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Relocation Package Questions

What is a relocation package?

Job relocation is when a company decides to move their business operation to a different place and still wants to retain the service of an employee. Employers will usually offer a relocation package or relocation benefits to an employee if they do decide to agree to a relocation policy.

There are many questions that come up when an employee or employer makes the decision to relocate or offer a relocation package. Relocation can be a very stressful time in a person’s life. Experts answer a few of the most commonly asked relocation package questions below.

What right does an employee have when the company they work for does not pay the promised relocation benefits prior to the relocation?

If the company makes a relocation benefit promise and the agreement is in writing in the employment contract then the employee has the right to file a breach of contract claim. If the promise was made verbally then there would be no proof of the promise and therefore may not win a judgment in court if a suit was filed.

If a company forces an employee to work more than a previously set amount of hours after relocation and the employee then quits is the employee liable to repay relocation benefits?

Many times, in this kind of situation an employee may have a constructive dismissal claim since the work environment is what forced them to quit.

Can an employee be fired because the employee refuses to relocate for their job, because doing so could cause foreclosure on their home, or because they cannot afford to do so moneywise?

Most generally, regardless of any home financial situation if the employer directs an employee to relocate then the employee must do so otherwise they would be facing possible termination of employment.

If an employer pays the relocation fee for an employee to move to Alaska and then fires the employee, should the employer pay the moving expenses to relocate the employee out of Alaska?

The employee has every right to try and negotiate the moving expenses to relocate out of Alaska if the reasons for the termination are unjust. If there is a contract for the reimbursement of the relocating fees, then the employee may be entitled to the costs to move from the state. If the contract doses not cover this, then the expense would be boar by the employee. The employee should talk to the company and negotiate the terms.

Can an employee that signed a contract, resign from a company that is in bankruptcy proceedings and not be made to pay back the relocation reimbursement?

Unless the company fires the employee, the employee is still employed with them and will have to fulfill their contractual agreement if they choose to resign. If the company goes out of business then they may be held liable for breaking the employment contract with the employee and therefore cannot seek reimbursement from the employee.

Many times a company will ask an employee to relocate to fill a position within the company. In most cases the company will reimburse the employee for all expenses for the relocation of the employee. Employees are sometimes bound by certain contractual stipulations that may raise questions that confuse them. The relocation laws in most states may differ, and be confusing and cause the employee to have even more questions regarding their rights. The Experts r can provide affordable answers to questions regarding relocation laws.
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Recent Relocation Questions

  • I am hourly, and clear a little less that $1500 a month and

    I am hourly, and clear a little less that $1500 a month and work from home and have for years. I am married and my husband and I live in a small town in South Carolina. I was told my job was moving to Pittsburgh, PA, not my husband, but just me. There is no relocation assistance, no guarantee I keep my job if I move and the monthly cost of living in Pittsburgh exceeds my salary. Even after telling me they are going to lay me off, and they will not give me a last day notice. If they lay me off before they give me time to take any vacation, they will only pay me 40 cents on the dollar for my unused vacation. Is this legal. I do not have enough money to pay for an lawyer. The company I work has 50,000+ employees.
  • I really need help!!1- Sofia is an employee for Ambroses

    I really need help!!
    1- Sofia is an employee for Ambrose's Landscaping. While showing a customer how to use a hedge clipper, she inadvertently cuts the customer on the arm, requiring a hospital trip and several stitches. Regarding Ambrose's liability for the incident
    A-Ambrose is not vicariously liable because it was an accident.
    B-Ambrose is vicariously liable because Sofia was not acting within the course of employment.
    C-Ambrose is not vicariously liable because Sofia was not acting within the course of employment.
    D-Ambrose is vicariously liable because Sofia was acting within the course of employment.
    2- Melanie is a white female, and she is married to Muhammad, who is of Middle Eastern descent. She has been employed at The Office Works for 3 weeks. Melanie has been subjected to daily verbal abuse since Muhammad dropped by to take her to lunch and her co-workers became aware of his ethnicity. She has been called an "Arab whore" and a "terrorist." Her co-workers refuse to work with her, and her supervisor has condoned this behavior by assigning her to tasks in the stockroom when previously she assisted customers in the computer department.
    A-Melanie does not have a claim for national origin discrimination because she is not a member of a protected class.
    B-Melanie does have a claim for national origin discrimination under Title VII because she is being harassed based on the national origin of her husband.
    C-Melanie does not have a claim for national origin discrimination because she has only been employed for 3 weeks.
    D-Melanie does have a claim for national origin discrimination because the behavior of her co-workers and supervisor is neither severe nor pervasive.
    3-Harrison works in a cubicle at a window next to Karen Ravenwood's cubicle at Tabernacle Insurers. One day, Harrison overhears Karen's supervisor make a comment that she'd be more successful if she spent as much time on shaping her list of prospective customers as she does on shaping her body. Karen files a complaint of sex/gender discrimination with the EEOC and Harrison is called to testify during the investigation. The EEOC decides not to pursue the matter. A month and a half after the investigation is closed, Tabernacle management moves Harrison from his cubicle to a cubicle on a vacant floor. All other aspects of his job remain the same. Harrison files a complaint of retaliation.
    A-Harrison cannot pursue a case of retaliation because the relocation of his work area between cubicles did not materially affect the terms, conditions, or privileges of his employment at Tabernacle.
    B-Harrison cannot prove a case of retaliation because the investigation uncovered no wrongdoing.
    C-Harrison cannot prove a case of retaliation because he is not in the same protected group as Karen.
    D-Harrison can prove a case of retaliation.
    4- Tiffany, a light-skinned black woman, is the manager of the cosmetics department of a large retail store. She does not promote Monica, a brown-skinned black woman, because she believes customers prefer lighter skinned cosmetic consultants. Monica
    A-does not have a claim under Title VII because color discrimination cannot occur between members of the same race.
    B-has a claim under Title VII because color discrimination can occur between members of the same race.
    C-has a claim under ADEA.
    D-has a claim under FLSA
    5- BJI Enterprises requires all employees to pass a standardized test before being considered for promotions. Marisa Chavez, a Hispanic female, was employed in the Maintenance department as a housekeeper. She wanted to be considered for a supervisory position in that department. However, she could not make a passing score on the test. There were no minority supervisors in the Maintenance Department. The Civil Rights Act requires
    A-BJI to show that the test is related to the job.
    B-Ms. Chavez to show that the test is not related to the job.
    C-Ms. Chavez to prove that she is qualified for the job.
    D-None of the choices are correct.
    6- Benita works as a nursing assistant in a retirement home run by Cottonwood Care Centers, a national operator of facilities providing care for the elderly. Benita works 53 hours a week. After looking at her payroll stubs for the past 6 months, she concludes that she has not received sufficient overtime pay. She complains to her supervisor but the company takes no action.
    A-Benita can bring a complaint to the National Labor Relations Board under the Fair Labor Standards Act of 1938 (FLSA).
    B-Benita can bring a complaint to the U.S. Department of Labor, under the Fair Labor Standards Act of 1938 (FLSA).
    C-Benita can bring a complaint to the U.S. Department of Labor, under the Employee Retirement Income Security Act of 1974 (ERISA).
    D-Benita can bring a complaint to the U.S. Department of Labor, under Executive Order 11246.
  • Wrongful Termination? I am a pharmacist with over 30 years

