Can an employer or HR manager impose from an exempt employee
Can an employer or HR manager impose from an exempt employee to perform a specific set number of work hours per day? Would this request void the exempt status of the employee rendering that person to be classified as nonexempt? What are the pertinent labor laws and regulations regarding the reclassification to nonexempt from exempt as it relates to daily work hours performed? For example, John Doe, an exempt employee per his employment contract, is being asked to work nine hours per day. Would this ipso facto reclassify him as a nonexempt employee?
My employer is being investigated by the Federal labor board
My employer is being investigated by the Federal labor board for not paying overtime. When I was hired in, I agreed not to be paid overtime. My employer said I would make lots if Monet working 60-70 hours per week and would make an hourly wage of $23.50 . My employer says the back overtime is a lot as she has to pay the back pay , plus a fine equal to the backpay owed to me. She has asked me to give her the back pay back to her, to keep my verbal agreement with her when I first hired in. The amountvis big about $12000. She says she cannot afford to give me this money as her company will go under if I don't give her this money back? What are your thoughts and the law concerning employer asking ng for back pay money back from the employee?
Is a Board of Realtors a labor union. In Texas boards of
Is a Board of Realtors a labor union. In Texas boards of realtors require all employees be members if the company or broker is a member. If the employee refuses to join the board then the company is fined or membership suspended by the board if the employee is hired.This gives boards of realtors a monopoly on multiple listing services.Texas is a right-to-work state. This means that under the Texas Labor Code, a person cannot be denied employment because of membership or non-membership in a labor union or other labor organization. Tex. Labor Code Ann. §§ 101.001, et al.
If the program I was hired for at a major hospital is being
If the program I was hired for at a major hospital is being discontinued and I still have a sign on bonus out there, are they obligated to pay me off as I no longer have the option of completing the time requirements that were originally set forth to receive the bonus?
I asked my employer about the new labor law, that goes into
I asked my employer about the new labor law, that goes into effect on December 1, 2016 for salaried workers, in regard to how it would effect my pay and hours. I was told by my employer that my salary will be the same they will just refigure the income to include all of the hours I currently work over 40, so basically, I'm not coming out ahead at all and if I don't punch out exactly at 45 hours then I will end up with a pay cut. This seems to go against the intent of the law. Is this legal?
This is more a labor law question but Employment Law was the
This is more a labor law question but Employment Law was the closest category I could find. I am currently represented by an IAM, machinists union, at work. They also represent two local lodges at our employer's other sites out of State. We have always negotiated our contracts independently of each local with the company so each site had their own collective bargaining agreement. This past contract we were all merged into a single contract and negotiated as one collective bargaining unit. My question is, there is ample interest at our local in going back to independent contract negotiations. Is this possible and how do we proceed?
Law Educator, We discussed job accommodations with you last
Hi, Law Educator,We discussed job accommodations with you last week.I was wondering, what you think about this case and the opinion of the authors at the end.And what U.S. equivalent law would there be to the Canadian "Human Rights Legislation" (based on ALL reference to it) -- ADA is for sure. Anything else in door of hnjb