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Recent employment law questions
I work as a 2nd shift supervisor major medical company in
Hi, I work as a 2nd shift supervisor for a major medical company in Florida. Recently, I've been placed on a 90 day - Performance Improvement Plan for missing my project dates. The PIP new due dates for the projects are unrealistic and unachievable. Knowing the company is downsizing I feel it's a ploy. Plus, the projects I'm assigned doesn't fall under my job description but under a manufacturing engineer II. I'm 1 of 3 supervisors (2 on dayshift) and the only one that was not assigned a laptop to work from home. The other supervisors have two leads each. I have one that's been on maternity leave for close to 5 months. Working 2nd shift clearly has limited hours of resources. That, along with not having a laptop and assigned leads. Puts me at a disadvantage. Do I have a leg to stand on in regards ***** ***** my job?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I was terminated yesterday simply stated reason of not being
I was terminated yesterday for a simply stated reason of not being a good fit. I had only been employed there for 11 months. I was subjected to a meeting on Thursday when quite expectantly, my new supervisor gave out a proposed job description for all to review to all attendees. I quickly surmised that much of my job was in that new job description, as was the case for other key employees in the room. Questions and frustrations flew out immediately, I found myself humiliated in front of my coworkers who were very much thinking what I was, "What is going on here? Why is my job being rewritten into another position, NO ONE ever discussed this with me! Even worse was when I questioned some of the key tasks as they relate to my job, I am being told not just by my supervisor but by another Director who is suddenly becoming the spokesperson for this new position that they are not taking away our jobs, just proposing different ideas for this new position. Myself and others were clearly upset, frustrated to hear this other director tell us what was best for our jobs. This man has no authority over me, or my job! My supervisor just let him take the lead and argue with me about what my job entails in front of everyone! At no point did my supervisor ever follow up with me, discuss with me how my job would change or offer support. Instead, without warning or reason, he simply told me on Friday afternoon that this was my last day and he terminated me offering a 3 month severance package. I am 60 years old, getting another job will be difficult at best. The lack of professionalism and the creation of a hostile work environment was just wrong. I f I accept the severance, I can not file any adverse action or suit but I have no other means of support! I will lose my home and car!JA: We have our lovely Black Belt Customer Support team available to help you 24/7.Email***@******.***In the US or Canada 1-***-***-**** Available 6am to 9pm PSTIn the UK 0***-***-****In Australia 1800-679-634In New Zealand 0800-452-621From anywhere else 1-***-***-****Because employment law varies from place to place, can you tell me what state this is in?Customer: ArizonaJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: The HR Director has many workplace practices documented such as targeted negative treatment, discrimination in pay based upon gender and bullying in the workplace. She has worked tirelessly to advise change but to little or no avail.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 am a Senior Purcjasing Supervisor. The employees that work
Hi, I am a Senior Purcjasing Supervisor. The employees that work for me have three levels which are Buyer I, Buyer I I and Sr Buyers. Each title has a respectively different pay grade with an associated pay range. It became aware to me after looking at the job descriptions and noticing that my pay grade is the same as the pay grade of my Senior level Buyers. I felt this to be unfair but did not mention anything at first because I was happy to have the opportunity. In addition to this I was hired to replace a Purchasing Manager who's title is two pay grades above mine. People within the org noticed and started to make comments to me about why am I not a Manager and so on.. Long story short I engaged in the "water cooler" conversations and mentioned how when I looked at the job descriptions my pay grade was the same as my senior employees and mentioned my discontent. The word spread and I was called into my bosses office for a one on one where she told me how speaking about my pay grade and my discontent with it was unacceptable and if HR found out they would take it very serious. I took the feedback and have not discussed it since. Did I really do anything wrong discussing my pay grade (not salary just pay grade)?? I am still feeling unhappy because I did speak up to management about this discrepancy prior to this incident it nothing was done regarding my request to review the job description ad job grade. I am expexyed to be a leader but I am not given the appropriate title or pay grade. Now I am afraid to say anything because I fear losing g my job or some kind of retaliation that will link to thw past of me discussing pay grade with others (co-workers, other leaders, my employees, HR, My Mgmt).Please tell me if I was wrong legally or ethically, if I could be in trouble for this and if my feeling of my pay grade review request is unreasonable.? Any and all details you can provide are appreciated. I feel like I am being punished for speaking up about something unfair.
We are a federal contractor doing work on a military base in
We are a federal contractor doing work on a military base in Ca. One of our employees was working out on base and was using marijuana, he is claiming that he has a medical condition that allows it. My questions are the following:- can we ask to see his medical card to confirm its validity?- even if he does have a medical condition, but we have a zero tolerance policy - especially as a federal contractor - can we send him to be drug tested and then terminate if he tests positive?
