I am an owner/operator of a small business in San Antonio,
I am an owner/operator of a small business in San Antonio, TX. I run the business with my girlfriend. I have an assistant manager and several employees that are friends and have gone behind my back to access payroll records to determine I am paying another assistant manager and some staff slightly more. They have decided to cause an uproar in the business and also have told my girlfriend I am meeting employees at the business after work which is completely false. It is a complete disruption and distraction in the business as well as my personal life. In Texas, what is a legal reason to terminate their employment for this behavior. Thank you. Matthew
I requested a list of employees and their supervisors in order
I requested a list of employees and their supervisors in order to update our Concur system and add new accounts. I am not a member of HR. The document HR emailed me from Excel had not been copied into a new document, so when I segmented the list (for formatting and upload) into different sheets, all of the hidden information appeared.I noticed I was the lowest paid in my department (again, not HR). Which was upsetting, and even though I was angry, all I did was print off the lists (with my name highlighted) and give my supervisor the copies and informed her of the error on HRs part. She apologized profusely.The next day I was called into a meeting with my boss and HR and was told that by looking at the information I had committed a termination level offense, but that they were only going to write me up. This write-up now prevents me from getting a job in another department (which I applied for several weeks ago).1. Was it legal for them to write me up for looking at the information that was sent to me?2. Do I have any recourse whatsoever? I noticed today that they had added an extra drive to my computer (that I don't have access to) that is the exact same size as all my files backed up. It was added the same day they told me I had committed the offense.
My daughter was told to train a new re and check her work at
My daughter was told to train a new hire and check her work at her place of work which is a dermatologist office. This employee was hired from another office. MY daughter is not paid or delegated as a trainer of this office. She is one of six medical assistants in the group. An employee brought the attention of this new hires salary due to this new employees own error of displaying her wages and walking away from her computer. My daughter asked the question as to why did she have to train, she was not the trainer and this person makes more money. She was told today by the office manager that tomorrow her boss intends to give my daughter a verbal warning due to discussion in office of this persons salary. If it should happen again more severe consequences would be applied. My daughter did nothing illegal I feel this is harassment. Does the NLRA protect her from any of this? We live in Michigan.
If Union representatives make a formal request of management
If Union representatives make a formal request of management to meet to discuss wage increases, health-care benefits, holiday pay, the amount of union dues, and the frequency of union elections, does management have to comply? What if management rejected the request outright and just raised wages by two percent for all employees? Do the Union representatives have any recourse?
I AM WORKING IN BROOKLYN WHICH REACHED A CBA
I AM WORKING FOR CABLEVISION IN BROOKLYN WHICH REACHED A CBA WITH A UNION. I DONT WANT TO BE PART OF THE UNION AND WILL PAY THE DUES IF I HAVE TOO. WHATS MY RIGHTS
Counselor at Law
My union appoints vacant VP board seats via the board itself.
My union appoints vacant VP board seats via the board itself. I with the backing of my area wanted to fill the seat. They denied me, not saying why. We expressed this desire using a written petition and emails to the current President. We believe it is because I ran for President of the union that I was denied. They then covered our area with a non elected just appointed VP at large. Is this legal under the NLRA (8B1A)?
Attorney At Law
Doctor of Law w/ highest honors
International Union Of Operating Engineers has denied member
International Union Of Operating Engineers has denied member access to the referral system, by refusing to let me view and make note of those members behind me on the refferal list "deck" to ensure that member is not being skipped over. What section /paragraph shall I cite in complaint?
I'm trying to persuade my coworkers to unionize. I work at
I'm trying to persuade my coworkers to unionize. I work at a large call center which uses magnetic IDs to limit employees' access to nearly all doors except entrances and their own departments. The building has a parking lot and a large break area for several hundred employees to use in staggered shifts. The building's many locked doors make the break room and parking lot unwieldy for anything other than very brief, random encounters with other employees who are usually in a hurry to and from their respective departments. What are my legally protected means under the NLRA to advocate for a union in this environment? (In other words, how do I advocate for a union on company property in a way that makes firing me for it illegal?) Am I limited to using the break room or parking lot off-the-clock?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude