I hired an employee for our financial planning firm and she
I hired an employee for our financial planning firm and she worked almost 5 weeks and because of her job performance we let her go. She recently said she is going to the department of labor. Obviously employees after they are let go are mad, just because I have hired and let go 4 of 5 employees over the last 10 years is their any issue with letting a employee go?
Can an employer use loud or profanity during a written
Can an employer use loud or profanity during a written warning consultation?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Is the employment agreement "at will," union, full time or part time?Customer: Full time or At willJA: Anything else you want the lawyer to know before I connect you?Customer: no
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I feel I am been discriminated. A co-work got a raise
Hi I feel I am been discriminated. A co-work got a raise yesterday and I didn't. There was no talk before hand in regards ***** ***** so called behavior. Before I came to management with the issue.JA: Because laws vary from place to place, can you tell me what state this is in?Customer: WashingtonJA: Has anything been filed or reported?Customer: not to my knowledge I wasn't given a warning on said behaviorJA: Anything else you want the lawyer to know before I connect you?Customer: my position was threated
On Aug. 18th, I agreed to an LCA between my labor union and
On Aug. 18th, I agreed to an LCA between my labor union and the company I work for.We were prepared to arbitrate, but I took the advice of union counsel and agreed to the LCA even though I felt allegations made against me would do well at arbitration.On August 26th, my company informed me that I had violated the LCA from Facebook activity on my union's FB page that allegedly came from me. I don't believe I posted those comments, but just the same, I feel that any criticism toward my union or "union officers/ officials" did not violate my LCA.I agreed to release all claims against the company- including what I feel is a prime facia case of religious discrimination/ Retalition against the company.I am a flight attendant governed by the Railway Labor Act. The Labor Management Relatiinship Disclosure Actof 1959 explicitly states that union members have a right to disagree/ criticize union officials/ officers "without reprisal from the company or from union officials."I had my first disciplinary hearing. The company clearly did not believe me when I stated I did not post anything to the union's FB page. I did share I felt my soon to be ex- husband may have sabotaged my FB activity as he was quite angry that I released all EEOC claims ( he is Muslim. I work for an airline, I took extensive protective activity... I am certain you get where I am going with this).My company picks and chooses when it will assert itself in our union business. It's unfair. My union is weak however and seems reluctant to fight this.The union is taking my grievance. I am preparing to go through the process again.Incidentally, the state of Nevada charged the experience rating of the airline I work for after I applied and recieved unemployment insurance.I'll stick with my union representation for now, but an consisering hiring an employment attorney if necessary.Had I known that anything was posted that could anyway jeopardize my LCA on Aug. 24, I would have made darn certain that I revoked the agreement by 6pm on August 25th as I would have still been in the time frame where I could revoke the agreement.I maintain that I did not make any posts to my union's FB page. What I was shown had no date or time stamp. It also criticized "union officials" and their role in having me terminated as well as being the reason for my airline having its' experience rating charged.I'll continue with the grievance process as that is how I can hang on to my health insurance.Just wondering your legal opinion on the LCA.It's extensive, mentions I have filed for workman's comp as well making certain I would have any charges with the EEOC and other agencies in regards ***** ***** rights in the workplace.My estranged husband is an accountant. We may be going through divorce proceedings, but he is correct.It all seemed collusive and a set up on behalf of the company and my own union leaders.According to the EEOC and the Nevada DOL, it was in fact a few union officers/ officials that reported me for some very serious allegations.Contract proposals are in the table. A certain faction of our union blames me for leading a charge in voting down the last tentative agreement proposal presented to flight attendants.I live in Boise, ID. My company is headquartered in Dallas, TX. I was based and worked out of Las Vegas, NV.Any help is greatly appreciated.
As we discussed yesterday, I sent the board a letter
Hi Allen,This is David Frank. As we discussed yesterday, I sent the board a letter requesting a hearing regarding the religious discrimination at work, and a written letter of how they plan to repair this with me, within 5 business days of the letter. The president responded today with an email, I am one of three items on the agenda. I am the first. The second is about revisiting the demands they put on me, in the letter they had me sign. They also want my time sheet brought to the meeting to approve the hours that I worked, even though I am on salary. The problem with this, is that if I don't get my timesheet in by 2:00 on the 31st, I will not get my paycheck on Friday, which is payday. I can tell by the agenda, that my issues are not being taken seriously, because the things they asked me to do in the letter, are the issues being discussed at the board meeting. My question is, how do I handle this? I wanted an unbiased hearing with them to hear my grievances, before consequences. Again, I am presumed guilty without being heard. Since we are a non-profit company, and our meetings are open to anyone, can I bring a witness to take notes on my behalf. I feel I have no one on my side. I feel that my letter had no impact. I look forward to your response.Thank you,David Frank
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am an american working in Dubai, in the United Arab
I am an american working in Dubai, in the United Arab Emirates. I worked up until today for ***************** based in New Brunswick, NJ. According to them, I was terminated due to poor performance, but have evidence otherwise. I was subjected to religious discrimination and wrongfully terminated based on their budget cuts, but managed to say it was poor performances. In the UAE you can only sue in the labor courts, not in the civil. In the labor, i can only sue them for example for the sign on bonus they never paid, but that is it. I cannot sue them for wrongful termination. My question, is can I sue them in the USA?
Counselor at Law
My boss is a Christian, I knew that when I got hired. I grew
My boss is a Christian, I knew that when I got hired. I grew up in a Christian and have many Christian values, but I don't believe in organized religion. During what is supposed to be our sales training meetings our managers often show religious based motivation videos and often requests we have a word of prayer. It makes me uncomfortable and I feel singled out when I don't participate. I believe my lack of participation has also resulted in me not getting leads from sales managers, and feel I will lose my job if refuse to participate. Is this legal?
I was fired from my job because I did not work Easter Sunday
I was fired from my job because I did not work Easter Sunday as I asked for the day off two weeks in advance and the boss said he was working on it but never told me he did not do it and when I went in to work Monday morning at 10 I was told I was fired because I did not work sunday