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Recent employment law questions
I was just approved FMLA on June 21 and was fired on June
I was just approved for Intermittent FMLA on June 21 and was fired on June 22nd. I would like to put a complaint into ADA for non-compliance against Xerox. I was assured my job would be protected and it was obviously not. I had health issues that were affecting my job. I have informed FMLA, which is handled by Metlife and spoken with HR. I just want my job back. If I can't get my job back they should be investigated for breaking the ADA Law. I am 64, won't be able to get my medication, health insurance, and probably not be able to get a new job thank to Xerox and I can work with my various conditions.Helen Vorpahl
Counselor at Law
I was paid a retention bonus (district of columbia) 30 days
I was paid a retention bonus (district of columbia) 30 days after employment. The offer letter detailed the bonus, and that it would have to be paid back pro-rated if I leave before 2 years. I am resigning < 90 days into employment. Can the employer deduct from my last pay check for the amount owed?
I Worked from 12/20/15-4/20/16 every day, with only 3 days
I Worked from 12/20/15-4/20/16 every day , with only 3 days off. Up until I ment my new boss ,my checks were right. 2/20/16 till present they owe me over 31 hours overtime as well as straight time . They told me that payroll has my paperwork, I called they were clueless.My bosses and everyone besides me that I no of is black. do I have a case ,I have 3 forms of proof.
Tennessee unemployment question- Employer obligations
Tennessee unemployment question- Employer obligations before, during, and after releasing an employee of their work duties. Hello, What obligations would I have as an employer afterwards? Would I need to make payments to the state for the person that has been released while they are unemployed- if they file? If so what would my payments be? Would my Unemployment insurance rates go up if this is the first time an employee files unemployment after being released from employment? If so how much and would the rates come back down? In Tennessee what are the differences in the terms: restrictions against firing, suspending or disciplining employees? - See more at: https://www.tn.gov/workforce/topic/employee-rights#sthash.EmduDFht.dpuf
I have worked as a senior level executive company 25 years.
I have worked as a senior level executive for my company for over 25 years. Due to some wrong decisions made by my company's board members (family owned and privately-held), the company is doing an organized liquidation. These circumstances have occurred and I wonder if I have any legal standing against them:The company was profitable until roughly two years ago. When recently I discussed the downward spiral of the company, one of the board members/family members said to me, "just hang in there for about a month; changes are coming". The result was the organized liquidation.The owner of the company has become extremely inappropriate due to advanced age and decision-making difficulties. Comments like "why did you bring this shit to me", and "you are so stupid", " and "he is an asshole" are commonplace.Although they gave a few of us senior executives bonuses for last years' performance and reported it in our W-2's, they have held the checks and now the banks are not going to release them due to the organized liquidation.
I was terminated though I did not have an employment
I was terminated for moonlighting though I did not have an employment contract or non-compete agreement. The moonlighting was offering similar services but was only for 2 former clients of my previous employer. I received a cease and desist letter including not going after their client for 1 year or they will sue for breach of fiduciary responsibility (duty of loyalty?). I have caused them no harm, never approached current or former clients of theirs and it never interfered with my work. I only did it b/c the year before they cut my salary by 20% and made me an IC (then subsequently made me an employee and increased my salary). However I lost trust in them hence the moonlighting. I sent them a letter telling them I know that I have no non-compete but never said I would or would not go after their clients. I also threatened to go to the attorney general's office for their frequent misclassification of ee's as IC.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: They now what to discuss. Do I have exposure to the breach of fiduciary claim? Should I discuss, I'm assuming they want me to give them a non-compete but they need to give me severance or let me take 1-2 accounts??JA: Have you talked to a lawyer yet?Customer: New YorkJA: Anything else you think the lawyer should know?Customer: I may have a whistle blower case for their frequent misclassification of employeesJA: 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.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I worked as a 6 figure salaried IT Professional. I developedView more employment law questions
I worked as a 6 figure salaried IT Professional. I developed health problems. My Dr wrote letters to my Employer - a Department of Defense Government Contractor for the Navy - my Dr told my employer I was having health problems he was concerned about and requested I not work more than 40 hours. 3 months later, my Health problems hit me hard. My Dr wrote letters to my employer that I was to take time off. I was eventually paid 4 weeks of Short Term Disability. Although I tried to go back to work on a part time basis, my health problems prevented me from even accomplishing that. My last partial paycheck was received in mid Dec 2013. I was later hospitalized and over 2+ years went through 7+ surgeries to address my Health / Medical problems. I communicated with my HR Medical Leave rep, but I never received my Disability benefits. After several months, my HR rep told me they understood I was on medical leave, but the Insurance company (Prudential) was denying my Disability Claims. I purchased my benefits from the HR department. I paid additional money for additioan (+10% more) disability - if I did have a problem. I was not paid until I filed a suit agaisnst Prudential and after 15 months I did get a "partial" settlement. I feel that my benefits were not honored. I am struggling, have not worked since early Dec 2013. My employer never honored my benefits that they sold me - but they continued to charge me FULL PRIOCE for My Disability (50% of LTD was part of my Salaried Benefits, I paid additional for +10% Disability benefit). My life has been financially destroyed and my employer - a large DOD company, never notified me, but did terminated me as I was switched to the COBRA Plan --- I have a well documented case. My rights were violated, My life destroyed, I live in poverty when I should have $58K per year until I'm 65. I'm 58 years old, trying to recover and overcome my health problems. ALL my efforts to get my Social Security Disability has also been denied - and so I want to pursue legal action against my Employer - which lists me as Disabled - unpaid. What can I do? I have suffered and been disgraced over criminal action for not paying Child Support and on and on - all because I did NOT GET MY DISABILITY BENEFITS that I was SOLD by the employer HR department once I was hired. YES - my employer DID KNOW OF MY HEALTH ISSUES - I provided a 5 year full medical history and they required a full health / medical / physical exam by their own on-site medical facility! What Can I do??