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Recent Loss of Wages questions
In the state of penn I have an employee who resigned with a
In the state of penn I have an employee who resigned with a letter of 2 week notice.JA: Because laws vary from state to state, could you tell me what state is this in?Customer: pennsylvaniaJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: I don't want her around so I told her this is her last day, Do I have to pay her for the 2 week notice,and can she collect unemployment insurance?
I have been work company years I was red as a superintendent
I have been work for a company for 3 years I was hired as a superintendent and my salary was based on 45 hours a week I work 65-70 hours a week and recive no additional compansation all personal under me were listed as contract labor and paid on 1099 making me the only employee shoul i be paid for over time
I was just terminated from my job (of 4 years) today. I feel
I was just terminated from my job (of 4 years) today. I feel that I have been targeted, and bullied out of employment. I have been accused of inappropriate behavior towards the staff as well as the resident. I have been accused of poor and unsatisfactory performance and attendance issues. As a result I have suffered loss of wages along with emotional and mental anguish. I would like to consult with someone to discuss these issues further in depth and to understand and excersize my rights. Thank you.
I have been harassed by my co-worker and recently
I have been harassed for years by my co-worker and recently there was an incident where she intentionally pulled the file cabinet on me while I was in front of it. I took the incident to HR and now HR is using it against me. I applied for a position and was told they would not interview me because of the incident. Is this fair? Can I do anything?JA: OK. The Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: No. I was just told today they would not interview me.JA: Please tell me everything you can about this issue so the Lawyer can help you best. Is there anything else the Lawyer should be aware of?Customer: I don't know where to begin. The co-worker is an employer that was hired by a former manager. She was hired by him from her church. I am a black lady and she is a white lady. Over the period of years we have had difference confrontations. I have been to HR more than one time and they just keep saying we should get along. She shouts at me and this has been witness by the co-workers. I consider her bulling me and feel this is a hostile environment for me to work in now.JA: 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 Lawyer about your situation and then connect you two.
Recently my firm Stanley gave both the Business Service
recently my firm Morgan Stanley gave both the Business Service Managers and their Risk Officers who work together on a management team a letter mandating that they need to get the Securities License 65 or 66 for Managed Accounts even though this is not required in the state of New York. Several of the Business Service Managers including myself were threatened with losing their job and would either have to take another underling position or take a package out of the firm if not completed by December 18th. there are approx 6 BSM's who did not complete this in time including myself. Several of these people were given extra time to complete. I was not. My job was posted on the Internal job site on December 24th , no one else's job was posted. I am 67 years old and a woman. worked for firm for 15 years.The Risk Officers who received the same letter requiring registration have not been hassled and do not have to lose their jobs if not completed, I know of apprx 8 of these people in our Manhattan offices. When I asked Human Resources why the disparity, they told me Upper Management has decided this pertains to the Business Service Managers only. even though the Risk Officers are the people who actually need the 65 or 66.I have received the departure package from the firm and don't know if I have any other legal option other than signing this paperwork?The fact that anyone can see on Finra (public information) who has these licenses is not something our Human Resources recognizes.Do I have any legal recourse before signing this departure package?
I was put on forced mandatory unpaid leave with no warning
Customer: I was put on forced mandatory unpaid leave with no warning for a comment I made to the boss's best friend at a company xmas party of a personal nature ... I do not even remember the comment, but I do remember his friend was opening up to me about the boss's personal situation and I must have added what the boss told me as well. Nothing meant maliciously, it was simply a fact the boss told me. I was then cornered at work and talked to like a child about spreading gossip intentionally. I was in a state of shock trying to process everything and felt very chastised and belittled and then he became very angry that I did not appear to be sorry that I caused so much "destruction". He became fixated on the incorrect fact that he did not hear me apologize and started to react emotionally. He told me to take the rest of the week off (if I do not work, I do not get paid), leave my keys and the co credit card and took my access away to all of the work calendars. He seemed to be trying to get me to say I was not happy with my job anyway and seemed to be trying to bully me into saying I wanted to quit. I believe he told me to email him by the end of the week my thoughts as he could no longer "trust me". None of this broke any company policy and I have not ever had any bad evaluations at work. Is this behavior legal? He tends to blur the personal and professional often at work and it becomes confusing for those of us who work there. JA: Thanks. Can you give me any more details about your issue? Customer: I just sent details JA: OK got it. Last thing — JustAnswer charges a fee (generally around $18) to post your type of question to Employment Law Experts (you only pay if satisfied). There are a couple customers ahead of you. Are you willing to wait a bit? Customer: Yes, but I do not want this posted publicly. Is that possible? I am in Nevada. JA: OK. Now I'm going to take you to a page to place a secure deposit with JustAnswer. Don't worry, this chat is saved. After that, we will finish helping you.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am a registered nurse who was employed by a large hospital
I am a registered nurse who was employed by a large hospital in Florida for over 20 years. I worked in the Open Heart ICU and never made a mistake. Approximately 6 years ago I underwent a left temporal lobectomy of the brain for epilepsy which I have had since the age of 4. Since my surgery, I no longer have seizures. I do have a slight difficulty with verbal memory -- remembering names of people, places, things. The hospital I worked for asked that I have a neuropsychiatric evaluation done. I did have that testing done and it stated that I have an above average IQ and yes do have some verbal memory difficulty but I am able to compensate. It also stated that under the Americans with Disabilities Act, accomodations need to be made if necessary. The hospital chose to terminate me instead. This all took place about a one and 1/2 years ago. I have hired an attorney and I am going to mediation in September. My salary at that hospital was about $60,000/year. My question to you is do you think the hospital I have a good case and how much do you think I should be awarded?
I am trying to get a few different opinions about my case, IView more employment law questions
Hi I am trying to get a few different opinions about my case, I have gotten one but I would appreciate other feedback. My question is in regards ***** ***** non payment case with a contract, from a private entity employer (LLC) for a 10-99 short term job, inthe city of New York. What is the extent of damages I can include at a monetary value? Emotional Distress? Loss of wages? Loss of future wages? Compensatory Damages? Interest? The invoice amount that still remains unpaid is still considered small claims ($3300.00)however if it is possible to add value to that number with additional damages would that then make it a civil matter? Also , what is the statute of limitation on such a case? Please advise. Thank you!