I am an executive level employee and yesterday I was put on
I am an executive level employee and yesterday I was put on a paid administrative leave for one week in response to a argument that was fueled by alcohol and was at a spot where all staff and board was partaking. When I asked the the board if my mandatory leave was made in a disciplinary manner or a support manner the board responded that it was to give them time to figure their best course of action out. In the meantime they sent an email to the staff stating that the board is saddened and grieved with the " Incident" that took place on friday night. Mind you there has been no breaking of rules per our staff handbook. and are aware swift but appropriate action needs to be taken to equip you with confidence that our daily operations can run smoothly while making efforts to resolve this issue as quickly as possible. They also go on to tell the staff they are aware swift but appropriate action needs to be taken to equip you with confidence that our daily operations can run smoothly while making efforts to resolve this issue as quickly as possible.Should I be worried and how communication is being handled and how it could impact my future. I have not been terminated but also have not been told if I am being disciplined. Should I seek out an employment attorney?
In August, I resigned from my position. I was asked not to
In August, I resigned from my position. I was asked not to tell anyone. I was finally "allowed" to tell my staff on Sept 24. That night, I received a separation agreement and was asked not to return to the office until the agreement had been negotiated. As the agreement was not favorable to me, I employed legal counsel. I signed the agreement on October 16. Between Sept 24 and Oct 16, I was first told that I would be on unpaid leave and then told that I would have to use PTO until the agreement had been finalized. I did perform some work during this time period. My last day with the organization will be 12/31/12. I have been asked what I feel I am owed with regard to payment of unused PTO. As our fiscal year ended on Sept 30, and I was "forced" to use PTO until the agreement was signed, I technically accrued no PTO. Had I not been asked to use PTO, I would've rolled 5 days over from the previous fiscal year and would've accrued 6.75 days this year. I have told my employer that because we have no personnel policies in place that address "mandatory" leave of any kind, that I would like to be compensated for 11.75 days. Is there a legal precedent for this? Was it legal to make me take PTO?
I work for a nonprofit company with less than 50 employees.
I work for a nonprofit company with less than 50 employees. they do not provide paid maternity leave and only allow for 6 weeks off. I was just informed that my responisblities will be cut when i come back from maternity leave. I am a "team lead" a "level 3" employee, I have worked my way up to this level over the 3 years I have worked there. I have receive PERFECT scores on all my reviews. and was told that my duties will...pretty much be a "level 1" employee when i return...i am in the process of arguing this with HR and the head of the department. This just doesn't seem right to me. there is NOTHING in my file giving reason that i should be "demoted" however my pay will not be lowered as i have been told. Now i was told because of the size of our company..rules are different..i am very confused and don't want to feel cheated. The other thing is the amount of time off...i was told they are only required to hold my job for 6 weeks... please help. J
My husbands employer is requiring that the entire department
My husband's employer is requiring that the entire department take mandatory leave next week and use their PTO for the week. He is fine with this. The problem is that of the 20 or so people who will be off, my husband is required to be on call. He has to be available to answer calls within 5 minutes and if need be is required to be at the site within 20 minutes if they need him. Historically, he will take several calls throughout the day and night (he is on call 24 hours per day for 7 days). We are unable to leave town or even go to a movie while he is on call. Our question is, can the force him to use PTO and be at their beck and call at the same time?
IF MY EMPLOYER PUTS ME ON A MANDATORY LEAVE OF ABSENCE AND
IF MY EMPLOYER PUTS ME ON A MANDATORY LEAVE OF ABSENCE AND I HAVE A WORKERS COMP CASE AGAINST THEM BUT DONT RECEIVE WORKERS COMP SINCE I WENT BACK TO WORK IN 08 AM I ENTITLED TO UNEMPLOYMENT WITH THIS FORCED LEAVE OF ABSENCE?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
In January 2016 I went to a Podiatrist with two ingrown
In January 2016 I went to a Podiatrist with two ingrown toenails. I never had one before. He cut those nails. One was fine the other not. I returned and he cut it to remove the toenail. It became infected. There was no relief from the pain, swelling and bruising. I kept what I thought was a bruised toe and continued seeing this Podiatrist. I thought I had a blood blister and mentioned this. He wrapped it again and said I didn't need to come back. I was surprised and stated I was coming back until my toenail was healed. Six days later , on April 4, 2016 I went to the ER where they told me it was Dry Gangrene. The Vascular Surgeon tried to save the toe but on April 9, 2016 they had to amputate. I am frustrated and angry.JA: What state are you in? It matters because laws vary by location.Customer: North CarolinaJA: Has anything been filed or reported?Customer: No.JA: Anything else you want the lawyer to know before I connect you?Customer: I believe no
I had a manager tell me since I worked over 1250 hours that
Hello,I had a manager tell me since I worked over 1250 hours that I would be eligible for benefits and paid time off, but if I accepted the package then my hourly rate would be cut for the company to offset the cost for the insurance...it does not sound legal. Please advise, thanks.
Background: I was terminated from my position in June of
Background:I was terminated from my position in June of this year based on false allegations and also use of the FMLA. In my opinion, I was fired because of affiliation with the union and prior lawful union activity.A grievance was filed on my behalf by the Teamsters. A complaint was filed with the NLRB, who delegated the complaint to the Teamsters. I filed a complaint with Labor and Industries about the FMLA issue last week.State unemployment took my side on the matter and after a delay of a month I got unemployment benefits.The Teamsters rep contacted me a couple of weeks ago and said he told my boss to get me back to my job. The boss has chosen to stall and will not budge.Question:After the union grievance was filed , my ex-supervisor sent a document to the union which stated that I had resigned. He forged my signature on the document via an (obvious) computer image file. In my opinion,this was an effort to scuttle the grievance process.After sending an email to the union and to corporate complaining about the forgery I filed a complaint with the police.For some unknown reason the forgery unit sent the incident report to my local precinct burglary and theft unit. I was told by a clerk at the precinct that they won't be handling this and I need to contact an attorney.How at this point do I handle this? I would like some proof of forgery, am I going to have to hire someone to prove that? It's pretty obvious that my signature was added via an image file.
I signed an 18 month contract when I started working as a
I signed an 18 month contract when I started working as a truck driver. There was a notary present but I didn't get to read the contract (just got a brief verbal breakdown). This was on October 3. This company provides trucks although they classified me as a subcontractor. Their trucks are unreliable and faulty. Twice the trucks broke down on the freeway. I want to get out of the contract. The contract states that a 3 day written notice must be given to terminate the contract, but in another section it states that the contract cannot be terminated without carriers agreement. This carrier is known to withhold money (in the trucking community), which makes me nervous to continue working as I doubt I will get paid. What can happen if I don't give a 30 day notice? Besides not getting paid.