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.
I felt I was wrongfully terminated from an employer because
I felt I was wrongfully terminated from an employer because I helped a co worker who was having a medical emergency. On March 24, 2016, I visited my coworker at her house on my lunch break, she was 7 months pregnant and having problems. During our conversation I told her that, her first car payment was due and that her tags were due to expire the next day. I offered to take her to the bank but her 1 & 2 year old did not have car seats. She gave me her credit card and drivers license and asked me to do a cash advance and let her know when I finished the transaction. After I got back to work, I did what she asked and I told her I needed her signature. She asked me to sign her name because the ambulance was on the way to get her and by then her uncle was there. Needless to say she gave birth to a 2lb 13oz baby girl that was born deceased. After I got off work, I went to the dealership, made her car payment and paid for her tags, while I was there my supervisor asked me when did she come in to sign and I told her that My coworker asked me to sign her name and my supervisor said ok. A month later I was being questioned by a corporate investigator asking me about the event that happened that day. I explained to him what took place he kept asking me how I got her in credit card and drivers license and I told him she gave it to me. He kept asking me the same question as to how I got her information and asked me to write a statement. The next day my branch manager called me into her office and her exact words were "Because I violated policy by forging her signature (meaning my coworker) even though you had her permission we have to let you go. I gave my keys back and got all my belongings and exited the building with my branch manager making sure I had all my belongings. In May my coworker returned back to work after FMLA and she was written up because she asked me to sign her name. I was with that company for 11 1/2 years, I was their ATM teller and the back up vault teller. Why would I jeopardize my job by helping a co worker which I thought was the right thing to do
I'm a medical provider, whom worked in private practice. I
I'm a medical provider, whom worked in private practice. I pressure to be an preceptor for a student by my boss. documents signed. Then myself and another provider was given ulterinum ; see more patients and faster. By this time, I was seeing a lot of patients. Moved from part-time to full time against my will and I was making great deal less. (Job has no benefits or lunch breaks) I decided to leave along with my coworker. I'm paid monthly though insurance company via by boss(so I have no idea how much I'm getting paid) . My boss held my paycheck along with coworker stating that I must closed all my charts first. The coworker told her that it was illegal to held paycheck for work already performed. My coworker was paid. I contact my employer about 1 month later, and she stated that I have to closed out my charts first( she closed me out of system). My boss knows what she did was illegal. I do not want payments for my services ( It been 2 months since I received a paycheck). However, my former boss seem that she wants revenge for calling her out. What can I do? I block her email and phone number. Started receiving call from a block number.Thank
I have a very reputable friend (I've known more than 30
I have a very reputable friend (I've known more than 30 years) who I believe is being targeted by her manager. She has been with the company for 4 years holding a very good history- very favorable reviews until a few weeks ago. Since transferring to and working in one particular store- it has not been very pleasant and I could write about 10 pages of questionable actions by the manager. My friend does not want monetary compensation, or any of that mess. She want fair and honest treatment and she doesn't want this to happened to other co-workers although she said it has.Most pressing is that she received a somewhat unfavorable review. Keep in mind, she is not overly upset with the review only the way the manager decided to use it.The manager stated in the review that my friend exhibited "Passive Aggressive Behavior". He is neither a doctor nor is he licensed to diagnose a disorder. I've known this woman most of my life and I assure you, among her human flaws being passive aggressive is not one of them. When my friend asked the manager for examples of this behavior, he could not. She told me that he uses this description loosely with other employees as well.Also, during the review he stated a 'negative' from one of the assistant managers who was present during the review. The inferred infraction was several weeks prior; he had asked her whether she was going on lunch break. He stated during the review that she had not responded to him; therefore, he was noting this as significant in her annual review. This was the first time my friend had heard of the 'incident'. Best that she could recall was that he probably said this to her while they were in or near the 'Cage'.This is a noisy, area where the employees have a lot of interaction with other employees, managers, etc. My friend told him that she simply never heard him. I might also mention, my friend is partially deaf in one hear and she told him that with all of the background noise coming from the cage that she probably simply did not hear him. Rather than the A.M. repeat himself OR consider that she didn't hear him- he chose to that this very personally and site this in her evaluation. (Just for your edification- this is a good example of Passive Aggressive Behavior :) This gets better. This review took place 2-3 weeks ago.Yesterday, her manager and the aforementioned assistant manager pulled her from her work area and told her that she was receiving a 'final warning' in regards ***** ***** where the assistant manager says that she 'ignored him'. Keep in mind that until the review, she didn't know this had occurred; it was never addressed- she was never given either a verbal nor a written-first warning. Now they are giving her a 'final warning' on something that had only been sited in her review. SINCE, the review, she has done nothing to create ANYTHING similar.I might mention that during this conversation the manager told my friend, "we really don't like to fire people." Until that moment- no mention of any level of termination had been discussed. He also stated to her that, "Maybe this isn't a good fit."The store has one of the highest turnover rates in the company. Even though she cannot state that previous employees did not 'break policy' that lead to termination, she was shocked to find excellent employees being let-go. She did mention that these were mostly people he did not originally hire. He has a pattern of terminating older employees and hiring very young replacements.I want to mention that she said that this manager will touch her on the arm, shoulder or back sometimes when talking to her. She does not like this. This is not sexual touching, it is simply touching that she does not invite or appreciate.Also, not too long ago, the assistant manager threw a Nerf Basketball (this is setup for the employees in the break room) very aggressively, very hard directly at her chest. This did not physically hurt her, but, it was a very aggressive demonstration by the assistant manager & it made her quite uncomfortable.Like I mentioned, these are just a few instances. My friend has let this go for too long and I am urging her to contact the Corp HR department. She obviously cannot talk to the manager or the assistant manager in her store. She cannot transfer because of what they put in her review-specifically the two instances I mentioned. Even another employee observing stated, "They're really coming after you aren't they."My friend feels targeted, harassed, and unsafe in her current working environment. She needs this job.Other info: She lives in the state of VA. She is 58 yo. She has been working at this particular store for a year. Previous reviews were very good & produced max raises for her performance. She is a very honest, kind and dedicated. She has let many situations slide and she now regrets. Any advice is appreciated!!!Sincerely,Debra
Can my employee require that I take an unpaid 30 minute
Can my employee require that I take an unpaid 30 minute lunch break on a day I work 5 1/2 hours?I am scheduled normally to be paid for 7.5 hours each day, and this assumes a 30 minute unpaid lunch.On a day that I left 2.5 hours early, they want me to get paid for working 5 hours and take 2.5 of leave.I though because I only worked from 8:30 to 2pm, I wasn't required to take a break.
We have employes that work out of the office on productions.
We have employes that work out of the office on productions. Most are in company vehicles, We pay their travel time and work time, BUT do we need to pay them if they have to take a company truck to their lunch spot? Or should they clock out once they are relieved of duty irregardless of the transportation? HELP, THANKS