I'm just curious. I worked in the Food Service department at
I'm just curious. I worked in the Food Service department at a Monastery for 3 years and developed a close relationship with two of the Sisters who were Chaplains. I considered them to be my spiritual advisers. Last October, the adjoining Health System took over operations of our department and I was named the Assistant Culinary Director. The new operator committed several rules violations (NLRA and Medicaid) and I always brought my concerns to my direct supervisor with a "How can we fix this?" approach. About a week ago, near the end of my probationary period, my supervisor said that she had some concerns about my attitude and she felt that I was subconsciously trying to undermine her efforts in our department. I asked for a meeting with my supervisor and the CEO of our facility, which occurred, but the drama kept escalating. Last Tuesday, I sought the counsel of the two Sisters who I had always approached in troubled times. The next day, the CEO called me into her office and told me that I had committed the "ultimate betrayal" by talking to these two Sisters. I responded that the two Sisters were my spiritual advisers and that I had every right to talk to them. The CEO responded that I could speak with the Sisters but that I was not allowed to mention anyone's name. I told the CEO that I felt that she was violating my civil rights. I then filed a report with our company's headquarters. The next day, I was again called into a meeting with my supervisor and the CEO and at that meeting the CEO stated that she never told me that I could not talk to the Sisters. She also notified me that my performance during my probationary period was unsatisfactory and that my probationary period was going to be extended for another 90 days. Today I received a phone call from the Human Resources department; my employment has been terminated.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MinnesotaJA: Is the employment agreement "at will," union, full time or part time?Customer: I was a salaried employee At WillJA: Anything else you want the lawyer to know before I connect you?Customer: No thank you
I'm a college student working at a independently owned mall
I'm a college student working at a independently owned mall store. My employer has in writing and has verbally announced that any employee who talks about their wage to other employees may be dismissed from employment. This is a violation of section 7 of the NLRA, right?JA: Because traffic laws vary from place to place, can you tell me what state this is in?Customer: UtahJA: Has anything been filed or reported?Customer: Not yetJA: Anything else you want the lawyer to know before I connect you?Customer: I have no intention of suing for money or damages, I simply want my employer to change her policy and respect our employee rights.
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