I was "separated" from my employer ( told I was not
I was "separated" from my employer ( told I was not terminated) but all accounts closed, no longer on payroll, could file for unemployment. I had been issued RO ( no charges, no arrest) told I couldn't supervise because the RO restricted my ability be armed. I was waiting for hearing to modify order which complainant was agreeable with. Also told if I got things cleared up I could make appt with Human resources to discuss employment. I asked if I would just return to my position. They said not necessarily. Because another issue was brought to HRs attention. My license/ credentials had expired and this was not acceptable. But I had just been notified by Director of department that they had expired. I had filled out forms and I signed and director signed and he said he would send out ASAP. That was approx 11 days prior to being "separated". But now this issue was being used to get me out. Turned out the director had NOT sent out forms they were still sitting on his desk. He was waiting to see what the administration were going to do about me having been issued the RO.This same issue of license expiring had been something which happened often within the dept. I couldn't just fill out paperwork and send in for renewal my AGENCY was the one who had to sign and send in with payment.besides other supervisors had the same thing happen to them but HR was never notified , no adverse actions taken for the men, but used to validate reason to separate me from employment. Prior to this time the director had taken 1 male supervisor and 1 employee to get their license renewed. In less than 2 hours their license was renewed. Mine sitting on his desk.I had problems with some employees on my shift. Several times one male employee and 1 supervisor were segueing and name calling , yelling and in my face in the presence of other employees. I wrote up employee for insubordination and other charges and the director took no action. Behavior continued. My work environment had been and continued to be a hostile work environment. I complained to my supervisors and to human resources and the actions would subside for very short periods of time. This is to say they were silent. But still would not do what was required.What can I do. I'm no longer employed, I went to the State commission against discrimination and although I submitted many documents , emails and provided names and where information could be obtained to verify my statements the commission said there was Lack of Probable Cause. The appeal. Stated the same findings. I should have sort attorney to help. But I thought I had all the evidence needed. But The commission didn't interview anyone nor did they try to obtain the official records verifying my claim of other males had allowed their licenses to expire and the director did in fact bring males and got licenses renewed within 2 hours. The court modified the RO order and the employer had posted my position and said they had applicants and were interviewing. The modification by the court was not enough.It took from July 2013 until June 2016 just for the initial findings by the commission.Can I still go EEOC, what can I do where can I turn. I was discriminated against. I am in a protected class and still I lose help please
I had an appeal hearing for unemployment. The employer was
I had an appeal hearing for unemployment. The employer was not reacheable. The adjudicator gave the employer alloted time to respond and return the call. The employer or participating party is suppose to call 15 minutes if they do not receive a call for the hearing. After the hearing which was about an hour lateer the hearing officer called back and said that she was going to reschedule b/c she did not receive an email where the employer updated the contanct number? Is that acceptable considdering the fact that i also had to update my number and the hearing officer recieved my email
I work for a non-profit organization and am an Exempt
Hi,I work for a non-profit organization and am an Exempt Employee and I am interviewing for other positions outside of my organization. I need to provide employment verification on our agency's letterhead to my prospective employer; however, I do not want my organization to know I am looking because I know there will be negative / punitive consequences from upper management. I asked HR if they could provide a letter on their letterhead stating my start date and my current active status and was informed that they ONLY provided this information to the person, bank or whomever, and would not give a letter with this information. Is this legal? If it legal and I submit an employment verification to HR and they learn I am looking elsewhere, are they allowed to terminate my employment. I have worked in this agency for 3 1/2 years and have received excellent evaluations during the entire length of my employment.I recently learned that the HR policies had been changed and one of the changes states that a 30-day-notice must be given or you lose any vacation you have accumulated. Is this legal even if affects your future employment? It is difficult to take vacations because of the excessive work load and the fact that the requirements must be completed in the same month regardless of the vacation taken. This means that anyone who takes their vacation is working at least 15 - 16 hours per day and on weekends in order to meet the requirements. Therefore, many of the employees lose their vacations if they have to leave before 30 days and many individuals who were not allowed to take their vacations because their departments were short-staffed and they were denied approval for PTO and then lost their carryover vacation as outlined in HR Policies.I work in a very hostile and punitive organization and need to leave for my mental and physical health but I don't want to be terminated before I have another job.Thank you for your assistance.Ellen Satyshur, Licensed Certified Social Worker - Clinical (LCSW-C) and a Certified Case Manager (CCM)
