My wife has been working at a company for over a year. She
My wife has been working at a company for over a year. She is full time with benefits and such. It is an "at will contract" but has been full time.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Is the employment agreement "at will," union, full time or part time?Customer: At will but she has been full time there for over a year.JA: OK. To minimize me, please click the down arrow at the top right corner of this box.Customer: About 45 days ago she was informed by her supervisor she needed to improve a few areas or she would be let go and that would be addressed in 60 days.JA: Anything else you want the lawyer to know before I connect you?Customer: Today they terminated her employment. It is not yet at the 60 day mark and they are not offering any severance. Just sign these papers and go home. I told her not sign anything yet. And wanted to know if this is legal and if she is entitled to severance
How to approach an exit interview if company performance
how to approach an exit interview if company performance hindered work productivity to establish severance if leaving or terminated? when working as W2 paid hours are 40 work levels typically run 50-60 hours, is there recourse to negotiate severance. your suggestions on how to posture?
I have a question about what potential recourse I have with
I have a question about what potential recourse I have with my employer of 10 years, who I suspect will put me on a PIP this week.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Is the employment agreement "at will," union, full time or part time?Customer: at willJA: Anything else you want the lawyer to know before I connect you?Customer: Its a very large company (85K people, etc.)
Just got off. Told my position was no longer needed by the
Just got laid off. Told my position was no longer needed by the company, but they also just hired a consultant that will be doing exactly what I was doing. Long story short. They moved my position to another dept last November, the new manager hired new workers and was going to lay me off then, but my current boss kept me in another position as he needed my skills. 2 months ago, my boss up and quit and I got moved to that other dept anyway and am now being laid off. They only offered me 3 weeks severance. Just wondering if I have any recourse for a better severance?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: UtahJA: Is the employment agreement "at will," union, full time or part time?Customer: I'm pretty sure it was "at will". I've been there just over 3 years.JA: Anything else you want the lawyer to know before I connect you?Customer: No way to prove it, but this was a personal thing. The new manager didn't like me for some reason.
Our department was recently offered a relocation package to
Our department was recently offered a relocation package to relocate from Plano, TX to Santa Clara, TX and a severance package if we do not accept the relocation offer.Company offered all of us a 10% increase in salary, and with the high living/housing cost, even if I'm interested in going there, I'm simply unable to afford the cost of living and unable to rent a place for our family. So I asked HR for a increase which was turned down based on the reason its company policy and that I should look for future possibilities, when I talked to my manager I was also turned down saying that it will be tough for first few month. But in reality, I can't go because I simply can't afford it. The lowest rent I can find will cost over half of my current monthly pay and I also have a family to take care.I also requested to stay here in Plano, TX since my primary job responsibility works closely day to day with department in Plano, TX, which was also turned down because my manager want our whole department to be in same office, and asked that my job responsibility can be passed to other employees that will reside in Plano, TX office, or I can continue use phone/email to communicate with Plano office department to support them if I do move to Santa Clara, and they can get someone else in Plano if necessary.I was also told I'm unable to negotiate my severance package since it is not required for company to offer anything at all and I should appreciate whats been offered.Is everything here legal and I should just accept the offers the way it is. I feel like the company simple want to get rid of us by intentionally offers a low relocation package.We heard rumors about the relocation last month, and This news came last week and we have 2 weeks to decide.I don't feel right about all this, but I don't know if there is actually anything wrong.
An employee has been caught adjusting her time clock
An employee has been caught adjusting her time clock entries. She is a retail employee of mine in the state of MD. I have executed a Disciplinary action on that and the situation around the time clock adjustment. Employee admits to the wrong doing, says "it was only this one time" which I'm not sure about and doesn't "know why I did it. I panicked." I feel its inappropriate to give this Manager a pass - sets bad precedent for the team. She has acknowledged the wrongdoing and knows i "have to do what I need to for the company." I've been advised to execute a termination and severance document but cannot find a template that does not seem overly cumbersome. I have grounds for termination...however I could "soften" the termination with a week's severance "to be nice" but MD law does not appear to require it. Or give her the option of immediate termination or acceptance of her resignation.I need:- guidance on which option to execute- termination template and guidance on delivering (e.g. do I need to set aside a certain period of time - like 21 days for her to review and sign...then 7 days to change her mind after signing to put this behind me and or issue severance payment.)
I was recently part of a mass layoff from Pearson education
I was recently part of a mass layoff from Pearson education and now I am trying to get an employee verification letter on from them that specifies my work experience (what I did in my job) so I can qualify for a teaching credential program. But they won't give me anything on letterhead or beyond just basic information of the dates that I worked there. I finally today got the name of the HR person so I have emailed her but I fear I may need a lawyer to get this information (and I don't think they are obligated to give it to me). What should I do? Why are they dragging their feet like this?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude