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Can a company terminate you for breaking a law that you were

can a company terminate you for breaking a law that you were not aware of nor did they make any laws that you should be aware of known. As of today, I had been working for a Home Health agency. I told them when I was hired that I had not done home health in over 7 years and was not even in this state of AZ. Last week on a Tuesday I had a patient's spouse ask me to dispose of his deceased sons medications. Before leaving his wife my patient gave me 2 bottles to add to the bag. I took them to the Sheriff's department where they have a disposal center. This patient was recently released from the hospital for accidental overdose, she had been taking mediation's that she was no longer prescribed and some of her sons. There was no issues, I even went again to see this patient with no incident. Then the patient called our company and my boss and stated I took her medications without permission and that is also what she told her PCP. It was this past Friday that I was even informed that her husband whom gave me the medications has Alheimer's. So of course now he doesn't remember giving me the medications. Now her PCP is going to report my license to the board of AZ and today is when I found out about the law that has been passed in 2013 along with being terminated for breaking such law. Shouldn't the company be held accountable as well since they knew of the law and did not inform me of laws i should know about working as a home health nurse?

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John

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I recently left my position as an Office Manager at an

I recently left my position as an Office Manager at an Independent Insurance Agency and worked there for 10 years. The agency owner and I were business associates as well as close friends during most of that time. Due to personal issues, of which there are many, I left the agency, not on good terms, in September, 2016. There are tons of issues involved here but to start, I believe my former employer is now manipulating my W-2 income. There are other employees at the agency and I am fairly certain that they will not be receiving amended W-2's...they have already received theirs. I will be the only one to receive an amended W-2 because of the owner's vindictiveness. This involves bonuses paid. The owner has never reported bonuses as income, which I warned her about for several years, since I took care of payroll, etc., according to her instructions. Can she single me out to add bonuses to my income without applying the same to all other employees? Thank you for any guidance you might provide to me as I work through this and other issues with her. ***** *****JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: IndianaJA: Is the employment agreement "at will," union, full time or part time?Customer: I did not sign any employment agreement with herJA: Anything else you want the lawyer to know before I connect you?Customer: She had her attorney send me a letter the week after I left the agency, asking that I make no contact with her or anyone at the agency, and that I had been warned about trespassing, etc. which is totally false. I have made NO contact with the owner since I left; however, she has contacted me three times since I left, just trying to keep things stirred up. I have kept HER attorney advised all the way along as to what has been going on and I do feel as though I am being harassed by her.

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John

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Doctoral Degree

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I'm being accused of creating hostile work environment when

I'm being accused of creating hostile work environment when I was actually holding people accountable for doing their assigned tasks and elevating the issue through the proper channelsJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: OhioJA: Is the employment agreement "at will," union, full time or part time?Customer: At will, full timeJA: Anything else you want the lawyer to know before I connect you?Customer: I am a senior leader and working through another senior leader, so we are pitted against each other

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John

Attorney

Doctoral Degree

8,040 satisfied customers
Flex-time; Overtime pay; travel away from home community;

Flex-time; Overtime pay; travel away from home community; FloridaI am non-exempt employed in Clearwater, Florida and working as a field service technician. Travel is a significant part of my weekly hours and I usually fly out early Monday and return home Friday afternoon. In the past, my employer has paid straight time for any travel outside 9am to 5pm, but recently a new policy was announced. I have posted the full text of the new policy below. I am especially opposed to the new flex time. I have done some google searches and I don't think that the new policy is compliant with the law, but I am finding contradicting information and I need a solid expert opinion before I decide further steps. My question is 3-fold:1) can a company introduce mandatory flex time like this? If not, exactly which laws prohibit this?2) Was the previous policy of paying straight time instead of time-and-a-half legal? HR always pointed out that travel does not have to be paid at all and that they are doing us a favor by paying anything for it at all.3) Optional: If time allows, I would like to have a full line-by-line review of the new policy and know which provisions are legal, which are questionable and which are in violation of which laws.1) Authorization of Overtime- Supervisors are responsible for authorizing any overtime and notifying employees as far in advance as possible of the necessity to work overtime.- No overtime may be worked without advance supervisor approval. Employees working overtime without advance approval may be subject to discipline.- Specifically, for Service employees, all non-billable overtime hours have to be pre-authorized by the supervisor to be eligible for pay-out to the employee. Non-billable overtime hours are defined as hours that are paid to the employee at overtime rate but not billed to the customer at overtime rate.2) Calculation and Payment of Overtime- Overtime hours are defined as all hours worked in excess of eight (8) hours per day or forty (40) hours per week.- Travel time will be considered hours worked when it: (a) occurs during “normal” work hours (8:00 a.m. to 5:00 p.m. Monday through Sunday); (b) is same day travel to and from another city for a one-day work assignment; or (c) is travel between worksites in different cities on the same day. Hence, any travel during these hours will be added to the hours worked during a day and count towards the overtime calculation.- Paid Holiday time, Paid Vacation time, Sick time, Flex Hours and time spent on a leave of absence (Jury Duty, Bereavement, Personal, etc.) do NOT count towards hours worked for overtime calculation purposes.- All non-exempt employees will be paid for overtime hours at an overtime rate of one and one half times their regular hourly pay rate.3) Flex Hours- Flex Hours are accumulated annually without a cap on a one-to-one basis for non-compensable travel time in each calendar year. Non-compensable travel time is non-work time spent in traveling to or from a work assignment outside of normal work hours (between 5:00 p.m. and 8:00 a.m., Monday through Sunday) on an overnight work assignment away from home.- Flex hours are to be used as paid time off and the scheduling of Flex hours occurs at the sole discretion of the supervisor. Supervisors will schedule Flex hours in lieu of non-billable/non-productive hours that would occur otherwise.- Flex hours will be tracked through payroll and reflected on employee paystubs.- In the last payroll of the calendar year, employees will be paid at the employee's regular rate for all earned Flex Hours in excess of twenty (20) Flex Hours. The remaining twenty (20) Flex Hours will be carried forward into the following year. Flex hours will not be paid upon an employee's termination.

