I have an old employer stating that I owe them roughly $600
Hi Pearl! I have an old employer stating that I owe them roughly $600 for PTO. They are stating that I did not earn that PTO yet. My issue is that I do not remember agreeing to these PTO terms and never know that that was how this companies PTO worked. Do I have to pay that back?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MIJA: Has anything been filed or reported?Customer: In terms of?JA: Anything else you want the lawyer to know before I connect you?Customer: No
Mu corporate partner is buying my share of the business and
mu corporate partner is buying my share of the business and in turn selling it to my employee of six years.he alleges that i told him he should take a week off every year. He did not take any "vacation time" and wants me to pay him for the accrued six weeks of vacation pay amounting to about $8000.During the six years vacation days or acrude wages was never brought up by either party.Is he entitled to any amount? if he is, can i use the state law of reasonable cap rule of 1.75 ?Al koorji***@******.***(###) ###-####
I work for a non-profit organization and am an Exempt
Hi,I work for a non-profit organization and am an Exempt Employee and I am interviewing for other positions outside of my organization. I need to provide employment verification on our agency's letterhead to my prospective employer; however, I do not want my organization to know I am looking because I know there will be negative / punitive consequences from upper management. I asked HR if they could provide a letter on their letterhead stating my start date and my current active status and was informed that they ONLY provided this information to the person, bank or whomever, and would not give a letter with this information. Is this legal? If it legal and I submit an employment verification to HR and they learn I am looking elsewhere, are they allowed to terminate my employment. I have worked in this agency for 3 1/2 years and have received excellent evaluations during the entire length of my employment.I recently learned that the HR policies had been changed and one of the changes states that a 30-day-notice must be given or you lose any vacation you have accumulated. Is this legal even if affects your future employment? It is difficult to take vacations because of the excessive work load and the fact that the requirements must be completed in the same month regardless of the vacation taken. This means that anyone who takes their vacation is working at least 15 - 16 hours per day and on weekends in order to meet the requirements. Therefore, many of the employees lose their vacations if they have to leave before 30 days and many individuals who were not allowed to take their vacations because their departments were short-staffed and they were denied approval for PTO and then lost their carryover vacation as outlined in HR Policies.I work in a very hostile and punitive organization and need to leave for my mental and physical health but I don't want to be terminated before I have another job.Thank you for your assistance.Ellen Satyshur, Licensed Certified Social Worker - Clinical (LCSW-C) and a Certified Case Manager (CCM)
California overtime issue. For Labor day, hourly employees
California overtime issue. For Labor day, hourly employees are credited 8 hours PTO at our organization. If they work their normal 4 day shift,1) must we pay overtime for Saturday work?2) if we are not obliged, may we offer overtime without setting a precedent?Thank you!
I am an executive at a mid sized company, we were recently
I am an executive at a mid sized company, we were recently bought out by a very large comapny. I found out today that "execitives" would receive the executive severance package of 1 years pay, I am only receiving 6 months. I am certain I was not to know about the others getting 1 year, but found out. We were also told in writing that we would receive 60 days notice, but now only receiving 30 days. New company policy indicates all unused PTO will be paid out, b telling us now only 40 hours will be. Is it worth me hiring an attorney about this before signing a release? I am the longest standing employee left BTW, and some already have been let go, shorter term, lesser position, with 1 years severances were given.JA: Have you documented this or discussed it with HR?Customer: Documented yes, discussed with HR, not yet. waiting.JA: 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: think that is it.
I was originally terminated after 22.5 years for, if I'm
I was originally terminated after 22.5 years for, if I'm reading the letter correctly, failure to meet performance and communication expectations with no eligibility for rehire. I asked for and got a termination review that changed the parameters of termination to terminated for performance and eligible for rehire in 1 year. I have some of the paperwork, but have a requested a copy of all actual evaluations and all write ups from 2009 and a copy of the term review. Am I entitled to those reports? I believe the company failed to follow its own rules of progression toward termination and that the termination was in part due to my vocal negative reviews of my supervisor's inability to manage.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude