I'm a County Employee in CA overseeing a county psychiatric
I'm a County Employee in CA overseeing a county psychiatric hospital in a non Union, management position. I have been employed there for 2.5 years. Administration has come to me and said they are re-certifying the facility and that they need me to go on the facility as the Head of Service on the state certification and put my professional license (marriage and family therapist license) on the facility. They said there will be no additional compensation for this at this time. Under my job description, this is not cited as a requirement. Can you tell me as an employee in CA, am I required to put my license on their facility? I want to decline as I'm not comfortable having their facility under my license but I'm encountering some push back. Thank you for your assistance.
Counselor at Law
Our company is being acquired.. I was given an offer letter
our company is being acquired.. I was given an offer letter today with a deadline to sign today. Is there a time frame for me to go over the paperwork? can I ask for severance pay from the old company especially if the new company is paying less?
My job duties were changed from a project coordinator to a
My job duties were changed from a project coordinator to a Financial manager (I have a CPA) but neither pay nor my job description have been adjusted to reflect my new duties. Furthermore, my new duties require me to travel to an office 87 miles from my home, a year into these new duties I was told to relinquish the company vehicle I had always kept at the satellite office closest to my home because with my new duties I no longer qualified for a company vehicle? I believe I have been unfairly and illegally treated. Do I have any legal recourse?
I have an employee who is classified as exempt now for
I have an employee who is classified as exempt now for working in computer related profession. They do qualify for the exemption as their primary duties do include design, talking with end users, determining needs, etc... The new FLSA salary requirement, my employer is not wanting to increase salary though the job they meet the job requirement qualifier. They just want to change the classification to non-exempt. They indicate that the salary qualifier is the first and primary qualifier. If they fail on that count then the classification must be changed. My understanding is that the first qualifier should be the job description.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I feel I have been mis-classified as exempt rather than non
I feel I have been mis-classified as exempt rather than non exempt...as of now, I earn $41,000 annually which placed me above the current levels but if course below new regulations of Dec. 1st 2016...my title is assistant supervisor of maintenance...I basically am whatever the main supervisor determines I am...In an average day, I open and close maintenance work orders for maybe 2 hours a day, if that...I spend alot of time opening and closing doors, passing out tools and checking them in, unloading trucks with parts and material, backing up maintenance tech's...and so on....I have a specific job description and duties, almost none which I perform with any regularity...I cannot interview candidates for open positions, my discipline of subordinates has to go through the main supervisor before I can file it...and all communications and correspondence he requires being copied...I don't feel I am doing 15-20% exempt work daily if that...now I am working in weekend rotation with other maintenance techs, who take zero direction from me due to my boss undermining me...do you feel i have a legal claim to overtime and how is this best addressed?
I have a hearing impairment and was granted Reasonable
I have a hearing impairment and was granted Reasonable Accommodations at my job for 2.5 yrs. My job is working in administration as a RN Team Lead of Orthopedic Surgery at Duke Univ Health Systems. After a reduction of Staff in our Operating Room, it was decided that Team Leads would be doing "more" staffing. Since I was exempted due to my Reasonable Accommodations (in writing) I was asked to undergo an Audiology Exam and apply for the Accommodations I already had. That showed the obvious "life limiting hearing impairment" and instructed to "return to work, acceptable for limited employment in this position" (Supervisor to review ADA policy). Quote from the examining physician. After 2 months of me returning to work, I was told that they could not allow me to continue in my TL position and offered a stepdown job with a $15K/yr pay cut. I file a complaint/grievance with Duke and their conclusion was no discrimination. I received a Certificate as a Legal Nurse Consultant, studied ADA law and went to the Raleigh, NC office of the EEOC and filed a complaint. After meeting with me on 2 occasions, a fact finding conference was called and Duke showed up with 6 attys and 5 witnesses. Duke had established that staffing was a part of the job description and an "essential function" of the position as well as "direct patient care" for which there is no legal definition and is not part of the NC Board of Nursing Roles and Responsibilities of a RN. The EEOC issued me a Right to Sue letter and I'm working with an attorney. What I would like to know is can I appeal the Raleigh EEOC decision to another regional office for review. The fact finding session was filled with Medical jargon that was way over the Investigator's training to understand, and we desperately needed someone to assist in their review of all the findings so they could understand the case better and they would have jumped on Duke. You can't elevate a Marginal job responsibility to the level of Essential after two years of excellent reviews of the work done under established accommodations. Thanks for your advice.
I am a operating room nurse. 1.5-2 years ago I stared having
I am a operating room nurse. 1.5-2 years ago I stared having problems with right foot pain. A year ago I was diagnosed with plantar fasciitis. I have had injections, surgery and home PT. In the last month I had a second opinion. The new diagnosis is severe muscle swelling and nerve swelling. Doctor wants to put me in a walking boot for 4-6 weeks and formal PT. My employer will not let me work in a walking boot saying it is a liability risk bc I may hurt my self working in a walking boot (CAM boot). It may slip taking care of pt. My doctor also wants to add a shoe on non-affected foot so both legs will be on an equal surface. The employer also states increased infection risk bc of plastic nature of boot. Our area deals with large amounts of water from arthroscopic surgery. We do have shoe covers the would cover entire boot. Last, reason was that it does not have a closed toe; I feel that an occupational therapists could help cover toes. I would have NO restrictions, could complete my entire job description.Other departments in our hospital would/do allow this. My department will not let me. However, has let office workers work in braces.What rights do I have? Could this be a violation of the ADA?
The company I worked for was acquired by another company and
The company I worked for was acquired by another company and they are refusing to give me a job description or any indication of what the expectations for my job performance are. If they fire me for asking for this information would they still be able to block me from collecting unemployment? Similarly can they do the same thing if they find out I'm looking for a new job?