My employer sent an email to all employees stating that they
My employer sent an email to all employees stating that they agency is hosting a holiday lunch from '12 Noon to 2:30 p.m. and it is mandatory for all employees to attend except for those on vacation or sick Employees will be allowed to go home early after the event. My union steward is saying the agency cannot do that. That employees must have a lunch hour. Please advise.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I am in NevadaJA: Is the employment agreement "at will," union, full time or part time?Customer: The State is an at-will state and some employees are union and others are non-union.JA: Anything else you want the lawyer to know before I connect you?Customer: No.
Can an employer ban you from eating lunch in your car on
Can an employer ban you from eating lunch in your car on their property? this would be an unpaid lunch breakJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: this is CTJA: 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: yes they will not allow you to sit in your car at any time, paid breaks or unpaid. they are saying you have to leave the property to sit in your car
I have a situation at work. I am a "partner" in a smaller
I have a situation at work. I am a "partner" in a smaller company. Partner is in quotes, because technically I am an employee, but I get a profit share upon sale or retirement. I am also one of the three upper management persons.We have a female employee that has taken this week off, and provided a photo of a doctors note for next week off as well. My boss (the actual owner of the company) asked for clarification of why she needed to be out, and what was happening. This time off would take her to 40 days of PAID time off this year, she has missed a ton of work, not including the half days we let her take to attend her kids functions.This all seemed very fishy, so we reviewed her emails and messages, and in fact she is not sick, she is interviewing for new jobs, talking poorly about the company and mentioned to her husband in a message she was going to a Victims Advocacy Group and Dr. to see what could be done about my boss "being mean to her" and "embarassing her." Basically she got yelled at for not doing her job and having a bad attitude. I do not necessarily agree with how my boss handles employees, but at no point did she complain to anyone about her treatment there, including to our director of HR. Also in her messages is quite a bit of talk about her going to purchase drugs on her lunch break, and how she can't pass a drug screen if her new job would require one.Basically my question is what would she need in order to have a case against our company as a "hostile work environment"
I hired someone part time as independent contractor to work
I hired someone part time as independent contractor to work 30 hours or so 4 months back. For the last 2-3 months the person was working 40 hours for me , never converted that person to be an full time employee as the company is only 6 months old and i was not sure if i will need this person going forward.She got sick last week and was diagnosed with gastroesophaegeal reflux diseases that may have been caused by work related stress as per the doctor, she has been given 12 weeks of diatery restrictions and 1 month of medicines. Is there any liability on me already ?, how should I deal with this situation going forward ?
We have not historically required our hourly employees to
We have not historically required our hourly employees to clock out/in for their 30 min lunch period as the timekeeping system deducts the 30 min automatically. We only have the employee clock out during the work day if they are leaving for an outside appt. and then they clock back in when/if they return within that work day. Do you see this as an inconsistency that could leave us liable for a WC claim if something would happen to them off premise during the lunch period?This is in the State of Indiana, which is an "at will" State.
Ok so i usually take my lunch towards the end of my shift
Ok so i usually take my lunch towards the end of my shift because I like to get all of my work out the way before so and nobody says anything about it until we got an assistant manager. She doesn't like me doing it but my main manager knows and so do others and they don't say anything about it. Is it ok if I take my lunch 30 to 40 minutes before I leave?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: VirginiaJA: Have you talked to a lawyer yet?Customer: No i haven't.JA: Anything else you think the lawyer should know?Customer: No
We work for a private school in California where we are
We work for a private school in California where we are required to take an off duty meal time no later than 5 hours from the start of our shift. unfortunately, that's when we are either setting up for lunch or feeding staff and kids. we originally all signed voluntary waivers saying that we cold take lunch after the 5 hour period. due to california law, our employer revoked the waivers. we now work 6 hour shifts, with voluntary mealtime waivers. they did keep our annual salary the same despite the reduction of hours, but it's EXTREMELY difficult to get all our work done in the reduced time frame. Is there a way to get back the 8 hour shift, with the lunch waivers? our employer never said we couldn't take a lunch, it's just the nature of our work requires us to be on the working during the time most of us would have to take our meal break.