Can a corporation close out and deny time off daily if they
Can a corporation close out and deny time off daily if they are a cost center in Nebraska?JA: Is the employment agreement "at will," union, full time or part time?Customer: full time and part timeJA: Anything else you want the lawyer to know before I connect you?Customer: Does a Nebraska corporation have to pay accrued PAID TIME OFF when a person is termed?
Counselor at Law
At my current job- "keeping employees" is a problem. They
at my current job- "keeping employees" is a problem. They are short staffed and people are being "forced" to work mandatory overtime. If this was every "once in a while; tht'd be one thing.... but 3 days straight- they (the employer) had to manitory the whole day shift... about 30 people. Just last week, I was forced to work 21 straight hours and was expected to return the next morning for my sift.This may sound petty; but is there anything that can be done?Staff are tired and people can't keep this up indefinably! We've been being told... it'll get better... it just needs time. It's been this way for bot 3 monthyour advise would be appreciated.Thank you,Marcy
Each pay period 3.5 hrs. is put towards our PTO and 1.5 hrs.
Each pay period 3.5 hrs. is put towards our PTO and 1.5 hrs. towards our UTO. Is it legal for employer to make it mandatory that we have to use either our PTO or UTO if we do not want to work a mandatory overtime? Even if we call out they said they will use it. UTO I can understand but not the PTO.
My adult son, who is married and has two children, works
My adult son, who is married and has two children, works for a seasonal display company. They contract with Malls to construct and decorate malls for the holiday season. It is a small, privately owned company and therefore not many employees. My son is basically in charge of a group of people working to accomplish this companies contracts for decorating for Christmas. This begins in late October or early November and involves long hours and travel to different cities. He lives in Zanesville, Ohio and travels to Columbus, Dayton and Cincinnati. Many of his days 17 hours long, with two or three hours of sleep and back on the job. Is this legal for the employer to expect this strenuous schedule? He has asked me to inquire.
I work and live in Pennsylvania. My question concerns
Good morning.I work and live in Pennsylvania.My question concerns mandatory overtime.Is there a time frame between when a employer can tell you you must work mandatory overtime and the start of the overtime?The question refers to this situation.As finishing (last 5 minutes) of my 8 hour regular shift, my supervisor informs me that I must stay another 4 hours.Thank you for any information.Andrew
I was wondering if there was any laws in Colorado that
I was wondering if there was any laws in Colorado that protects only parents from losing their jobs because they have to be home being a parent? My company has mandatory overtime and won't shift me to the dayshift and my kids therapist wrote me a letter to give to my company stating that it's absolutely necessary for me to be home as often as possible I'm willing to put in my 40 hours a week and overtime when I'm able to
My question is concerning the automatic disciplinary steps
My question is concerning the automatic disciplinary steps taken against an employee who refuses unplanned last minute mandatory overtime. The overtime is due to the unannounced use of FLMA taken by another employee. The unannounced/unplanned FMLA obligation causes others with their own family obligations (ie: pick up children at school)to refuse the then mandatory overtime, resulting in disciplinary action (ie: letter of reprimand, loss of company benefit). Can the company reprimand the employees who refuse mandatory overtime due to the last minute/intermittent use of FMLA from an employee. This is not an isolated case in our department, but is an ongoing situation.Thank You for your time.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I was employed as a customer service representative and had
I was employed as a customer service representative and had to take a FMLA LOA because of health issues and was in the hospital for 8 days. About 2 weeks after I was hospitalized, I called my manager and told him that I would not be in to work since I was still recovering. The manager said you have 4 hours left of FMLA time and after that I have to terminate you per company policy. All I only said "okay". The next day I emailed the HR dept and asked if I could get a copy of the letter of termination. Was I surprised to hear that I have resigned! This manager lied to the HR department and to me. Is there anything that can be done to correct this? How about back pay?