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Recent PTO questions
I am an executive of a large healthcare provider in Arizona.
I am an executive of a large healthcare provider in Arizona. I was escorted out of my office on Thursday July 14th and was told it was due to breaking policy in relation to a third party vendor. Over the next few days I realized that I had inadvertantly not reported gifts from the vendor on my Conflict of Interest Statement and therefore had broken policy. On the 21st of July, after not hearing a word from the company, I sent a letter of resignation to the Human Resource Department. On July 26th they announced my resignation to the staff, and cleaned out my personal belongings from my office and arrangements have been made for me to pick them up. They owe me for 3 days of work July 11-14th and my accrued PTO which is approx 180 hours. I expected them to pay me via electronic deposit on today's paycheck. As I understand it, State law states that they must pay employee within 7 days of termination (resignation ??) or end of pay period which ever is soonern However, that did not happen. My questions are as follows. Are my rights the same as a terminated employee or does the fact that I resigned change my rights?
I have a question about bonuses. I resigned from my company
I have a question about bonuses. I resigned from my company July 1, 2016. According to HR, I will not be paid my bonus for June which I earned in June to be paid out at the end of July because I didn't work the entire month of July. I was paid my commissions for Jun on my July 15th check. Is this legal for my previous employer not to pay me the bonus that was earned.
I think I have a good suit against my company. I just got
Hey. I think I have a good suit against my company. I just got fired from a trucking job. I also have an excellent constitutional suit worthy of the SCOTUS, but that takes a long time and doesn't pay any money. So what I need to know is the nuts and bolts of how to file a lawsuit against my company. They have a terminal near the Atlanta airport, a home base in Morris, IL, and corporate offices in Louisville, KY. I could file in Atlanta, right? I'm going pro se, at least at first. If it doesn't settle quickly I'll hand it off to a lawyer for a cut.
I am an employer of a small business in CT. My question is,
I am an employer of a small business in CT. My question is, if I have an employee who is constantly tardy, absent, medically ill, or hospitalized, or taking time off for court dates. Constantly has excuses. They have used all their "PTO" (paid time off) and sick days. Now we get a "text" that they are in the hospital and may need surgery, where they may be out of work for 1-2 months with lifting restrictions when they come back.We are a small Veterinary Hospital with two technicians and one doctor. Now we are down to one technician. Not enough technicians to operate a hospital. What are my rights as a small business employer as far as letting her go, or fillilng her job, etc.
My son, a 5 yr Wal-Mart employee was fired by the AP guy.
My son, a 5 yr Wal-Mart employee was fired by the AP guy. Clocked out at the time and went thru the self checkout. Someone had left a $20 Bill behind in the change slot ,the self check associate was assisting a customer. He clocked back in and worked his remaining shift but had forgotten about the 20 dollar bill. He had every intention to turn it in. Immediately the AP called him in and ask him what kind of person he was not simply asking him if he found 20 dollars. He had it in his front pocket and gave it to him. What if that had been anyone else that had found it ? Like another customer. He was a loyal employee that worked his ass off for them. How is this justified termination when he was off the clock and committed no loss to the company. The guy said they had to give the customer their $20. Why ? If it was me as a customer they would have said sorry for your luck. Naturally he is being denied unemployment.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: IndianaJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: Pretty much covers it, he tried to tell the AP that it had slipped his mind but they didn't want to listen. Didn't give him a chance in my opinion. His work records speak volumes, always good review's, good attendance. Had over 100 hours of pto time.
I was fired from my job of 5 years because an ex coworker
I was fired from my job of 5 years because an ex coworker from same company used a Google number to send my manager explicit texts and explicit pics of me. I then let them know it was not me and I showed the HR rep many texts, emails and video of that person harassing me, I also got a peace order against that person. My employer might be willing to reinstate me if all parties are comfortablenjoying, but I just got a call from HR offering me a PTO pay out and only 2 weeks of pay. What should I do? What can I do? The person that did this was fired earlier this year and she was an administrator, so she had contact information of almost everyone there, she left as a disgruntled employee, she mentioned she hated people for her own reasons, she knew my boss well, though we worked in different departments, but she hated my boss.
