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Can i be denied I pay raise because of a corrective action

Can i be denied I pay raise because of a corrective action memoJA: What state are you in? It matters because laws vary by location.Customer: ArizonaJA: Has anything been filed or reported?Customer: YesJA: Anything else you want the lawyer to know before I connect you?Customer: I was also supended for 3 days and denied the yearly bonus as well

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RobertJDFL

Attorney

Juris Doctorate

14,640 satisfied customers
Ido, yes, at will full time, ive been harassed by my boss

IdoJA: Have you documented this or discussed it with HR?Customer: yesJA: Is the employment agreement "at will," union, full time or part time?Customer: at will full timeJA: Anything else you want the lawyer to know before I connect you?Customer: ive been harassed by my boss and ive told her supervisors and issue has not ben resolved

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RobertJDFL

Attorney

Juris Doctorate

14,640 satisfied customers
Chinese company with California US office pays living

Chinese company with California US office pays living expenses to COO and Project Manager. PM just graduated, her father is a high ranking official in the Chinese government. she has been with the company for 6 months and is receiving "bonus", she must provide her living expenses to receive, however called bonus. I have been with the company for over 20 months and am the only US citizen and CA resident, one employee is on L1 visa other is H1 visa. They just became employees last July (2016). My duties as Office Manager have grown to HR, Finance, Marketing, PR as well as liquidating the one corporate apartment when CEO was fired in June 2016. I assist with events, travel and other typical office duties. Due to the fact that I do not speak Chinese, I am not given the opportunity to go to any events, conferences or other entertaining opportunities. While the want to follow the same policies and procedures as China I have had to remind them that CA law does not allow for discrimination on age when hiring among other items.My question is, am I being discriminated due to the fact that I am not Chinese? I do not get the perks or bonuses that the two Chinese employees receive. Thank you

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Infolawyer

Attorney

Juris Doctor.

42,374 satisfied customers
After not being provided me with the proper opportunities to

Hi, After not being provided me with the proper opportunities to succeed, and being put on a PIP that i challenge the validity and the ethical side of, I am being released from Accenture. I able to negotiate my severance package? *Am I able to negotiate a severance package? i am currently being offered 2 weeks payJA: Was this discussed with a manager or HR?Customer: the PIP?JA: Is the employment "at will," union, full time, or part time?Customer: i believe accenture is an at will employer, and i was a full time employeeJA: Anything else you want the lawyer to know before I connect you?Customer: yes the deadline to the separation package is today

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RobertJDFL

Attorney

Juris Doctorate

14,640 satisfied customers
I have a question about the timing of resigning. No, at

I have a question about the timing of resigning.JA: Have you documented this or discussed it with HR?Customer: NoJA: Is the employment agreement "at will," union, full time or part time?Customer: at willJA: Anything else you want the lawyer to know before I connect you?Customer: No Ok, how much is this after that?

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Loren

Juris Doctor

43,646 satisfied customers
I have an employee Class A Driver whom has been employed for

I have an employee Class A Driver whom has been employed for 9 years, 65 years of age and has been having difficulties performing job duties and functions for the last two years. our company has always catered his work assignments to fit his abilities, however due to growth of company the ability to cater to his physical abilities is becoming difficult. he is going to be presented with a write up due to an infraction of hauling a load of Hazwaste that was not contained properly and then abandoned it in our company yard and left work stating he didn't have time to clean the truck leaving 5 personnel to finish his work. do we have grounds for termination? does he have any recourse against the company?

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RobertJDFL

Attorney

Juris Doctorate

14,640 satisfied customers
I would like assistants in determining if our employee is

