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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
I have a consulting firm and we are responsible for hiring
I have a consulting firm and we are responsible for hiring resources in state and local and government positions across the US. However, we have a young lady that we sent a continent hire letter to and it slipped through the cracks that a background check was completed and she came back with a felony? We want to be careful not to discriminate against a felon, but we cannot hire into a position for a government facility. How do we put this in writer without putting that company at risk?
I recently had to report an employer to the IRS and labor
I recently had to report an employer to the IRS and labor board because he was altering paychecks so that they would equal zero. I warned my coworkers to record their hours and pay and to take inaccurate stubs to the labor board because they company is not paying minimum wage and stealing wages. Can I get in trouble for this? I thought that not paying an employee their wages was wage theft.
I was under contract with Aureus Medical at university
Hi. I was under contract with Aureus Medical at university hospital in las vegas. I was terminated because they said I walked out of a surgical case (they have since admitted they were mistaken) and refused to do certain cases. I had 16 working days left on my contract and a $500 completion bonus I lost out on.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: NevadaJA: Have you talked to a lawyer yet?Customer: no, you are the firstJA: Thank you.Customer: You're welcome. Now what?JA: Anything else you think the lawyer should know?Customer: It was lies and a mistake on the part of the hospital. They breeched the contract. I am owed 16 days of pay, the completion bonus of $500, my travel expenses of $300 were denied. They have defamed my character. I had to be out of the provided housing in two days. It was my 40th birthday. I have expenses due to the hardship.
My friend was terminated over a year ago for "performance".View more employment law questions
My friend was terminated over a year ago for "performance". We live in VA but are union members and protected against terminations without "just cause".The union wants to settle for $1000. She want her job back.The grievance procedure has been followed & no deadlines have been missed.We are confident we would win arbitration, we just need to get there.Even the executive board has voted to go to arbitration but shortly thereafter we were placed under trusteeship & they appear not willing to go there.What is her recourse?