I left my previous employer last month in August. I was
I left my previous employer last month in August. I was there less than 12 months and have to pay them back the relocation bonus by November 24th, per the offer letter.After leaving, they withheld two expense reports (approximately $2,300) from July and told me that they will not pay my expense reports - that they will deduct that amount from the relocation bonus I owe them.It is my understanding that they can't hold my compensation hostage, in that the terms of the repayment of relocation bonus has not bearing on my compensation. I don't want to confuse the two issues either. I read online that in some cases when a company does that, that it negates the terms of loan repayment, not sure though.
There are three companies involved. Company A has a contract
There are three companies involved. Company A has a contract to do a job for a utility company. Comapny B was hired by Company A to do the work and Company B hired Comapany C to work on the job. (A tier system) Company C is who writes the paychecks. The employees were told, before they started the job that they would be payed $300 dollars a day per diem along with their hourly wage. When employees asked when they would get their per diem they were told it was being held by Company A for 30 days. My son called Company A and Company B and they both said their is no per diem.Company C said that Company B told him that it was being held and apparently there is an email stating so. Nobody would have done this job if they knew there was no per diem. People have traveled from all over the country to do this job and nobody is getting any kind of reimbursement for travel expenses/ per diem/ living stipend or whatever you want to call it. None of the companies will answer any questions now. The job is in the state of California. Last year Company A found out that the subcontractors were stealing part of the per diem by withholding some of it from the employees and pocketing the money. They shutdown that job and told them they had to pay the employees the rest of what they were owed. Some companies got away with not paying, others did not. This job is in the state of California. He My son called the State of California about this current job but was told it was a Federal issue. We're not sure what can be done if anything. Thank you.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Has anything been filed or reported?Customer: We don't know what to file or where to report. California said it's a federal issue.JA: Anything else you want the lawyer to know before I connect you?Customer: Not yet.
Unknowingly used FedEx reward points to get personal gift
Unknowingly used FedEx reward points to get personal gift cards. I was told by my predecessor during training this was ok. Just received letter demanding repayment and accusation of misappropriation of company property. Please advise
I was on FMLA for 2 months and my employer as always
I was on FMLA for 2 months and my employer as always continued to deduct my premiums for my private coverage for Colonial Life Insurance from my biweekly paychecks. This coverage included Cancer policy, Critical illness policy, Accident policy, Total disability policy and Hospital Income policy. The middle of August I received my disability monies from Colonial with a letter explaining need to deduct $209 of monies due me to "keep disability premium up to date" as they had not received payment from employer! For weeks I have been hassling with Colonial, HR director and corporate accounting trying to straighten out so Colonial can reimburse me for the $209.! Now, I am advised by Colonial Life that employer is in the rears since June on several policies and since July on 2 others! I will receive the refund due me once premiums have been paid! Mind you, all these monies were deducted from my paychecks, paid time off and sick time but premiums not paid? Who and what type attorney would I look for? Thank you! This is so wrong and thievery !
On Dec. 1, 2016 the new minimum salary for "exempt"
On Dec. 1, 2016 the new minimum salary for "exempt" employees is $47,476 annually. As a Florida Employer, we plan on meeting that standard. However, the question is- are we required to continue reimbursement of business expenses such as the business use of a smart phone and business use of a vehicle? If we are required to make these reimbursements, is there a minimum that as an employer we are required to provide?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: FloridaJA: Is the employment agreement "at will," union, full time or part time?Customer: At will and full timeJA: Anything else you want the lawyer to know before I connect you?Customer: We are a non-profit employer if that makes a difference.
NY Teacher. The language in the Memorandum of Agreement
NY Teacher. The language in the Memorandum of Agreement voted on by the members is totally different from the language in the final contract. The issue in question concerns reimbursal of members for medical waivers. The new language benefits the district at the expense of the members
I have been working 40+ hours a week for just under a year.
I have been working 40+ hours a week for just under a year. They hired and pay me as a PRN employee, but I have an assigned work schedule (Sun - Thur 8:30 am - 5 pm). I have only been flexed off approximately 5 times in a year and still worked more than 30+ hours when that happens. Shouldn't I be receiving the same benefits as a full time employee (i.e. insurance and paid time off)?
My employers have had payroll issues where they have under
My employers have had payroll issues where they have under paid me then overpaid me the following paycheck. How long must I wait for them to get there mess together and pay back the overpayment? I have recently given my two weeks notice as well.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am disabled. I had a term and short term policy thru my
I am disabled. I had a long term and short term policy thru my old employer, they paid me benefits when i became sick. Now since i ha e gotten ssi and a lump aum of back pay for ssi this long term company states they over paid me and want me to now give them all my lump sum payment plus more, i paid a premium for years can they take this money or make me repay?