I am a small business owner in California and considering a
I am a small business owner in California and considering a work furlough for certain employees due to slow down of business and cash flow we are a engineering design firm my question is will the furlough employees qualify for unemployment insurance and do we still have to pay health/dental benefits also if employees have PTO hours can they demand to take PTO and get paid during the furlough
In less than 3 Days I was told I was not performing and thenView more employment law questions
In less than 3 Days I was told I was not performing and then Walked off propertyThis can't be legal??On June 22nd at 5:30 at night I was surprisingly brought into the HR department to be told I was being put on a PIP (performance improvement plan) Stipulation of the plan is that I have an action plan of how I intend to perform better by 12pm on Friday June 24th. This out of the blue PIP was delivered to me by 3 Managers who have never worked with me during my time at the Resort. The VP of Sales & Marketing was in the room but to be honest she never worked with me and has never spent more than 2 days on the property as she is based out west. She has never sat down for any one on one concern or sales advise with me while I have been at the resort. When I asked for my GPS review which was a month++ overdue, I was given an excuse that she had not had time to review it. She would follow up with me next week over the phone. I revert to the concept if I was performing poorly why had my GPS not been reviewed before I was brought in for a PIP. It felt very much like a witch hunt and a retaliation as there was discontent between the Management Operations Team and our Former General Manager, who I worked very closely with, as did every Manager at the resort during January 2015- June 2016.After receiving the PIP; I instantly went to work on developing my Action Plan as was requested. I was asked to have the action plan into the task force DOSM by 12pm on Friday the 24th. On Thursday June 23rd first thing that morning I sent an email to Task force DOSM, Our New General Manager and cc'd the executive committee (as it was an operations meeting day) that I would be taking a PTO day to focus on the Action plan that I needed to put together for the PIP. I did not want to work on it on property as I had clients in town for their wedding and I did not want to have distraction in the office. I worked on the action plan that day. My Plan was emailed to the Task DOSM, VP of Sales & marketing & New GM on Thursday afternoon. When I went into work on Friday I was told by the new HR director that the action plan was not what they wanted but they wanted me to “literally” answer the questions in the PIP regarding my performance and how I would change it. So I spent time Friday revising the Action plan to answer all the questions…I sent an email to our New General Manager Friday morning because the task DOSM was over at another property, the email I sent was asking if we could sit down and review the concerns and to make sure I understood what they are looking for out of me. I got an email back telling me that it was better if I worked only with the task DOSM (the chain of command). At 4pm when the task DOSM returned to our Resort; I was asked to go into HR for the follow up meeting. I explained that I had a rehearsal that I needed to go to with my clients that were in for their wedding but I would be happy to come back up when it was finished. When I returned at 4:45pm I was asked if they could push the follow up meeting to Tuesday. As I would be off Sunday-Monday for my days off and I said that would be fine. About an hour later I was asked by the task DOSM to come into work on Monday even though I had a very large wedding all weekend. I said I would change my plans if needed Monday morning and come into work for 8:30am. Monday at 8:34am I arrived on property. Spent a few minutes at the front desk discussing left over Gift Bags with the Front Desk staff and then began my work day. At 9:10am I was asked into the HR department and given separation papers. No review of Action Plans just stating that I was late for work and I mentioned to the executive committee in an email from last Thursday the 23rd of June that I would be taking a PTO day to work at home on this new action plan I had to put together for My PIP and if anyone needed me they could reach me there. This is a normal everyday email I would send out to everyone that I had meetings with that day as it was an operations meeting day…However that email got me fired because I was not supposed to discuss the PIP or show the PIP to anyone on Property.The details of the PIP was never discussed or shown to anyone on property.Is this legal for them to do? I was there Top sales person with bringing in over 1 million a year.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude