L am fighting with my employer who discontinued by
Hi. l am fighting with my employer who discontinued by reasonable accommodation against my Doctor order and my wish.I wrote the following statement to my employer but English is my second language. so can you correct the language and the grammar please. thanks.To - Vets home.From - TadThis accommodation will help me not to work 16 hours mandatory overtime which will help me to prevent or minimize the worsening of the sever health issue l am dealing with. This accommodation will help me to minimize or prevent another episode at work since the first one happened at work or minimize overworked related stress, to recuperate from stress and sickness easily. The accommodation will also help me to alleviate fear of having another episode or death due to overworked stress since even if l am not working 16 hours l still experience similar sign and symptoms occasionally during extreme stressful event for which l have to take as needed medication or see ER Doctor.It is not about refusal or insubordination to do the essential mandatory duties but it is about inability to do the job due to extreme health issue. It is appropriate or acceptable to expect the staff who has serious health issue to function the same as healthy staff. In unit 17 contract book, it says no state employee should be denied the reasonable accommodation.My question is that who is going to get accommodation if l am not the one should get accommodation? When am l going to get accommodation if l don't get it at this critical time? When l die?Even if l cannot work 16 hours a day, I am working 8 hours a day on my day off also when needed as a mandatory to compensate and l will continue doing that.Regarding the letter everybody received from Sacramento, it says “effective immediately all accommodation is discontinued.”This letter doesn't even give not only time frame for us to consult with our Doctor, immediate supervisor or the union representative but also instruction to screen out who really need the accommodation and who don't.l started working as a CNA here at the home 18 years ago and l used to work two jobs 16 hours a day without any problem. Now giving my age and the sever health issue l am dealing with, one job eight hours a day is more than enough for me to work without getting tired easily. In addition to this everybody work hard not just at work place but also at home. l have two little kids, an elder mother to take care of, beside taking care of my own health. I am dealing not only with the disease l have but also with the side effect of the medications l am taking. This is the least accommodation l can ask.Thank you for your understanding and help.
I am a C Corp. in WA State. Small business, technically I
I am a C Corp. in WA State. Small business, technically I have 4 full time employees including myself. I have an employee that appears to be on the path of wanting to be fired, in order to collect unemployment benefits. I need counsel on how to let this employee go (can prove that she is not doing the job she signed up for and sign an acknowledgement for) without having her collect those benefits. Have never had an unemployment claim filed and don't wish to start now since it's obviously an Insubordination situation. One other major piece to this, employee stated skills in the beginning which she obviously does not have. Have given her several "verbal" talking to's but nothing yet in writing as she did sign a detailed Job Duties Required to Perform acknowledgement form at hire (1 year ago), and at 90 day probationary review. Thanks. *I do have a company/employee manual that I can send over that states Corrective Action Procedures.
My employer terminated my employment but only after I
Hi! My employer terminated my employment but only after I declined to write an attitude and performance improvement plan. All of my performance reviews were great. Basically I got let go because I was late on inputting timesheets. I may add getting a live check for late time entry rather than direct depositing my check isn't a written policy in the employee handbook. Can I still receive unemployment insurance after declining to write the plan? I feel like there's a form of trickery involved here.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: New York StateJA: Is the employment agreement "at will," union, full time or part time?Customer: at will and full timeJA: Anything else you want the lawyer to know before I connect you?Customer: No except how much will this consultation cost?JA: I'm not sure of the exact price, but there's only a $5 deposit. The rest of the price information will be on the page I send you to.Customer: That's ok. I think I'll see if I can find a lawyer in my city to assist. Thank you for your time.
I was terminated for apparent insubordination, however I see
I was terminated for apparent insubordination, however I see it differently as my manager was out to get me fired from day one as I was making more salary than she was. She effectively overloaded me with enought work for three people. And the company refuses to pay me for my earned vacation time (5 days). No Im not receiving unemployment due to the alleged actions.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: Missouri, St LouisJA: Is the employment agreement "at will," union, full time or part time?Customer: At willJA: Anything else you want the lawyer to know before I connect you?Customer: This was full time ,, salaried position as an Auditor for three companies. My Manager has been with the company just over one year while Ive been with the company over 16 years.
I have problem employee who I ultimately notified my HR
I have problem employee who I ultimately notified my HR department that I wanted to terminate. She was hired approximately 6 months ago and within the first 3 months, we (she reports to a director who reports to me) had documented a number of issues related to insubordination and other behavioral issues so disruptive that it's impacting business and other co-workers. Because this employee is the daughter of one of our Board of Directors, I was asked to clear the termination request through the CFO (to whom I report) and our CEO. They have both said that due to concerns that her father is on the BOD, I need to "make it work".For the last 3 months, her manager and I have done this as best we can but she has continued to become progressively and blatantly disrespectful and insubordinate. She will only deal with the CFO at this stage..not her manager or me. At this stage, I feel any action on my her or manager's part to mitigate the impact of her behavior could be considered as "singling" her out and now I'm concerned that in the event she decides to sue the company, my or her manager's name would be at the forefront.We have 6 months of detailed documentation that more than warrants termination. Yet the CEO and CFO continue to say "make it work", something I cannot do without truly treating her much more differently than her peers. What should I do?
My employer sent an email to all employees stating that they
My employer sent an email to all employees stating that they agency is hosting a holiday lunch from '12 Noon to 2:30 p.m. and it is mandatory for all employees to attend except for those on vacation or sick Employees will be allowed to go home early after the event. My union steward is saying the agency cannot do that. That employees must have a lunch hour. Please advise.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I am in NevadaJA: Is the employment agreement "at will," union, full time or part time?Customer: The State is an at-will state and some employees are union and others are non-union.JA: Anything else you want the lawyer to know before I connect you?Customer: No.
I was just reprimanded for half truths and was asked to
I was just reprimanded for half truths and was asked to sign? I refused, what are my options.JA: Because laws vary from place to place, can you tell me what state this is in?Customer: PAJA: Is the employment agreement "at will," union, full time or part time?Customer: at will full timeJA: Anything else you want the lawyer to know before I connect you?Customer: No, it is to long.
I am a supervisor and an upset employee made a statement
I am a supervisor and an upset employee made a statement that my boss must be sleeping with her boss because he is blinded by something because there is no way he cannot see how bad she is. I told her that statement was not fair or correct and unacceptable. I left it at that because it was behind closed doors in anger. My co manager and I were talking about out frustration with our boss (behind closed doors) and I told her someone was so unhappy she had said that. Am I required to give the persons name if the statement has not been repeated? My coworker told the big boss what was insinuated but I do not want to give the persons name because it was not said in public and I verbally addressed it and I know the big boss is a man of character.