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Recent Retention questions
My employer paid my coworker's health insurance, and
My employer paid my coworker's health insurance, and subsidized her income while she was on disability, he did this for one year. This was through The Company account will he be obligated to do the same for me?
I was working company 1,5 year. After I told the employer
Hi there, I was working for the company 1,5 year. After I told the employer that I'm pregnant, she told me my rights. They paid me 6 weeks after birth, and after 10 weeks, I contacted employer to report my back to work, and been told that they can not offer me a job anymore. They hired the other girl, and put her on my place. I was paid on 10-99, because that was my choice. Do I have any rights here, can I do anything. Thank you
I signed a terms and conditions of employment agreement on
I signed a terms and conditions of employment agreement on March 30, 2015 with my current employer. There was a delay between this paperwork and my start date. My start date was July 20, 2015 and I resigned with an end date of June 9, 2016. I got a $5,000 signing bonus when I started. One provision of the agreement is below:I agree that should I terminate employment for reasons within my control in a period of twelve (12) months after my date of hire, I will repay to the Company costs, signing bonuses, and/or retention bonuses previously paid to me or paid on my behalf in connection with my move to this location. Repayment will be made to (Company) in (Town, County), Texas within 12 months from the date of termination.I did not move to this location for employment. I moved here about a year and a half prior to talking with this company. They lied to me about several other things related to my employment and I am inclined to not repay any money. Is it legally enforceable that I repay this money?
An employee signed a Retention Bonus Agreement in December
An employee signed a Retention Bonus Agreement in December which said the following;Employee shall receive a retention bonus in the amount of $2,200 (the “Bonus”), payable in thenext paycheck following the Effective Date; provided, however, that if Employee leaves theCompany within six (6) months of the Effective Date, Employee shall be obligated to return, andthe Company retains the right to withhold from her final paycheck, an amount equivalent to theBonus.The employee is leaving 5 months later. She is claiming we have no right to withhold the bonus because her position was changed in the meantime. This doesn't hold any weight to me, since there are no terms to that effect in the agreement. Are we entitled to withhold this from her final paycheck, or is there anything in California law prohibiting this?Thanks!
My name is ***** ***** JA: Thanks. Can you give me
Hello, My name is ***** *****JA: Thanks. Can you give me any more details about your issue?Customer: Contingent Offer, Letter of commitment and Intention AgreementJA: OK got it. Last thing — Employment Lawyers generally expect a deposit of about $18 to help with your type of question (you only pay if satisfied). Now I'm going to take you to a page to place a secure deposit with JustAnswer. Don't worry, this chat is saved. After that, we will finish helping you.
I got recently terminated by my employer, and they have
Hi ,I got recently terminated by my employer, and they have asked me to sign the below letter(not obligatory).Please let me know if there is any issue in signing this letter.---------------------------------------------------------------------------------------------------PLEASE READ CAREFULLY AND CONSULT WITH AN ATTORNEY BEFORE SIGNING THIS SEPARATION AGREEMENT AND GENERAL RELEASE INCLUDES A RELEASE OF ANY AND ALL KNOWN AND UNKNOWN CLAIMS AGAINST ITCOMPANY1 IF YOU DO NOT UNDERSTAND THE DOCUMENT FULLY, DO NOT SIGN IT SEPARATION AGREEMENT AND GENERAL RELEASESEPARATION AGREEMENT and GENERAL RELEASE (the “Agreement”) made this 30th day of March 2016 by and between Employee1 and ITCompany1 Services, LLC and its related and/or affiliated companies (“ITCompany1” or the “Company”).WHEREAS, Employee has been employed by ITCompany1 since on or about September 30, 2015 andWHEREAS, Employee signed an Employment Agreement with ITCompany1 at the commencement of his employment on August 3, 2015; andWHEREAS, Employee and ITCompany1 have discussed Employee's separation from ITCompany1; andWHEREAS, Employee and ITCompany1 wish to resolve and fully and finally settle, compromise, and forever discharge any and all claims and issues that have been raised, or which could have been raised, or which Employee has now or may ever have had against ITCompany1 or which ITCompany1 has now or may ever have had against the Employee; andNOW, THEREFORE, IT IS STIPULATED AND AGREED AS FOLLOWS:1. Termination of Employment. Employee agrees that his employment with ITCompany1 will cease on March 30, 2016. The Employee agrees that he will cooperate fully with ITCompany1's efforts to transfer Employee's duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition.2. Return of Company Property. Employee agrees to return all Company property in Employee's possession or control to ITCompany1 including, but not limited to, any computer equipment, office keys, credit and telephone cards, blackberry, mobile phone, ID and access cards, and any and all original and duplicate copies of checklists, cheat sheets, training material, reports, company files, calendars, books, employee handbooks, records, notes, notebooks, correspondence, customer lists, manuals, customer lists, computer programs, computer disks, diskettes and any other magnetic and other media materials containing confidential or proprietary information concerning ITCompany1 by March 30, 2016.3. Consideration. In consideration for signing this Agreement, and in full satisfaction of all of the Company's obligations to Employee, the Company agrees that it will pay [sum amount] less applicable statutory deductions within 21 days of receipt of an executed copy of the Agreement from the Employee and the return of all Company property referred to in paragraph 2.4. No Bonus Payment. Employee will be ineligible to receive any bonus payment for calendar year 2016.5. Relocation Airline Costs. ITCompany1 will reimburse Employee on actual expenses incurred by him for one return airline ticket to India.6. Fair Benefit. Employee understands and agrees that the Payment referenced in Paragraph 3 above is more of a benefit than ITCompany1 is required to provide to Employee under any normal policy, plan, procedure or contract with ITCompany1.7. Non-Admission of Liability. This Agreement is not an admission of wrongdoing or liability of any kind by ITCompany1 or any of its former or current principals, officers, directors, representatives, agents, employees, and consultants, and any such wrongdoing and liability is expressly denied. This Agreement is entered into by the parties to avoid and to end all controversies between them.8. Continuing Obligations. Employee agrees to: (a) cooperate fully with ITCompany1 in its efforts to transfer such duties and responsibilities to others as may be necessary to effectuate an orderly and effective transition, including the retention of a suitable successor; (b) respond to reasonable inquiries from ITCompany1' s representatives concerning Employee's projects, activities and matters under Employee's supervision while he was a ITCompany1 employee; and (c) respond to reasonable requests to cooperate with ITCompany1 and its representatives concerning any investigation, claim or lawsuit initiated by any person, organization or entity (including any government agency) against ITCompany1 and/or Employee including but not limited to assisting in the preparation of ITCompany1's defense, consulting with ITCompany1 counsel, attending and/or if knowledgeable, testifying truthfully at any administrative arbitration, judicial or other proceeding. In making requests pursuant to this Paragraph, ITCompany1 agrees, where practicable, to consider the personal and business commitments of the Employee.
