Join the 9 million people who found a smarter way to get Expert help
Recent Insubordination questions
If you worked in and area where there were many types of
If you worked in and area where there were many types of refrigerant gases such as R-22, R-134a and 410a along with welding gases and became sick, because of lack of good ventilation and you complain to your supervisor, but he would not do anything to try to fix the problem. Until you call out sick then almost a week later, they call you while out sick and said you are terminated.
I am an LPN working with a 5 provider medical office in
I am an LPN working with a 5 provider medical office in Connecticut for the past 16 years. Recently, management sent the 4 nurses in our office an email stating that they were going to "share" the nurses with another MD who is not with our practice, but in a solo practice about 5 miles away. They are telling us that when he needs a nurse because his is out sick or on vacation that we will have to go and work at his office until she returns. I was not asked and have never agreed to work at any office other than the one I am stationed at. In addition, his hours are longer than my normal workday--I work 8am to 5pm and his hours are 830am to 730pm and this presents a hardship for me as my husband works 3rd shift and leaves for work at 730pm. My question is this: Can I refuse to work at another office on the grounds that I was not asked and this has never been part of my job, and the hours are outside of my normal hours. Is this legal? I will leave this job and find another one if I am force to do this. Also, if I am not given a choice, could I leave on these grounds and collect unemployment while I search for another position.
In the field of Information Technology, is there any legal
In the field of Information Technology, is there any legal recourse for a company that has a single employee that willfully and blatantly refuses (and has acknowledged such) to document, project plans and projects, customer site visits, standard operating procedures, etc. in order to retain their position / employment? Is sounds like what I would call extortion, but I work for the IT side.
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 lastView more employment law questions
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.