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I work as a "part time" team lead (I have no real authority)

I work as a "part time" team lead (I have no real authority) for a company that is contracted with a supermarket chain, my Supervisor called me into a meeting with an assistant store manager for this chain, during the meeting he proceeded to reprimand me in front of this Assistant store manager and show me problems with the team I lead, after providing me with photos of mistakes one of my team did he told me he had no choice but to give me a written warning ( my second one for a team member I have no authority over).Can he do this? What about workplace confidentiality, this supervisor has told me of other personal issues that I really don't feel I needed to know about, he has altered my work reporting tablet which also came up in this meeting and accused me of entering false information.There are what I feel other work place violations with this company but are too many to ask.

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224 satisfied customers
I am a dialysis patent. I was friends on Facebook with a

I am a dialysis patent. I was friends on Facebook with a number of RN's and technicians from my dialysis clinic. About four months ago the management of the clinic wrote a policy for their employees saying they can NOT be friends on social media with patents. Can they do this?

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ScottyMacEsq

Doctoral Degree

22,504 satisfied customers
I have a question about non-profit employment, The state of

Hi, I have a question about non-profit employmentJA: Can you tell me where the nonprofit is registered?Customer: The state of New YorkJA: Have you talked to a lawyer yet?Customer: Not yet, would like toJA: Anything else you think the lawyer should know?Customer: Yes, our project will be absorbed by an existing non-profit in the US (the New York-based one). We would like to know how payroll would work with that. We have one British citizen and one American citizen that will be coming onto the payroll. We were wondering the best way to pay them, whether it be as contractors, employees or grants.

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Infolawyer

Attorney

Juris Doctor.

37,264 satisfied customers
I am being questioned on taking time allotted to me yearly.

I am being questioned on taking time allotted to me yearly. Sick time mainly.JA: Because laws vary from state to state, could you tell me what state is this in?Customer: New York. I am penalized for calling in sick and or the day before giving notice of not coming in the next day.JA: Have you talked to a lawyer yet?Customer: No.JA: Anything else you think the lawyer should know?Customer: These rules only apply to me. I am the receptionist to a company.

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Infolawyer

Attorney

Juris Doctor.

37,264 satisfied customers
My job has written a new job description for my position at

My job has written a new job description for my position at work. It is not applicable to the work I do, it is administratively wrong. No attempt has been made to rectify the matter once it was brought to management and the local AFGE to correct this. As a result I work side by side with other employees on a different job description doing the same job and being evaluated by the same criteria. Is this a case that can be referred to the Dept. of Labor for resolution?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: North Carolina working for the Veteran Health AdministrationJA: Have you talked to a lawyer yet?Customer: Not yet have attempted to resolve this through management and my local AFGE with no results.JA: Anything else you think the lawyer should know?Customer: I have provided them with the documentation of the errors and have only been told they will get back to me. This was brought to their attention in January of 2015.

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

17,816 satisfied customers
I was employed at a medical specialty office and became

Hello. I was employed at a medical specialty office and became disabled due to a severe car accident on May 20th, 2016. While in the hospital in surgery and unable to contact my employer, my father called on my behalf and was told I could return to work when I was stable, off medications for pain, and on crutches by one of the two physicians. We were also informed the practice does not have any policy regarding disability leave. On August 11th, 2016 I was told my the other physician in the office that I could not return to work until I could walk without crutches. After an evaluation from my orthopedic surgeon, I was given the permission to begin walking without my crutches. I have made substantial progress and will fully capable to return to work very soon and meet all the needs of the office. This evening, August 18th, 2016, I spoke with the physician again and informed her of my current state in regards ***** ***** fully. I then asked her if she could confirm if I would be able to return to work as a full-time employee (as I was hired) when I could walk without crutches with no issues. She said and I quote "we will reevaluate our needs for the office if and when you are fully recovered." I then asked her if this meant my position could not be guaranteed and she immediately became defensive and would not outright say I was terminated or that my job was secure. I then expressed my desire to remain loyal and continue working for her, but that I need complete assurance I would have my position back as I had been told at the time of the accident. She continued being defensive and accused me of "trying to pin her down" while I was speaking professionally and asking very straight forward questions. She then hung up on me stating she "couldn't talk to me all night" and to "get well soon." My question is, do I have a case regarding the American Disability Act?

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

17,816 satisfied customers
I have an employee who's been with me less than a year in

I have an employee who's been with me less than a year in California, and I have 2 employee's total but this particular employee after 8 months has already used her 3 paid sick days and is now attempting to use a #30 day leave of absence with no pay due to a doctor signing off on her having morning sickness and not eating right due to her being 3 months pregnant, and I went ahead and gave her those 30 days off with no pay sick leave. My question is though I have a bad feeling she's going to try to extend that and ask for another #2 weeks to #30 days off with no pay next month again and I was wondering if at that point can I legally let her go for cause so I don't have to pay her unemployment and also not get in trouble for it legally? Or at the very least can I let her go legally after the 30 days are up or even sooner if I need to since my insurance agency is suffering on customer service due to us being overwhelmed and over extended and needing to hire or have another employee here to help us since now their is only 2 of us here counting me instead of the usual 3?

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37,824 satisfied customers
Can a employer cut pay in a certain section, although they

can a employer cut pay in a certain section, although they are doing the same or equal work as other employees. this was under the pretense that other sections were going to have a pay cut also. Its been 2 1/2 years and no other sections have taken a pay reduction. this company is massive and has factories all over the world and thousands of employees and this pay cut affected 39 employees, so it was not about the money.

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Samuel II

Attorney

Doctoral Degree

31,896 satisfied customers
I was a "probationary" high school social studies teacher

I was a "probationary" high school social studies teacher that was let me go from the New York City Board of Education in the State of New York, because I was found to have engaged in unprofessional behavior due to being falsely accused by students and unjustly given low-performance evaluations. However, there were other teachers in my same school that also committed acts of unprofessional behavior that were similar and/or equal to the ones that I was accused of, but they were not terminated or equally disciplined.Under the law, this would be considered discrimination since it is a form of preferential treatment, and probationary only legally works as long as it does not involve discrimination.Do you I have any kind of case?

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Marsha411JD

Doctoral Degree

18,798 satisfied customers
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