I have a favorable security clearance ajudication last January
I have a favorable security clearance ajudication last January (2016) but I am awaiting a response from a new Garrison Commander to remove a restriction from the previous Garrison Commander. He asked for a recent psych evaluation which was fowarded to him yesterday. The rumor mill has it that my civilian management is working to put up yet another roadblock to my returning to work. Today is day 302 on administrative leave. I am a GS-14/10 with 42 years of exceptional service. How can I prepare if this is true?
I have a question pertaining to a possible downsizing next
I have a question pertaining to a possible downsizing next week. I live in Nevada and the company is based out of New Jersey (Valeant Pharmaceutical's)."Work at Will State." We have been in the news the past 9 months and our stock went from $260.00 share to close today $28.10 (up 6.84). Our CEO has been under Federal investigation by Congressional Committee and SEC. He just resigned last week. Hillary Clinton has targeted our Canadian based company (they own Bausch & Lomb). I have worked for them since 8-15-15 in the capacity of a Federal Account Manager (only 9 of us in the company). My sole responsibility is for the entire VA Health system in CA, NV, Hawaii & Guam. I call on Pharmacy Directors and present a clinical and economic business presentation.We were told today that the company is undergoing a organizational structural realignment, which is code for upcoming layoffs. My VP of Sales (who hired me) was let go yesterday (last day of year merger to take advantage of buy-out).I have heard they are going to reduce our current team from 8 to 4 (based upon most likely geography location and salary). They usually use an outside company.I will probably be one of the two selected for the West. I do know that I am on the lower end of the salary compared to my colleagues and I believe my location would be more desirable for travel, to cover an even larger territory, but it is a crap shoot. The other employee has tenure and his base salary is higher and he lives in Washington State.My question is this;1) I have been in the Industry for over 17 years (58 yrs old) and suffered a major M.I. on July 31, 2009 and had to be life -flighted for an emergency catherization. I have two stents in my heart and my doctor has classified me as a Class IV cardiac condition according to the American Heart Association and has given me permanent disability status.If they try to displace me next week, do I have a case to be made for retention under the ADA laws?Kind regards,Ed Wetta4060 Desert Fox DrSparks, NV 89436
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I work U.S.P.S. On Feb. 22, 2016 I witnessed a supervisorView more employment law questions
I work for the U.S.P.S. On Feb. 22, 2016 I witnessed a supervisor screaming and yelling about a carrier "stealing time" and how she was the "new sheriff in town". When the carrier came in she was yelling at him and told him to clock out. The next day there was a meeting with the Area Manager. The union had me go in and tell them what I saw and heard. I then went on vacation and returned on March 8, 2016. I wasn't there 15 min when this same boss I testified against started making threats to the employees over trivial matters. I asked a question as to why she was making all of these threats. She immediatly was in my face screaming and yelling at me. I followed her orders and got my rt. ready for delivery when she came up to me started yelling and when I answered she told me to clock out. my shop steward came over and she told her to clock out. the guy next to me asked her to "please stop yelling" he was told to clock out. Next she told another shop steward to clock out.the next morning we were told we were on emergency placementMarch 10, 2016 we were interviewed by the inspector generals office as to what happened. 10 days later I get a letter saying "my retention on duty could result in damage to usps property and loss of mail or funds." I've been there 33 yrs. and have never stolen anything. It says that Allegations exist that I was loud, disruptive and yelled profanities accross the workroom floor and as I was leaving I yelled out to all the employees, " we can all go home, who's with me. Multiple employees clocked out and left slowing down the services at our post office. All a total lie. Now 4 of us are not getting paid. my question is when I gave a statement to the area manager on feb. 23 is that considered a protected event and is her putting me off the clock and then lying a case of retaliation. thank you Henry