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Recent Mandatory Leave questions
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
Not sure if this is age discrimination or not. I received an
Not sure if this is age discrimination or not. I received an email from my employer, General Electric, around June 1st, notifying about 268 employees that they are eligible for a Voluntary Incentive Retirement Plan, offering one half of annual salary for people who accepted the plan and elected to retire on July 31st. Although I had about two months to train someone, my boss considered my position critical and would not let me accept the retirement package, with no offer of any retirement package in the future. He wanted me to stay an extra couple of months, with no incentive to stay except my normal salary. Because I was ready to retire and saw no reason to stay, i elected to retire on June 30th. I have no idea if I was the only one who was refused this offer because HR would not let me know. I am 68 years old and was ready to retire. Do I have a case for receiving any compensation on my retirement?
The severance package letter that my friend received
The severance package letter that my friend received contains the following language: "This Agreement, including its exhibits and enclosures, constitutes the complete,final and exclusive embodiment of the entire agreement between you and the Company with regard to this subject matter. It is entered into without reliance on any promise or representation, written or oral, other than those expressly contained herein, and it supersedes any other such promises, warranties, or representations." Based on this text, my interpretation is that if he signs this letter, he will have no legal standing to request the remainder of his bonus. Please comment on whether you think this is an accurate interpretation of this language and describe what if any way he can workaround this issue so that he can acquire both the balance of his bonus plus the severance.
I am an owner operator and the company I drive the company I
I am an owner operator and the company I drive for and the company I financed my truck through are owned by the same person. They have held a pay check for over 2 weeks because my truck payment was a day late. It was automatically withdrawal out of my account and I've never gotten any notifications as to how much will be withdrawn. My payments are based on miles driven. They've taken payments out of my account whenever and they have taken them out 10 days apart without any explanation. Now I haven't been paid since the middle of May. I've grossed $15000-$17000 in that time and received nothing. No pay stub, explanation, or receipts of any kind. They lump mechanical and fuel costs together and charge whatever they want for mechanical work done on my truck without my approval or receipts. I feel trapped and heading for financial disaster. I've tried working with them but they don't return calls or tell me to talk to the owner and he doesn't return calls either. My credit is being destroyed and I have no choice but to continue driving and they continue taking whatever money out of my pay without approval. They say I'm in a lease but I don't recall signing one not have I even seen it to read. In need of help.
TRYING TO FIND INFO ON BEING ON SALARY, IVE BEEN ON SALARYView more employment law questions
IM JUSTING TRYING TO FIND INFO ON BEING ON SALARY, IVE BEEN ON SALARY FOR A FEW YEARS AND I WORK 12HOUR DAYS AND I WAS JUST WONDERING IF A EMPLOYER CAN DO THAT I WORK 6 DAYS A WEEKJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CALIFORNIAJA: Have you talked to a lawyer yet?Customer: NOJA: Anything else you think the lawyer should know?Customer: NO THAT WAS IT