We are a restaurant in Roswell, Georgia, USA. There is no
We are a restaurant in Roswell, Georgia, USA . There is no employee handbook on place, no written contract between the Restaurant and the employees. We have two employees one has been here for 5 yrs. now and the other is less than a month, and they are not following the new guidelines . 1) wear a uniform 2) follow their duties (ie: counting the bar inventory). Is there a legal way I can:1) Fire them ?2) Or reduce their wage (currently they are making usd 9.00 per hour , so We can reduce to 2.50 per hour and move them to the server area (waiter/ress), so they can leave and get desperate?
I stepped down as a manager to a part time associate at my
I stepped down as a manager to a part time associate at my job, and because of that was told I'd receive a pay cut. But I'm still receiving the same wage. If I keep my mouth shut does the company have the ability to require me to pay back the difference when they figure it out?
I have a question about employment law, specifically ADA and
Hello, I have a question about employment law, specifically ADA and discrimination. My employer is a large (over 1,000 employees) company covered by ADA provisions. I've worked for them since 2012.In March of 2016 I had to take a demotion with a pay cut as a reasonable accommodation for my disability (scoliosis), as it required me to work from home about 3 days a week. I was a junior manager and was told that my employer "does not allow people to work remotely/from home and have direct reports". Please note that this happened after I repeatedly asked for an accommodation for months and was not taken through the interactive process - instead I was written up twice for working from home too much.Last week another junior manager was promoted within my team. All of her direct reports are located outside of the state - she manages them 100% remotely via phone and email. Another junior manager was also promoted - she has about 50% remote reports, and her manager is in a different state (proving you don't have to be in the same location as neither your direct reports nor your manager).I believe I was discriminated against when I was told that the only way for me to continue working for the company was to step down. I was told that working from home even part-time was not acceptable, however, there are two people who are able to perform all essential functions of the job with remote reports and remote supervision.Should I file an EEOC complaint alleging that I was treated unfairly as proven by the promotion of these two individuals?Thank you!
I asked my employer about the new labor law, that goes into
I asked my employer about the new labor law, that goes into effect on December 1, 2016 for salaried workers, in regard to how it would effect my pay and hours. I was told by my employer that my salary will be the same they will just refigure the income to include all of the hours I currently work over 40, so basically, I'm not coming out ahead at all and if I don't punch out exactly at 45 hours then I will end up with a pay cut. This seems to go against the intent of the law. Is this legal?
I have a hearing impairment and was granted Reasonable
I have a hearing impairment and was granted Reasonable Accommodations at my job for 2.5 yrs. My job is working in administration as a RN Team Lead of Orthopedic Surgery at Duke Univ Health Systems. After a reduction of Staff in our Operating Room, it was decided that Team Leads would be doing "more" staffing. Since I was exempted due to my Reasonable Accommodations (in writing) I was asked to undergo an Audiology Exam and apply for the Accommodations I already had. That showed the obvious "life limiting hearing impairment" and instructed to "return to work, acceptable for limited employment in this position" (Supervisor to review ADA policy). Quote from the examining physician. After 2 months of me returning to work, I was told that they could not allow me to continue in my TL position and offered a stepdown job with a $15K/yr pay cut. I file a complaint/grievance with Duke and their conclusion was no discrimination. I received a Certificate as a Legal Nurse Consultant, studied ADA law and went to the Raleigh, NC office of the EEOC and filed a complaint. After meeting with me on 2 occasions, a fact finding conference was called and Duke showed up with 6 attys and 5 witnesses. Duke had established that staffing was a part of the job description and an "essential function" of the position as well as "direct patient care" for which there is no legal definition and is not part of the NC Board of Nursing Roles and Responsibilities of a RN. The EEOC issued me a Right to Sue letter and I'm working with an attorney. What I would like to know is can I appeal the Raleigh EEOC decision to another regional office for review. The fact finding session was filled with Medical jargon that was way over the Investigator's training to understand, and we desperately needed someone to assist in their review of all the findings so they could understand the case better and they would have jumped on Duke. You can't elevate a Marginal job responsibility to the level of Essential after two years of excellent reviews of the work done under established accommodations. Thanks for your advice.
I was placed to work for a health care facility "contract to
I was placed to work for a health care facility "contract to hire" via a temporary firm. When I was brought on by the facility as a permanent employee their offer was $11,000/year less than what I was making as a contract to hire. Never was there ever mention through the temp that my wages would decrease when/if I was made a permanent employee. I left a stable position thinking I was making a move to a better company. I feel completely mislead by the recruiter. Now I have a very large pay cut. Do I have any claim against the temp company?
Not sure if I have anything or not. I am the Safety Director
Not sure if I have anything or not. I am the Safety Director for a company that has four divisions. The division i mainly cover for has parked the trucks and is no longer operating. I was asked to stay on for sixty days to help close down operations. Now I find out it is to train my replacement. Although I worked mainly for the trucking operation I still performed new hire orientations, Safeland training, drug & alcohol screening, accident investigation, and occasionally conducted monthly safety meetings for the division that is remaining operational. The person taking my place has none of the certifications needed to replace me. The company has already paid for him to become a drug screen collector and next week he will go learn to be a Safeland instructor. I am 58 years of age and this person is much younger.JA: What state is this in? And how old is the truck?Customer: Oklahoma, there are many trucks, a fleet of 60 when they shut down operations.JA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: I feel my employer will say age was not a factor it was a money decision, however I would have take another pay cut if they would have asked.JA: When we are ready I'll take you to the appropriate web page.Customer: ok
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
Can a employer cut pay in a certain section, although they
can a employer cut pay in a certain section, although they are doing the same or equal work as other employees. this was under the pretense that other sections were going to have a pay cut also. Its been 2 1/2 years and no other sections have taken a pay reduction. this company is massive and has factories all over the world and thousands of employees and this pay cut affected 39 employees, so it was not about the money.
I accepted a sales job and signed an agreement that the pay
I accepted a sales job and signed an agreement that the pay would be $30000/yr plus 12% commission. After only 3 months, they told me they were changing the pay structure and taking away the $30000 salary with no change in commission percentage. They wanted me to sign a new agreement to tha effect. Can an employer change a pay agreement with only 10 days notice? Or do I have to just agree to taking a huge pay cut?