I have an PA unemployment hearing coming up. my employer
Hi! I have an PA unemployment hearing coming up. my employer appealed based on willful misconduct. I was a deli clerk placed on suspension and they sent me a termination letter two months later/after I was already receiving unemployment. The hearing notice states misconduct as a specific issue but also states 402(b) and 401(d)1,2 as specific issues.... I'm trying to find a better understanding of 401(d)1,2 and if my not going to the union for a job will be a problemJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: pennsylvaniaJA: Is the employment agreement "at will," union, full time or part time?Customer: ufcw - food workers unionJA: Anything else you want the lawyer to know before I connect you?Customer: part time
The company I worked for recently shut down its Dallas area
The company I worked for recently shut down its Dallas area office resulting in the layoff of myself and eight others. We are all engineering professionals and all over fifty. We all received the same release agreement and severance package (i.e., one month's pay and one month's Cobra). The package was presented as a “take-it-or-leave-it” proposition. There are parts of the agreement that seem a bit onerous, so I'm looking for someone to review the agreement.
I have a question about what potential recourse I have with
I have a question about what potential recourse I have with my employer of 10 years, who I suspect will put me on a PIP this week.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Is the employment agreement "at will," union, full time or part time?Customer: at willJA: Anything else you want the lawyer to know before I connect you?Customer: Its a very large company (85K people, etc.)
I have a question regarding my current employment where I
hello I have a question regarding my current employment where I learned from the meeting invite which my boss shared with the VP that he is trying to lay off me with my salary information. Can I sue him for that?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: my job is based out of CTJA: Has anything been filed or reported?Customer: noJA: Anything else you want the lawyer to know before I connect you?Customer: I just need to know if this is a law suit or not if anything can be done
Just got off. Told my position was no longer needed by the
Just got laid off. Told my position was no longer needed by the company, but they also just hired a consultant that will be doing exactly what I was doing. Long story short. They moved my position to another dept last November, the new manager hired new workers and was going to lay me off then, but my current boss kept me in another position as he needed my skills. 2 months ago, my boss up and quit and I got moved to that other dept anyway and am now being laid off. They only offered me 3 weeks severance. Just wondering if I have any recourse for a better severance?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: UtahJA: Is the employment agreement "at will," union, full time or part time?Customer: I'm pretty sure it was "at will". I've been there just over 3 years.JA: Anything else you want the lawyer to know before I connect you?Customer: No way to prove it, but this was a personal thing. The new manager didn't like me for some reason.
RE: Possible Breach of Fiduciary Responsibility. The plan
RE: Possible Breach of Fiduciary Responsibility. The plan administrator for my 401K is also the general partner of the law firm I work for. On 10/15/2015 I requested a 401K loan. Loan was approved with the following terms: Principal Amount: $26,131.00; Effective Date: 10/19/2015; Maturity Date: 10/19/2020. On 9/1/2016, I was informed that the firm I work for is closing its doors. January 1, 2016, the law firm I work for will no longer exist. My question is, didn't the plan administrator, who is also the general partner of my firm, have some sort of fiduciary responsibility to me to not approve that loan? Like I thought there was this loyalty thing. This loan isn't even a year old yet. I believe he had a duty to me to protect me first, If he knows material facts affecting the interests of me, which he knows I do not know, doesn't he have a duty to me to either tell me before I make a decision to get a loan that large for a term that long knowing what the consequences are, or if he didn't want to tell me at least not approve it for that much money and that long a term? Please help me. I asked one of the other partners and at first he said he knew I had a loan and he would find the answer for me. The next time I talked to him he didn't have my answer and now he said he knew nothing about it. I was on vacation when all this went down. Nobody has talked to me other than the one partner who says he does not know. I'm not going to ask the general partner if I don't know the answer and his other partner says he doesn't know. Plus, these are estate and probate lawyers, come on...really, like they don't know. It is a small firm - only 3 partners. They don't pay overtime either so, if they break that law I don't trust that they will make this right. I don't know what to say when I do get in the room with him. Thank you in advance for your help.
Our department was recently offered a relocation package to
Our department was recently offered a relocation package to relocate from Plano, TX to Santa Clara, TX and a severance package if we do not accept the relocation offer.Company offered all of us a 10% increase in salary, and with the high living/housing cost, even if I'm interested in going there, I'm simply unable to afford the cost of living and unable to rent a place for our family. So I asked HR for a increase which was turned down based on the reason its company policy and that I should look for future possibilities, when I talked to my manager I was also turned down saying that it will be tough for first few month. But in reality, I can't go because I simply can't afford it. The lowest rent I can find will cost over half of my current monthly pay and I also have a family to take care.I also requested to stay here in Plano, TX since my primary job responsibility works closely day to day with department in Plano, TX, which was also turned down because my manager want our whole department to be in same office, and asked that my job responsibility can be passed to other employees that will reside in Plano, TX office, or I can continue use phone/email to communicate with Plano office department to support them if I do move to Santa Clara, and they can get someone else in Plano if necessary.I was also told I'm unable to negotiate my severance package since it is not required for company to offer anything at all and I should appreciate whats been offered.Is everything here legal and I should just accept the offers the way it is. I feel like the company simple want to get rid of us by intentionally offers a low relocation package.We heard rumors about the relocation last month, and This news came last week and we have 2 weeks to decide.I don't feel right about all this, but I don't know if there is actually anything wrong.
An employee has been caught adjusting her time clock
An employee has been caught adjusting her time clock entries. She is a retail employee of mine in the state of MD. I have executed a Disciplinary action on that and the situation around the time clock adjustment. Employee admits to the wrong doing, says "it was only this one time" which I'm not sure about and doesn't "know why I did it. I panicked." I feel its inappropriate to give this Manager a pass - sets bad precedent for the team. She has acknowledged the wrongdoing and knows i "have to do what I need to for the company." I've been advised to execute a termination and severance document but cannot find a template that does not seem overly cumbersome. I have grounds for termination...however I could "soften" the termination with a week's severance "to be nice" but MD law does not appear to require it. Or give her the option of immediate termination or acceptance of her resignation.I need:- guidance on which option to execute- termination template and guidance on delivering (e.g. do I need to set aside a certain period of time - like 21 days for her to review and sign...then 7 days to change her mind after signing to put this behind me and or issue severance payment.)
I just lost my job after 16 years of working for this they
i just lost my job after 16 years of working for thisthey terminated my based skills assessment .I am a high performer based on my last performance review , and all of my performance reviews has top ratings over 16 years.I had new manger back on January 2016 after my old manger retired , the new manger seams not to like me ,then I got sick mid February, i have to take days off and work late which he did not like and he couldn't understand that i am very sick , despite my sickness and my irregular working ours I was able to complete all my assignments .then I ended to have surgical procedure in the beginning June, I took 2 months of disability leave ,a lay off occurred during my leave , i took 23 weeks vacation after my disability leave , when I came back I was informed that my job was eliminated .they laid my off during my disability leave and they attached a letter to move the effective date to the date I reported to work .is what the company did is legal