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
Just looking into rights under NYS labor laws as they apply
Just looking into rights under NYS labor laws as they apply to payment of contractually agreed to compensation . What happens in court if I prevail - all pay, legal fees, 25% penalty to former employer. Liability for above from Board Of Directors ?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: New YorkJA: Is the employment agreement "at will," union, full time or part time?Customer: at will full time EVP of companyJA: Anything else you want the lawyer to know before I connect you?Customer: just how Section 198 would be involved in this
In job offer, the company is giving a hiring bonus and a
In job offer, the company is giving a hiring bonus and a relocation package (either lump sum cash or relocation through a 3rd party). For both of them the company states that they may withhold the unearned advanced amount from your final paycheck up to the maximum amount permitted by law".How is this maximum determined?
Counselor at Law
On Aug. 18th, I agreed to an LCA between my labor union and
On Aug. 18th, I agreed to an LCA between my labor union and the company I work for.We were prepared to arbitrate, but I took the advice of union counsel and agreed to the LCA even though I felt allegations made against me would do well at arbitration.On August 26th, my company informed me that I had violated the LCA from Facebook activity on my union's FB page that allegedly came from me. I don't believe I posted those comments, but just the same, I feel that any criticism toward my union or "union officers/ officials" did not violate my LCA.I agreed to release all claims against the company- including what I feel is a prime facia case of religious discrimination/ Retalition against the company.I am a flight attendant governed by the Railway Labor Act. The Labor Management Relatiinship Disclosure Actof 1959 explicitly states that union members have a right to disagree/ criticize union officials/ officers "without reprisal from the company or from union officials."I had my first disciplinary hearing. The company clearly did not believe me when I stated I did not post anything to the union's FB page. I did share I felt my soon to be ex- husband may have sabotaged my FB activity as he was quite angry that I released all EEOC claims ( he is Muslim. I work for an airline, I took extensive protective activity... I am certain you get where I am going with this).My company picks and chooses when it will assert itself in our union business. It's unfair. My union is weak however and seems reluctant to fight this.The union is taking my grievance. I am preparing to go through the process again.Incidentally, the state of Nevada charged the experience rating of the airline I work for after I applied and recieved unemployment insurance.I'll stick with my union representation for now, but an consisering hiring an employment attorney if necessary.Had I known that anything was posted that could anyway jeopardize my LCA on Aug. 24, I would have made darn certain that I revoked the agreement by 6pm on August 25th as I would have still been in the time frame where I could revoke the agreement.I maintain that I did not make any posts to my union's FB page. What I was shown had no date or time stamp. It also criticized "union officials" and their role in having me terminated as well as being the reason for my airline having its' experience rating charged.I'll continue with the grievance process as that is how I can hang on to my health insurance.Just wondering your legal opinion on the LCA.It's extensive, mentions I have filed for workman's comp as well making certain I would have any charges with the EEOC and other agencies in regards ***** ***** rights in the workplace.My estranged husband is an accountant. We may be going through divorce proceedings, but he is correct.It all seemed collusive and a set up on behalf of the company and my own union leaders.According to the EEOC and the Nevada DOL, it was in fact a few union officers/ officials that reported me for some very serious allegations.Contract proposals are in the table. A certain faction of our union blames me for leading a charge in voting down the last tentative agreement proposal presented to flight attendants.I live in Boise, ID. My company is headquartered in Dallas, TX. I was based and worked out of Las Vegas, NV.Any help is greatly appreciated.
My husband was let go with no warning from his job. He had
My husband was let go with no warning from his job. He had worked for the company for 13+ years. Often working 80-90 hr weeks. Many days not even stopping to take a lunch. He was a feedlot manager(therefore ag labor laws apply). He was fired in the middle of the month and given the whole months paycheck. He was also verbally promised a severance check of one months wages , which he did not receive. The home we lived in was on premises of the feedlot and were given 30 days to vacate premises. Do we have any recourse or should we cut our losses?
We have employees that did not work Labor Day but we pay
We have employees that did not work Labor Day but we pay them for the holiday then they worked OT Tues, Wed,, Thurs & Friday but it did not exceed 40 hours - we do not have to count the 8 hours in the calculation for OT - they did not have over 40 hours of actual work time?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: California - we are not required to pay holiday time but we doJA: 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: no I don't think so