Peal JA: The Employment Lawyer will need to help you with
Hi PealJA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: No not yetJA: Please tell me everything you can about this issue so the Employment Lawyer can help you best. Please give me a bit more information, so we can help you best.Customer: Hi I am Graduate Student and I have just received an Offer Letter for a Consultancy Firm. Before signing the acceptance letter I ran through a statement and want to make sure what are restrictions I will be looking atJA: OK. The Employment Lawyer will need to help you with this. Is there anything else the Employment Lawyer should be aware of?Customer: The statement is Therefore, during your employment and for a period of twelve months thereafter, you must not directly or indirectly: (1) solicit for employment or hire any employee of xyz or anyone who was an employee of xyz at any time during the preceding six (6) months; or (2) cause or encourage any other party to do so. For a period of twelve months after the termination of your employment with xyz, you must not, for your own account or for the account of any other person or entity, solicit, call on or provide competing services for any of xyz's customers or prospective customers if you have solicited, called on or performed services for that xyz customer or prospective customer during the twenty-four months preceding your termination from xyz.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 got recently terminated by my employer, and they have
Hi ,I got recently terminated by my employer, and they have asked me to sign the below letter(not obligatory).Please let me know if there is any issue in signing this letter.---------------------------------------------------------------------------------------------------PLEASE READ CAREFULLY AND CONSULT WITH AN ATTORNEY BEFORE SIGNING THIS SEPARATION AGREEMENT AND GENERAL RELEASE INCLUDES A RELEASE OF ANY AND ALL KNOWN AND UNKNOWN CLAIMS AGAINST ITCOMPANY1 IF YOU DO NOT UNDERSTAND THE DOCUMENT FULLY, DO NOT SIGN IT SEPARATION AGREEMENT AND GENERAL RELEASESEPARATION AGREEMENT and GENERAL RELEASE (the “Agreement”) made this 30th day of March 2016 by and between Employee1 and ITCompany1 Services, LLC and its related and/or affiliated companies (“ITCompany1” or the “Company”).WHEREAS, Employee has been employed by ITCompany1 since on or about September 30, 2015 andWHEREAS, Employee signed an Employment Agreement with ITCompany1 at the commencement of his employment on August 3, 2015; andWHEREAS, Employee and ITCompany1 have discussed Employee's separation from ITCompany1; andWHEREAS, Employee and ITCompany1 wish to resolve and fully and finally settle, compromise, and forever discharge any and all claims and issues that have been raised, or which could have been raised, or which Employee has now or may ever have had against ITCompany1 or which ITCompany1 has now or may ever have had against the Employee; andNOW, THEREFORE, IT IS STIPULATED AND AGREED AS FOLLOWS:1. Termination of Employment. Employee agrees that his employment with ITCompany1 will cease on March 30, 2016. The Employee agrees that he will cooperate fully with ITCompany1's efforts to transfer Employee's duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition.2. Return of Company Property. Employee agrees to return all Company property in Employee's possession or control to ITCompany1 including, but not limited to, any computer equipment, office keys, credit and telephone cards, blackberry, mobile phone, ID and access cards, and any and all original and duplicate copies of checklists, cheat sheets, training material, reports, company files, calendars, books, employee handbooks, records, notes, notebooks, correspondence, customer lists, manuals, customer lists, computer programs, computer disks, diskettes and any other magnetic and other media materials containing confidential or proprietary information concerning ITCompany1 by March 30, 2016.3. Consideration. In consideration for signing this Agreement, and in full satisfaction of all of the Company's obligations to Employee, the Company agrees that it will pay [sum amount] less applicable statutory deductions within 21 days of receipt of an executed copy of the Agreement from the Employee and the return of all Company property referred to in paragraph 2.4. No Bonus Payment. Employee will be ineligible to receive any bonus payment for calendar year 2016.5. Relocation Airline Costs. ITCompany1 will reimburse Employee on actual expenses incurred by him for one return airline ticket to India.6. Fair Benefit. Employee understands and agrees that the Payment referenced in Paragraph 3 above is more of a benefit than ITCompany1 is required to provide to Employee under any normal policy, plan, procedure or contract with ITCompany1.7. Non-Admission of Liability. This Agreement is not an admission of wrongdoing or liability of any kind by ITCompany1 or any of its former or current principals, officers, directors, representatives, agents, employees, and consultants, and any such wrongdoing and liability is expressly denied. This Agreement is entered into by the parties to avoid and to end all controversies between them.8. Continuing Obligations. Employee agrees to: (a) cooperate fully with ITCompany1 in its efforts to transfer such duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition, including the retention of a suitable successor; (b) respond to reasonable inquiries from ITCompany1' s representatives concerning Employee's projects, activities and matters under Employee's supervision while he was a ITCompany1 employee; and (c) respond to reasonable requests to cooperate with ITCompany1 and its representatives concerning any investigation, claim or lawsuit initiated by any person, organization or entity (including any government agency) against ITCompany1 and/or Employee including but not limited to assisting in the preparation of ITCompany1's defense, consulting with ITCompany1 counsel, attending and/or if knowledgeable, testifying truthfully at any administrative arbitration, judicial or other proceeding. In making requests pursuant to this Paragraph, ITCompany1 agrees, where practicable, to consider the personal and business commitments of the Employee.
Employment law. I work in a large company and after two years
Employment law. I work in a large company and after two years of working for them abroad, I was encouraged to relocate to USA with promises. After one year none of the promises were forth coming and I began to ask if we were still going to execute. A few months ago, I received a letter from my manager that I was promoted to a Manager role - this was a few weeks after I made it known that I had been offered a role by another team in the company that I found very attractive.My manager had verbal discussions with me informing me that I was on Manager Level 1 and discussed how we could progress my career towards Senior Manager. Since he sent me documentation stating that my new role was that of a Manager, I did not see any reason to doubt him. Two weeks ago, I discovered he had lied during the process of me trying to onboard contractors on my team. I was told by HR that they do not have me as a Manager with hiring rights. My manager had lied to me and I asked him for time off to deal with the situation as I was in such shock. He threatened me that there would be sonsequences if I took time off. But allowed me two days. For which I made up by working the Saturday and the Sunday.Because I querried the actions they have taken, he is trying to force me to respond to a decisplinary note and accept that I had done wrong while it was him all the while who had lied to me to prevent me going to another team. I am under constant pressure at work and he is threatening me and insisting that I must accept the statements in the documents or face a meeting with HR and the Senior Director.1. Do I have a right to ask for a representative to be present at such a meeting? They know I am in immigration visa and have threatened me despite that I spent $50,000.00 of my own money to pay for my relocation.2. My hands are constantly shaking now because of these constant requests demanding that I accept to something I did not do. What are my options, given that I am not American?3. Do they have the right to take advantage of my immigration status to threaten me because they are my official 'sponsor'?Thanks