    Wrongful Termination?

    I am a pharmacist with over 30 years of experience. Most of my experience has been in hospital pharmacy. I am trying to relocate from Richmond, VA to Maui, HI. Before I accepted the position I asked the pharmacy recruiter if I would be given an adequate amount of time for training since I had not worked in retail pharmacy in over 20 years. She assured me that I would be given adequate time for training. So I started making plans for my relocation to Maui. I gave my hospital 30 days notice and informed them that I would be moving to Maui. I put my house on the market in VA and arrived in Maui to start my position with Safeway. I was given my training schedule for my first week of work. This consisted of watching corporate videos on the computer for the first two days a total of about 20 hours. The next three days of training consisted of in the pharmacy training with the pharmacy manager. In this three days of training with pharmacy manager I was required to learn everything about how the pharmacy operated which included:
    1. The pharmacy computer system which was an older computer system which was all function key driven (instead of using a mouse to navigate to different parts of the screen).
    2. How to fill prescriptions using this computer system, including full knowledge of how to process prescriptions for patients with about 20 different insurance plans that we accept and all of the policies and procedures that go along with filling prescriptions.
    3. How to run the cash register to ring up all pharmacy sales, customers were allowed to bring any items to pharmacy to pay for them except alcohol and produce.
    4. How to give immunization shots and all policies and procedures that go along with the process of giving immunizations.
    5 All other policies and procedures that had anything to do with running the pharmacy department including inventory management, accurate record keeping, supervision of pharmacy technicians.

    After my three days of training with the pharmacy manager I still did not feel comfortable with the computer system the other duties that I listed above. They told me that this all of the time that was allotted for my training and I was now scheduled for shifts with me as the only pharmacist. Sometimes during the day I was in the pharmacy by myself with no technician help, usually in the morning from opening time 8:30 AM until 9:30 AM and again in the evening from 6:00 PM until closing usually 7:30 PM.

    So when I didn't have a technician if I got stuck on the computer I would have to call a pharmacist at another Safeway to talk me through my problem. This of course increased the amount of time that I needed to fill prescriptions.

    After less than 2 weeks of working shifts by myself my employment was terminated. My pharmacy manager said that because of failure to learn the computer system and the time that I was taking to fill patients' prescriptions that they were losing customers to other stores. I was always apologetic with the customers for the amount of time that it was taking for me to fill their prescriptions especially when I was by myself in the pharmacy with no technician. I was never rude to anyone, staff, management and especially customers. The said that combination of my failure to learn the system and the amount of time that I took to fill prescription caused them to lose customers to other stores.

    I did make one mistake. I accidentally left a partial box of singles vaccine out of the freezer over night the last night that I worked before termination. I had a last minute
    customer to give a shingles vaccine to and I forgot to put the vaccine back in the freezer which had to be wasted. I offered to pay for the vaccine that was wasted and the told me "If I made a mistake like that (leaving the vaccine out) they were afraid of what else I would do".

    My question is do I have a case for wrongful termination due to amount of training that I received, and the short probation period after my training ended? Along with the fact that my recruiter told me I would be given an adequate amount of training and that they brought all the way from VA to Maui and gave me less that 2 weeks of a probation period before I was terminated.

    My feeling is that the amount of training that I received was insufficient for a pharmacist that has not worked in retail pharmacy in over 20 years. This amount of training may be sufficient for a pharmacist coming from one retail position to another retail position but not for a pharmacist coming from working 20 years in hospital pharmacy to a retail
    position. Thank you for your consideration.

    Sincerely,
    Rick Jaeger RPh
    *****@******.***
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