back.My question is, I would like to leave my position for another but without any repercussions. The offer letter alludes to three years of employment in a contract that I never signed because I was never given it. I signed the offer letter and a noncompete, which states I can't work in the same county as the practice for a year after I leave. This isn't a problem as I live several counties away. The employee handbook states I am an at will employee and they can let me go at any time, and I know I live in an at-will state. I just would like to know my rights regarding this situation in case the physician gives me a difficult time if I choose to leave.Sorry this is so longwinded. Let me know if I can clarify anything. I appreciate the help, thank you.

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John

Attorney

Doctoral Degree

7,562 satisfied customers
Coworker with malice/toxic/harassing behavior towards me,

Coworker with malice/toxic/harassing behavior towards me, she always makes sure there are no witnesses. Has hijacked my mail from interoffice mailboxes, Spit gummy candy all over my office door, when she thought I was not there! Now when she enters our mutual hallway in the morning (only her and I are building at time) she blurts the words COW< COW COW or FAT COW, and slams her office door. I work for local government agency in Colorado and they did an investigation, and based the fact that her supervisor had never written her up, they decided to keep her employed and give a her a chance to change her behavior. She since retaliates against me in every way she can without any evidence or witnesses. My health is declining form the work stress related to this situation which 12 months in the making. The HR Department admitted that I was working in a toxic work environment, but said they have to go through proper channels to terminate her. I am at my wits end and I am wondering if I have a case against them for knowingly putting me in this situation. There was already a file on this employee harassing other employees in the past but the supervisor never did anything about, the HR Department was aware of situation.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: ColoradoJA: Is the employment agreement "at will," union, full time or part time?Customer: Our Employee handbook states "at Will", no unionJA: Anything else you want the lawyer to know before I connect you?Customer: Cant think of anything, there is too much detail to add at this time.

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John

Attorney

Doctoral Degree

7,562 satisfied customers
My boss has written me up and a requirement is that I

My boss has written me up and a requirement is that I apologize to several people and submit a written report of the apologies...I'm afraid to put anything in writingJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaJA: Is the employment agreement "at will," union, full time or part time?Customer: I'm a contracted teacherJA: Anything else you want the lawyer to know before I connect you?Customer: Non union

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Legalease

Attorney At Law

Doctor of Law w/ highest honors

15,042 satisfied customers
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