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Law Educator, Esq.

Attorney At Law

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I am a registered nurse unit manager at a nursing home in

Hi, I am a registered nurse unit manager at a nursing home in the Pittsburgh area and I am being harassed and currently suspended since yesterday pending investigation of something that involved me. I feel that I am being targeted and have been told by the staff that I supervise they were given direction by the director of nursing to write down anything that I don't do and turn it into here. My direct supervisor, the DON is telling the staff that reports to me that she is trying to get rid of me.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: PAJA: Is the employment agreement "at will," union, full time or part time?Customer: I am a salaried full time employee and I have been told the state of Pa is an at will stateJA: Anything else you want the lawyer to know before I connect you?Customer: no thank you

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John

Attorney

Doctoral Degree

8,040 satisfied customers
My employer has been overpaying me by mistake and it was

Hi, my employer has been overpaying me by mistake and it was just discovered last week. I had a discussion with HR and obviously, I would have to pay them back for the amount, which, I am willing to do as I like this company and don't want to quit. Now, my question is, what other thing can they do against me other than put me on a repayment plan? Can they legally use this as an excuse to terminate my employment with them?

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John

Attorney

Doctoral Degree

8,040 satisfied customers
I work at a major auto and created tech used globally, and

I work at a major auto and created tech used globally, and have been recognized as the inventor/architect of a set of tools allowing global visual communication. (I received the top award in the company for this). At the beginning of 2016, a decision was made by leadership to split the team into two orgs. I wrote to leadership stating why I thought it was a bad idea, and asked to discuss it with them. No response. My old boss had been harassing me by communications (email and verbal convos) which call in to question to people I am working with the direction I am leading the tech. Also, she had a person who works for her (my former peer when we both worked in the same org) move out the contents of my office without my knowledge. This violated Union rules as well. The union millwright moved the packed up boxes and contents back to my office, where they sat for months while HR did an investigation. After two months, I unpacked my office, tired of waiting. Several items from my office were broken or damaged, including my award. Then a few weeks later I was formally disciplined by HR, who said that unpacking my office (and voicing dissent to them and to the team over management decisions to split the team into two orgs) was a hostile act and I exhibited "poor leadership behaviors". This has been written in a disciplinary doc and in my interim perf review. Is this just something I have to put up with, because it isn't a violation of race, religion, gender...?

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John

Attorney

Doctoral Degree

8,040 satisfied customers
In Wisconsin, which is a fire at will state, is an employer

In Wisconsin, which is a fire at will state, is an employer breaking laws by terminating an employee when a week or so prior to being terminated, the employee informs the employer and a crew co worker that the employee is going to need to use earned paid vacation time off of work occasionally in upcoming weeks to testify in a Federal Grand Jury court case? The employer gave the reason for termination that "it just is not going to work out, and we have a lot of work coming up", never specifically saying it had to do with the court case, but performance issues. The employer said he would pay out the vacation verbally, but is now saying he will not.

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John

Attorney

Doctoral Degree

8,040 satisfied customers
If the case worth, say, $500k in damages, how much should be

if the case worth, say, $500k in damages, how much should be reasonable to offer for settlement as a plaintiff, so defendants most likely will accept it, or counteroffer it?

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Patrick, Esq.

Doctoral Degree

18,950 satisfied customers
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