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Recent Pay Cut questions
I was fired 60 days after returning to work from FMLA. I
I was fired 60 days after returning to work from FMLA. I returned to work, but did not have a full workload. They told me that I could not work from home on my scheduled day because I did not have enough work and I can't book admin or available time from home. 3 weeks after I returned to work, I was given a PIP. The PIP stated that there were previous conversations regarding performance and attendance back in Dec 2015, Feb 2016 and June 2016. They also stated that I had been requested by HR to complete the necessary documents for a background check because they never did it when I was hired, even though I had already been on the job for over a year and was not trying to promote. I told them I didn't think they could legally make me submit to a background check after the fact. Needless to say, a condition of my corrective action was to allow them to run a background check.I had my annual review on 7/21. I filled out my self evaluation and was very blunt that I was unhappy because I had not been given any additional training to move ahead, though my other co-workers had. I said that I was disappointed because the opportunities that were promised to me never happened. I took a $5 pay cut because I knew what my skills were and that if given the time and training, I would be able to advance. I also submitted my engagement evaluations to my clients that I had been servicing for over a year. All five were excellent; exceeds expectations and meets expectations. However they said that the client I had just taken over 3 weeks prior for a coworker who went on maternity said they gave me a bad review, though I never submitted an evaluation to that client since I had only had them for 3 weeks. That was there reason for letting me go. I also was chatting on our messenger with a coworker telling her that she did not qualify for being exempt and that she should say something. We found out later that our network messages were read by the VP, though I dont know if she read ours. Unlike other employees who have left the company, my toggle time tracking access was cut immediately, keeping me from comparing my timesheets to my paycheck and my employee file was deleted from the server. My aunt is an employment attorney said it sounds like they retaliated against me for taking FMLA and for possibly not wanting to agree to the background check.
I work company that has Winter Hours and Summer Hours. 8-5,
I work for a company that has Winter Hours and Summer Hours. 8-5, weekdays in the Winter, plus 8-12 every third Saturday, set up on a rotation. Then, for the Summer hours, we start at 7:30 and work until 5:30, plus every other Saturday, 8-12, also on a rotation. We have a 1 hr. lunch period and 1/2 hour break in the morning. When the company I worked for was bought out by my current employer 15 years ago, they decided to keep my wages as salary, paid the same amount every two weeks, since I was a department manager at the time. After one year, I was no longer manager, moved to a floor technician position but my pay was kept the same but with no commission as most of the other techs have. My question is this: Every Spring when our hours change, I feel as if I'm taking a pay cut, having to work 94 hours per pay period, over 10 hrs. for "free" since my salary does not get adjusted. Is that right? Or should I be looking at it from the other end and be happy to get a pay raise every Fall when the hours shorten back to roughly 84 hrs./pay period? The hours change within a couple of weeks of the Daylight Saving Time changes, Spring and Fall. (7 months on Summer hours, 5 months on Winter hours) This calculates out to $2.76/hour difference comparing Summer to Winter hours.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I have Parkinson's disease and a very gh level job that I
I have Parkinson's disease and a very high level job that I can no longer perform. I'm going into a lesser role with lesser pay to see if I might be able to perform that role- but it is still fairly high level and high pressure. It is the brain function of the disease- short term memory issues, the ability to think clearly, muddled thinking, blurry vision (despite corrective lenses) that has my doctor and I discussing taking a leave on short term disability to try some new meds but if they don't work, I may be out permanently. Any advise as to what to avoid doing or not doing with regard to my employer at this time. I want to be able to work if I can but need to protect my income that will come from long and short term disability policies if not. I'm in state of FloridaJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: FloridaJA: Have you consulted a lawyer yet?Customer: No- I will need to seek advise from an employment attorney but need to find one first. I'm meeting with my neurologist today though and looking for some quick answersJA: Is there anything else important you think the Lawyer should know?Customer: Just that I agreed to the lesser job but am still transitioning so in my old job title and former pay--- about to take a $15k pay cut into the lesser jobJA: OK. Got it. I'm sending you to a secure page on JustAnswer so you can place the $5 fully-refundable deposit now. While you're filling out that form, I'll tell the Lawyer about your situation and then connect you two.
This is job in NJ. 1. My employer cut my paycheck (by
This is for a job in NJ.1. My employer cut my paycheck (by 80%) to min-wages on my Mar 15 paycheck, and said it was temporary and they would back pay on the Apr 30 paycheck. All of this was communicated verbally and no documentation has been signed. I continued to work on good faith.However the Apr 30 paycheck is still at min wage.2. My employment contract has a 2 month notice period for termination by the employer that states I will be paid for 2 months after termination.3. I have told them that if they cannot pay me the wages on my contract, they should terminate me, so that I can file for unemployment and look for another job.4. However it appears they are waiting for me to resign so they can avoid the 2 month termination pay.Questions:1. Am I legally entitled to my full contracted wages for the period they cut the pay ?2. What can I do to effect a termination so I can get the 2 months termination pay ?
I was given a redundancy letter, with a 90 day notice period.
I was given a redundancy letter, with a 90 day notice period. The company subsequently announced a 15% pay cut across the whole workforce. If my 90 day notice period was issued before the company pay cut was announced, should this effect my monthly pay and final redundancy payment? (which is based on my basic salary)
My husband has been terminated from his present position he has been at year
hello, my husband has been terminated from his present position he has been at for 16 years - he has gotten all 4/5's out of 5's on reviews for the past few years - never been promoted - never a raise - took away % of his stock - and asked when he is going to retire - and since he has had a heart attack 2 years ago kept asking legal when can we legally let him go - he is 63 and holds the dept together - he makes $$$ then others and the person under him makes half of what he earns - now in the last three years that person has gotten raises and was informed they will move him up - They are telling my husband the work is just not there - they lost clients - but they are signing more in Aug and his last day is 6/3/16 - They put him to three days a week - which made him lose his life insurance - made him train people in India - and the person below him - My husband is getting ill over this - he is not feeling well - plus he has in writing from the man who is firing him that he is getting hi
My employer offered me a demotion with a considerable pay cut
my employer offered me a demotion with a considerable pay cut or i could accept termination. this was based on information that they gathered from clients who i had called on in the past however had very little contact with when I was accused by my employer that the client didn't want me in their retail stores -- My employer would tell me exactly what was discussed so I could respond. - I believe this is part of a bigger issue internally because I questioned a business decision that I thought to lean toward collusion with one retailer against another1) do I have a case for defamation against these retailers that led to my demotion2) might I have a whistler blower case if in factm y employer did commit collusion
I am a produce Manager store that I have workedView more employment law questions
I am a produce Manager for a store that I have worked for 38 1/2 years.I have been asked to step down from my position.I have been asked to fill out a Voluntary Step Down Request form.I was talked to by an HR representative of the Company and My Store Manager.Now I have been told that there is no Guarantee for possible employment.If I don't fill the form out they will write me up for 7 to 10 weeks and it will be a living hell.They have told me I make to much money.The position I will be offer is Union Clerk employee.If they don't have an position would I have the right to collect unemployment if I fill out the Voluntary Step Down Request form?