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Recent employment law questions
I am seriously considering filing an EEOC lawsuit, but I
I am seriously considering filing an EEOC lawsuit, but I have no experience with litigation, and I need guidance. I am also concerned that my heavily racially biased city, Savannah, GA., and its own EEOC office, may not treat me fairly, being that I am a White male.I have evidence of probable illegal racial discrimination. This evidence is largely circumstantial, but it spans a number of years, as well as very recent. The recent evidence has caused me significant harm to my career, and my health. There are silent non-African Americans working for my employer who unanimously agree that the organization is severely racially biased in favor of African Americans. Indeed, approximately 90%, by my estimation, of employees are Black, most of them female. 100% of HR consists of Black females. I have heard many stories of racial prejudice by HR, of how very qualified applicants are turned away and under-qualified applicants are consistently hired, the only other difference being the qualified applicants are non-African American, and the under-qualified are African American.Can I ask you if my situation seems to warrant an EEOC investigation? Do I need to inform my employer I intend to file such a lawsuit? Can I tell them that if they do not investigate my claims and do so fairly, that I will file such a lawsuit? What are my rights in this regard?Thank you.
I started a position in April with a nationwide company.I
I started a position in April with a nationwide company.I went through background and employment checks as warranted for my position. Last week I got a call from an investigator ( I'm not sure with HR or affiliated with company) asking me questions about my social media (facebook, google, etc) even as far back as last year when I wouldn't have had access to this company's equipment anyway as I was not an employee. At first I thought it stemmed from a woman who disagreed with my political views at a sales dinner and that she had prompted this. However, now I am not so sure. . I answered the investigators questions and she came back and agreed that my facebook info and my web searches were within reason. I thought this was over with. After a few more days, I get another email. She is now questioning my visit to some porn site of which I have no knowledge. When I told her that had to be a mistake, she insisted her "forensic team" advised this is definitely my computer. Again, I went back and denied this, most companies block access to any offensive websites anyway, wouldn't even had considered it. I advised that I had cooperated with her "investigation" whatever it is about but that I would not try to explain something I had no knowledge of. She advised we will talk later. I told her my job was in sales and that I had enough to do with contacting businesses and securing new business. That I am busy with my job and clients and that this distraction surely isn't warranted and that I would like to know what prompted it and when does it end. She advised she will call me, the call will be recorded but that the conversation is not to be recorded by me. What am I supposed to do with this. I have been doing this type of job for 21 years, I have never had this type of issue to deal with and quite frankly don't know what my rights are.
I'm a employer. I have a employee. who does want to work
I'm a employer. I have a employee. who does want to work right. Abuses and threatens me and the co workers. I'm afraid of getting sued from him for something I don't know what. Every time I tell him do something against his wish. He threatens me going to department of labor and complaint. What can I do. please help.
I have an employee that returned from medical leave last
I have an employee that returned from medical leave last week. This is her 2nd week back. She is one of my highest paid employee's and I am looking to terminate her or lay her off to trying to reduce overhead. I would replace her with someone else for about half the salary cost. Are there any problems with doing this.
I had a staff meeting this morning explaining to the
I had a staff meeting this morning explaining to the employees that they needed to tell me when they where leaving work and that they needed to clock out. Four hours later, I had two employees leave without notice and they did not clock out. They where also told that morning what their exta work responsibilities where and they left work with doing them. Since this is insubordination, can I fire them.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
My boss is sneak, a liar, and a manipulator. She
My boss is sneak, a liar, and a manipulator. She micromanages (has to be included on every mail) try to isolate team members, and severely restrict our access to other stakeholders, who can provide the necessary information I need to perform my job responsibly. I call this the divide and conquer theme. Recently I discovered that "the boss" had knowledge of and withheld information, that was vital to the performance of the project. 6-8 hours of additional and absolutely unnecessary work was performed in what I would characterize as under the title of: waste, fraud and abuse. I work for a defense based contractor. I am convinced that this withholding of pertinent information and limiting access to other stakeholder is designed to make me appear inefficient or incompetent and to have a demoralizing effect. Prior to this event and over a 9 month period in 2015, 4 white male employees with significant responsibilities and with 4-11 years on the job left the company. I have 27 years with the company aged 63, my boss 2 years coming from an unrelated industry. Our Director also with 2 years from an unrelated industry brought my boss in; to do what I believe was "house cleaning". I have filed a formal complaint for harassment and discrimination, but never really felt that HR would do anything but placate perhaps build a case against me (but this is pure speculation). I do believe they would love to see me screw up somehow so that they would have cause. I was seeking work under a different manager pending the outcome of the investigation, again HR complied but with some mixed messages. I haven't try to contact any of the 4 former employee so that it wouldn't appear I was to interfere a pending investigation. I seriously doubt the company attempted or made contact with any of the former employees, but at this juncture I feel I should. Can I refuse to follow instructions that are unethical, in violation of company policy and that can lead ultimately to unnecessary waste ?
I was suspended by my building manager and superintendent;View more employment law questions
I was suspended by my building manager and superintendent; starting that I show lack of respect and insubordination in a regular basis, when is not true? I file a complaint through my union delegatesJA: The Employment Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: I don't know how my tenants in the building where I work found out about my suspension and started pressuring the manager. The manager was furious saying that he could suspend me for 3 more days or even fire me?JA: Got it. The Employment Lawyer will know how to help you. Is there anything else the Employment Lawyer should be aware of?Customer: I'm really concerned to be single out and been target in my workplace by my manager?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.