Was asked to take a urine drug screen test prior to starting
was asked to take a urine drug screen test prior to starting my night time shift.My manager said HR instructed her to have be tested as soon as I arrive at the hospital, i HAD NOT worked the night before. HR told me they received a call from someone 1.3 weeks ago, saying I'm sleeping on my job, acting like I'm taking drugs etc. I did a urine drug screeen and it was clean. My manager put me on administrative leave pending the urine drug screen results. I lost wages. since I was signed up to work Thursday through Sunday this past week. Do I have any recourse. I would like to have my wages I could have earned, and the report thrown out of my file. They did not interview or question any of my night time charge nurses who work closely with me or my co-workers, they simply took a stranger's complaint, who obviously doesn't like me, when i FEEL they should have asked my immediate superviosor or co-workers who work with me on a regular basis. I'm always upbeat and have never slept on my job.
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.
I signed a non compete a little over a year ago for a
I signed a non compete a little over a year ago for a company that bought out the company I was working for at the time. They made me a kid offer at that time. Since then they have taking at the bonus program I was offered, demoted me and reduced my salary. I have recently been offered a job with a different company doing sales. Is the non compete still in affect since they have broke the offer that made me? I work in Wisconsin.JA: I think they do a wonderful job. All Experts must pass our rigorous 8 Step Expert Quality Process. This ensures that you get the most knowledgeable, trustworthy help anywhere on the Internet. You can learn more about it here: http://ww2.justanswer.com/expert-quality-process Because employment law varies from place to place, can you tell me what state this is in?Customer: WisconsinJA: Is the employment agreement "at will," union, full time or part time?Customer: Full timeJA: Anything else you want the lawyer to know before I connect you?Customer: I don't think so
The company I worked for recently shut down its Dallas area
The company I worked for recently shut down its Dallas area office resulting in the layoff of myself and eight others. We are all engineering professionals and all over fifty. We all received the same release agreement and severance package (i.e., one month's pay and one month's Cobra). The package was presented as a “take-it-or-leave-it” proposition. There are parts of the agreement that seem a bit onerous, so I'm looking for someone to review the agreement.
Workers comp questions: I was involved in a car accident
workers comp questions: I was involved in a car accident during working hours, going from client to client. my employers insurance comp, from where can they get records or information from? there was no police report. Thanks!
Recently I applied for a position and during the interview I
Hello, my name is***** applied for a position and during the interview I was told I would have to meet certain conditions, like a level two clearance. Not a problem for me. A couple days after the interview, I was called and offered the job. I accepted and I was told to come in for processing. During this "processing," I was given a extensive list of things to do. This list included (1) going to the police station for a local background check, (2) going to get a Live Scan fingerprinting, (3) filling out an affidavit, job application, providing a copy of my driver's license and social security card, (4) going on line to obtain a HIPAA certificate, and (5) filling out employment forms W-4, I9, emergency contact sheet and direct deposit form. The to-do-list also gave me 60 days to provide an overview of APD Waiver Provider Requirements certificate. I was told when they gave me the checklist, that I couldn't start work until my background clearance and Live Scan fingerprinting was completed. I spoke with my employer this morning was told I would not be paid for this extensive work activity because they could not hire me per the Agency for Disabled People's guidelines until after the background checks and HIPAA certificate was completed. I feel I should be compensated for this work. If I had not believed I was hired and indeed an employee, I would not have done this work nor accepted an position requiring this activity of me (without compensation). I'm confused. Who's right?