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Recent employment law questions
I was working with software Company A, who had a off shore
I was working with software Company A, who had a off shore vendor partner Company B. I quit my job and May 31st was my last day with A. I am not working with on my own venture and partnering with Company B for off shoring needs.A week after my last day with my Company A, I received a letter from their lawyer saying1. It is a reminder that as per confidentiality agreement, I should not use confidential info on their products or clients2. I should not retain any company documents or data3. I should not solicit the company employees[on my side, I don't have any of their documents and nor do I intend to build any competition for them. I am just trying to consult with other companies to build Engineering teams]However, there is also another paragraph saying- that this letter puts me on notice of conduct for taking to business or people such that they don't do business with them. Stating --> as an example, your recent interactions with Company B has come to our notice[Again, though I am working with the same company B, I have never told them to not do business with company A. So, I am suspecting that my previous company A has gotten a whiff of my aggrangement with company B and is concerned that I might use the same off-shore team, use the knowledge that I have on their product and build competition]This letters asks me to sign and confirm that I will never1. Solicit their employees2. Use confidential data3. have returned all data(this was already signed as part of exit)I am also supposed to sign this and return by today, else pending legal action.My question is1. Am I liable to sign any documents like this?2. They state that if I don't sign and send, they might get injunction and take legal action. Is this just to make me sign or is this legit?
Is there a way to find out if a person is actually an
Is there a way to find out if a person is actually an employee of somewhere? For example ***** ***** Wright, Chief Engineer of Edison Chouest Offshore LA. He claims to be 51 years old and from LA California, born August 25th.
A Board of Directors places an Executive Director on administrative
A Board of Directors places an Executive Director on administrative leave (verbally) to investigate a whistleblower claim. The claim has no founding. The Board of Directors has a history of constant communication with the staff to undermine the Executive Directors authority which has caused a hostile environment. The Board President will not communicate with the Executive Director and the ED has been on admin leave for 1 month.The whistleblower claim was from an employee of 1 month that was still under probation.In the meantime, the Board is operating the non profit and not allowing the staff to talk with the Executive Director. Is there a breach of contract due to the Board not doing their duties and overstepping the ED's rights to oversee the staff. Additionally, the whistleblower was not suspended during the investigation -so the whistleblower was running the agency during the ED's absence.
I am a 46 yr old who was a senior manager (held the position
I am a 46 yr old who was a senior manager (held the position of General Manager reporting to the Managing Director) and was released along with several other as part of a RIF from an offshore construction company in Houston, TX yesterday. I did not have an employment agreement. Company has offered a severance including payout of an LTI that was to be paid out in 2018 along with 3 months pay since my offer originally noted that I must provide 3 months notice. The severance also includes the typical COBRA after the end of the following month's expiration of health care benefits. When I was severed from a previous employer here in Houston in the same industry, there was additional severance allowance including an amount for being over 40 and for years of service at the company. Does Texas law require this or are severance allowances a company by company decision?
I filed a formal HR complaint about harassment I was receiving
I filed a formal HR complaint about harassment I was receiving from a superior over the course of a year. I brought this harassment up multiple times before I typed something official up.I was told by HR they would reject any official writeup and they only allow their own records and notes in complaints and that I'm not able to see those notes so I have no idea what they said or didn't say. As I understand it in my state they legally don't have to provide me the notes, but it seems pretty shady not to keep my writeup?First part is that even legal?Second, I met with them in person and a lot of what they said was pretty inaccurate. So, I wrote up meetings notes for exactly what each person said and submitted it to them saying if they disagreed with anything we could edit it, but it was actually accurate.They told me this time they won't accept meeting minutes either and that they would only discuss it in voice because they won't out anything in writing. Aside from being obviously shady, is this legal?I know what HR is afraid of, they know very well the case is valid and what they did in the meeting amounted to being bullied. But I'm just amazed that the tactics would be legal.This is New Orleans, LA if it matters.
I work major city in Texas. I had an argument with a
I work for a major city in Texas. I had an argument with a co-worker on the floor. It took 2 months for the investigation and the other person was an asst supervisor. Last week the ADM and supervisor for the shift of the occurrence (I was working overtime) pulled me in the office say due to witness statements I started the argument. I was written up for disruption in the workplace. The other woman was not. The ADM then looked at me and told me he has seen changes in my moods and is recommending mandatory EAP. He is not my manager and I never see him. I am still stunned. I have already been using EAP due to personal issues. I tried to tell him this which he ignored. I then felt I had to give more info as to why which is none of their business. He still ignored me, called EAP for our City then put me on the line. Isn't there a HIPPA violation? I want to name him, the supervisor and this division in a lawsuit if possible. Please tell me I have a case. I believe am have been targeted my the Division for not going above and beyond like everyone else and being regular average which should by no means jeopardize my job. Thank you
I am employed with a Offshore company and now I feel that I
I am employed with a Offshore company and now I feel that I am getting the run around from the company about returning to work.After the fact that my endocrinologist has approved me for the type of work that I do. Zero incidents have occured with me and my condition. And I was just fired because the Dr at the clinic I recieved my physical wouldn't release me.
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I am being coerce to resign from my job as a physician. I wasView more employment law questions
I am being coerce to resign from my job as a physician. I was planning to leave in two weeks because of the working conditions that I have endured for the past 2 years have become untolerable in the the past 6 months. My boss states that he is terminating me with cause. Giving absolutely false reasons for cause like refusing to see patients, not seeing enough patients in a day. I have proof that this is not so. I had a contract which expired 8/15 and we never talked about it or renegotiated the terms of the contract. He arbitrarily changed the hours of operation in May from 8:30 to 8 am. He knew absolutely that I would not be able to make it on time daily. He did not give me any notice in the change of time prior to doing it. At that time I had emailed him that I would do my best to make it but that I rehearsed it many times and sometimes I would get there at 8:10 or 8:20, depending on traffic and accidents it is a 1+hr commute time. I complete my work in a timely manner and all my duties as agreed. JA: Thanks. Can you give me any more details about your issue? Customer: My issue is that terminating me with cause is a horrible since for my career. I told him that I was planning to give him a 2 wk courtesy notice before but under the current circumstances I do not feel confortable doing it that. I had advised her/him in September about the problems with another physician and he did nothing. Another physician left because of the same reasons. 4 physicians quit suddenly without any notice because of the horrible working conditions . He found out that I am looking for a job and he decided to terminate me with cause so that I can not find work and become the competition for him. I never expected this from him because I have worked so hard for 4 years. Now , when I mentioned that I needed to talk to my lawyer they said we want to do this in a amicable way;however termination with cause has nothing amicable about it. JA: OK got it. Last thing — Employment Lawyers generally expect a deposit of about $18 to help with your type of question (you only pay if satisfied). Now I'm going to take you to a page to place a secure deposit with JustAnswer. Don't worry, this chat is saved. After that, we will finish helping you.