I have few concerns with my employer at present. 1. i feel
Hello . i have few concerns with my employer at present. 1. i feel as thou i have was coded as salaried employee incorrectly in order to present me with a raise. I accepted it in order to get the raise but feel that i was taken advantage because i could no longer be paid o/t. #2. Although the position is a M-F admin position, we were told we would have to work Saturdays in order to support our sales agents on the phone with booking questions. We alternated the Saturday shift among 5 of us. When we worked a Saturday we would be allowed to take a day off in lieu during the work week. However when entering our time sheets we were told to always enter only a M-F work week. #3 Around 2005 our position were changed from Operations Coordinators to Yield Revenue Managers however, 80% of our functions were sent overseas and we were never given a job description entailing what this new job functions were and what was expected of us. That said we recently hired a new CEO who has started to restructure and once again my job title has changed as of 4/4 i have been move to Manager of Analytics .. i have no ideas what this is since again i have had no job description. PS there are NO HR managers or specilist since the owner fired them both. we have young temp girl in there now. also my company employs about 200 ppl
I am a salaried employee and is considered exempt qualified
I am a salaried employee and is considered exempt qualified for comp time according to the personnel manual and I am being denied by the executive director who has support from the president of the organization. They are in violation and have charged my vacation. They caused my work environment to be quite stressful. How do i proceed in filing a claim?
I have social anxiety, and have been struggling to deal with
I have social anxiety, and have been struggling to deal with a manager at our store. I recently filed a harassment complaint because he's repeatedly asked me to work as a cashier even after I talked to HR and the manager about my disorder. I contacted HR about receiving a reasonable accommodation which the granted, I also asked if my DRs Appt on in 20 days was ok and they said yes. Two days later I was again called in to the office and told I was going to become a cashier and that corporate had released a new directive about it and that I needed to sign it by the end of the day. I informed the manager that I had already talked to HR and they told me they would tell him, which he acted like he hadn't heard. I told him it was obviously a misunderstanding and I would contact HR on Monday, as my weekend was less than 20 minutes away. Before I could leave HR calls me to inform me that my Job description is indeed changing and that I either have to consent to the terms of being a cashier or fill out an FMLA form and after doing so I have 15 days to comply otherwise my employment is terminated. I told her that just two days ago she had told me that waiting the 20 days was fine, but now it wasn't. I have documented everything that has happened and I have more detail on the specifics of my issues as well.I don't know what to do.
I would like to get out of a non-compete agreement in
I would like to get out of a non-compete agreement in Colorado. The reason I want to get out is to advance my career and make more money. I signed an offer letter when I signed the non-compete and in the offer letter they stated my salary was 120,000 and since then they have dropped my salary 2 different time due to business going slow. My question is can I get out if they changed my salary from what I signed and the company signed on the offer letter.
I am currently employed as a Project Manager, salaried,View more employment law questions
I am currently employed as a Project Manager, salaried, exempt. When I started with the company in June 2013, we were a start up and everyone wore many hats. I became an integral part of a job monitoring fraud which included nights and weekends and holidays. We have since been bought out by a large billion dollar company with 23K employees and I was told that the duties of Fraud would be moved to a different division. That was a year ago and despite my request for a timeline for this transition, I am told that they can't do anything about it and that I have to remain doing this job in addition to what I was hired to do (Project Manage). This past Christmas I worked 17-hour days for nearly a month with no compensation either financially or in comp time. Despite it not being in my job description I was only given a "meets expectations" job review which was tied into my bonus. I am told that I don't have a choice, although others who are supposed to take this over are allowed to refuse to do it. Three years of not being able to take a holiday (I have had 6 holidays in 3 years - should have been 27 paid holidays) and I was not able to take an alternate holiday either. I am at the end of my rope and feel they are pushing me into a position where I need to hire a lawyer to represent me. I have had meetings, have requested a transitional time line, have expressed that I will no longer be able to fulfill this role after the end of the second quarter this year. That was denied. I feel like an indentured slave to this 24-hour a day fraud monitoring system. I took it on early and apparently was proficient and they just figured as long as someone is doing it, why change? I was given dates when the position would be taken over by others in this large corporation only to see those dates come and go with no change. I am at the point where I have anxiety attacks just thinking about having to continue reviewing orders for possible fraud. At the very least, I feel I am owed money or comp time for the ridiculous hours I was forced to work between Thanksgiving and Christmas (I had meeting months prior to the holidays telling my boss that we were not prepared and they did nothing - which meant I had to fill in all the gaps). The state of CA has only certain exemptions that allow employers to not pay overtime to salaried employees and I don't believe I fall into those exemptions (closest would be the Administrative exemption). I would like to get a consultation to discuss this..do you think I have a leg to stand on?