i would like assistants in determining if our employee is exempt of non exempt.she is a Physician Assistant that is salaried "professional learned science" and works 37 hours a week to see patients.i need to find a lawyer to help me work thru this exempt vs non exempt so that i may understand how best to treat her, if she needs to make up days etc.Exempt or non exempt, that is the question?We are a medical office, and we would like to ensure that we are one the correct side of the law when it comes to our medical providers.There are several situations I will describe. Post reading them I would love to see about getting a formal letter stating which direction we should go with our medical providers.a) Mid Levels (Physician Assistants/Nurse Practitioners)They are contracted to work 37 hours a week. The providers are scheduled 3 ten hour shifts during the weeks and one 7 hour shift on the weekends. (The do get a 30 min lunch each shift)So in reality their patient hours are 35 hours…as we say a 10-8 shift (with a 30 min lunch) total hours they are at the office is 10 so we pay them straight thru.(This raises another side question: Since we pay them salary, but often break it down into hourly, to figure out somethings, when I break it down to hourly, would I do Salary/52 (weeks per year)/37 (hours a week they worked) = hourly pay OR would I do Salary/52/35 (cause that is actually “worked” hours a week?... )Back to point.Where we struggle.Snow days, training, working extra in the same week beyond 40 hours.One subject at a time:Snow days: We have an office policy that is in our employee handbook, that states, in the event of inclement weather and the practice is forced to close (management choice to close), then the providers are asked to make up another day for those hours missed working.The way the company sees it, is that we contracted the mid levels to work 37 hours a week, if they cannot work due to snow on Wednesday and we loss those 10 hours of patient care, we ask that they make up those hours on another day in the next two weeks.Is this something that is ok to do or not?I know it is based on if they are exempted or not, and that is why we are seeking legal advice.Working extra in a week:This is a two fold question:A) What if we design a providers schedule to be 41 hours one week and 33 hours the following week for a total of 74 hours every pay period.As you can see the provider could be possible viewed as working overtime in one week by an our if she is not exempted.However, if the provider is exempted then this would not be a problem.So can a provider wish to work this schedule and can the company allow it without having to deal with over time issues?B) If we have inclement weather, and ask our providers to make up the time, if they are working a 37 hour work week, if they make up another day of 10 hours, you can see that would place them into over time IF they were non exempt.We simple want to ensure that we are following the letter of the law to ensure that we are treating our employees according to state law.Training:We deal with machinery, such as lasers, that require advance training. This training we have done on and off patient hours… meaning, we have blocked patient hours to due training, and we have also schedule training on staff day off.Training helps the staff be better at their jobs to perform better care.IF we require staff to come in for training, does that also count as hours towards “working”Cause I read things like this… and then I get confused.Lectures, Meetings and Training Programs: Attendance at lectures, meetings, training programs and similar activities must be counted as work time unless all four of the followingcriteria are met: (1) it occurs outside normal scheduled hours of work; (2) it is completely voluntary; (3) it is not job-related (unless the employee attends an independent school or college on his/her own initiative outside work hours); and, (4) no other work is performed during the period.Making time up:If that provider wishes to take an hour earlier off, then we can require that provider to work an additional hour on another day.Our mid levels work an average of 37 hours a week in a 4 day time span, 35 hours seeing patients, and 30 mins daily for a break, which the company still pays them for.They are salaried yearly and we get paid 24 checks a year (1st and 15th ).They also get 3 weeks vacation, and other perks.Why we think our Providers are exempt: (Please correct us if we are wrong)Learned professionalsEmployees, including PAs, are considered “learned professionals” w

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Infolawyer

Attorney

Juris Doctor.

42,374 satisfied customers
What if HR and myself agreed(verbally) to employment

What if HR and myself agreed(verbally) to employment upgrade, in house, PRN to full time at hourly rate of $31.50 and signed agreement lists $41.00 hourly. I've been with company 10 years and believe my knowledge and skills are being compensated with latter sum. Can I assume this was a perk and continue to receive rate of $41.00 p/hr? What reprocussions, if any, should I anticipate? I'm a single divorcee that truly needs this job and would benefit with my newly based rate.

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Legalease

Attorney At Law

Doctor of Law w/ highest honors

15,386 satisfied customers
I am a Sr. Manager fortune 100 company and my boss is

I am a Sr. Manager for a fortune 100 company and my boss is requiring me to work/be at the office 8 hours per day while the people I supervise are allowed to work less than 8 hours per day and can remote from home. I live in Texas, is this legal? I have no performance issues at work and manager 9 Sr. accountants.JA: The Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: NoJA: Please tell me everything you can about this issue so the Lawyer can help you best. Is there anything else important you think the Lawyer should know?Customer: Yes also my boss has allowed other Sr. Mangers to work 9/80 and when I worked a 9/80 and got sick one day but had worked over 80 hours in less than 7 days (worked one day 11 Hours) I was called into office and told that I should not have taken the 10 day off. However, if I had worked the 10 hours my total hours for 2 weeks would have exceeded 95 hous. I offered to work the subsequent day the 9 hours due to the unplanned sick day and was not allowed to do so. Consequently, I have not dared to worked any further 9/80 while the other senior manager are being allowed to.JA: 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.

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Legalease

Attorney At Law

Doctor of Law w/ highest honors

15,386 satisfied customers
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