I need to consult with an employment lawyer. I am a
I need to consult with an employment lawyer. I am a supervising registered nurse for 16 years. I've been employed in a small family owned long term care skilled nursing unit. I was recently asked by my director of nursing to step in a new role for the first time . I was asked to sit on a panel with 3 other Rn's to interview 2 potential applicants for Assisstant director of nursing . We were told we needed to pick one canidate for the job and we could not report back with a split decision. One candidate was black and one white both female. Both are excellent in education and background. Well we're split but then decided on the white candidate. The decision was not received well by DON and she started screaming at us that we were predijice against the black women. Human resource director was also present during this incident . I'm 53 years old and have never been called a racist! I'm highly disturbed and feeling intimidated that my job in in jepordy. HR is calling this reverse discrimination. Any ideas or suggestion of how to handle this situation ( there are more details I can provide this is a shortened version of the strong)JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: PaJA: Has anything been filed or reported?Customer: Not by me the other nurses were afraid to come forward to HR with me they are a black male, white male asian male.JA: Anything else you want the lawyer to know before I connect you?Customer: My Don also said she does not want to hire anymore white female between ages 40-60. I'm white and 53 years old. The 3 men whom are awesome nurses and human beings are in there late 20's they have been upset and apologizing to me for her behavior
I have a very complicated situation at work. My HR manager
I have a very complicated situation at work. My HR manager favors African American employees and she used this favor to remove me from my position based on unfounded and unwarranted accusations. I have documentation to show she favors African Americans. She used the unfounded accusations to taint my reputation and to get me moved based on perception. They also moved me because they brought back an employee that walked out and that accused me of not giving him the position based on him being African American.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: coloradoJA: Has anything been filed or reported?Customer: by me not as of yet. Him no.JA: Anything else you want the lawyer to know before I connect you?Customer: i have never been made aware of any issues or complaints. The HR manager has personal relationships with the group of individuals that apparently complained on my management style
I feel my 13 year old son's rights have been violated. He
I feel my 13 year old son's rights have been violated. He tried out for a baseball team run through the city, he was 3rd draft pick so it wasn't a skill based issue, rather he was denied the oppertunity to play on the team because he was already on a team outside of the city of Montrose, CO. We were told it was because he was already on a different team outside of Montrose and would have conflicts in his schedule. However, there are a handful of other players in the same category on other sporting events where practices and games would conflict that the city of Montrose has decided to work with these players but not my sons. The situations are identifcal. We feel his 14th amendment is being violated and hes being unfairly discrimminated against.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: ColoradoJA: Has anything been filed or reported?Customer: we have emails from the director of the City stating they would allow him to tryout out, get placed on a team, then if schedules conflicted we would get reimbursed. THis didn't happen, they chose to not even compare our schedules and wouldn't allow him on the team even after he went through the entire evaluation and draft process. My husband called the director and she said it was because my son was on a team outside of Montrose that it was decided he couldn't play. There was nothing on the website for the program that states this as well as we were told by the city it wouldn't be a problem that they would work with us and our son's schedules. Now, apparently, she the director said she would talk to the coaches and see about getting a meeting with us to discuss schedules or if they would take him on the team. There has not happened yetJA: Anything else you want the lawyer to know before I connect you?Customer: We have emails disputing the entire process was not handled like we were told. There is no behavior issues or any other reasons as to why he wouldn't be allowed to play hes been playing in the program for the past 4 years. The program is run through the City of Montrose so it is not a private team run by a parent.
Is it better to have the response letter to a severance
Is it better to have the response letter to a severance offer negotiating the terms come from a lawyer or from the employee? Especially since there is a history of disputes leading up to the dismissal and allegations of discrimination, retaliation and harassment.JA: Because laws vary from place to place, can you tell me what state this is in?Customer: ConnecticutJA: Is the employment agreement "at will," union, full time or part time?Customer: At will full timeJA: Anything else you want the lawyer to know before I connect you?Customer: worked for company for 12 years
Had a question about from couple days ago couldn't finish
Hey Pearl, had a question about from couple days ago couldn't finish asking about hostile work environment and harrassment at work Assistant: Thanks. Can you give me any more details about your issue? Customer: I work for CVS my boss picks on me more than the other employees and I do equal in work performance if not better than the other employees
I work for a state department of correction. I believe that
I work for a state department of correction. I believe that the currant promotional process for correctional Lieutenants is unjust. The state breaks down ratings utilizing five different categories and then generates a promotional list based on your ratings in the five categories. The problem I have is the state places people who are 5 out of 5 excellent into the same superior category as people who are only 3 out of 5 excellent in order to create a larger pool of applicants to chose from.
Alright, here's my lengthy question... I was formerly a
Alright, here's my lengthy question...I was formerly a Network Administrator at the City of Englewood and Littleton/Englewood Waste Water Treatment plant. When I began my role there in December of 2014 as a contractor and was brought on as a full time employee a few months later. I got along with everyone at the city that I worked with, save one individual named Justice. This individual attacked me personally and began blaming technical problems that would crop up on the work I was performing despite the fact that root-cause-analysis would consistently show I didn't case the issues. After dealing with this abuse on multiple occasions, I set up a meeting between him, myself, my manager (Marcus), and the IT Manager (Kenny). After expressing my grievances and asking for an apology and for the targeted attacks to stop, he responded by calling me "racist" (he's an African individual from Ghana) and accused me of saying things I had never said. By this point in time, he had sent a group message regarding me saying, "I want to give someone a shovel at an undisclosed site to dig a hole 6 feet <>"Months later, the IT manager left the organization and after some closed-door meetings, Justice was promoted to an "Interim IT Manager" position. In the months that followed, I was treated differently than the rest of the IT staff. My requests for time off (or anything, really) were refuted without reason. Eventually, my direct manager (Marcus) left the organization and brought what had happened during that closed door meeting to light to the HR department. HR initiated an investigation into the matter, interviewing myself and other IT staff. At this time, I also emailed the City Manager (Eric Keck) to apprise him of my concern and give him clarification on all of the events that transpired. He replied to my email saying, "I want you to know that I really appreciate you raising this issue and can promise that there will be no retaliation for you coming forward. I do not operate in that way and want to have harmony and everyone singing out of the same hymnal moving forward." HR never followed up on the matter.At that point in time the city hired a new Assistant City Manager (Murphy Robinson - an African American individual who used to work for the city of Brighton). I'm not sure what was said by Justice to Murphy, but there soon came a time when the two of them decided to deny me time off I had already accrued. I asked for a meeting to be convened with HR and, at this time brought my friend with me who is a lawyer. It was clear they were denying only myself time off (flex days) that were accrued and no one else in the department but myself was affected by this targeted action. Following this meeting, Murphy and Justice granted me the time off that I had earned.Murphy and Eric eventually hired a new IT Director (Margaret) who was a friend of Murphy's from the City of Brighton. Margaret interviewed me for 30 minutes, asking only basic questions about my job and when my probationary period with the city was ending. 2-3 weeks after she was hired, she terminated my position, citing an inability to perform my job function as the reason. However, my former manager, the former IT manager and anyone else I worked with at the city would characterize my job performance as exemplary, exceeding the expectations of my job description and requirements. During my time there, I completed a great number of projects, not only for the city but for the waste water treatment plant as well. I was not terminated for anything related to job performance - I was terminated because I fought back when I was being abused in my position.Please let me know if you think I would have a case against the city. I have screenshots of the text messages sent by Justice, emails denying my requests by Justice without legitimate reasoning, an attempt to deprive me of earned time off by Justice and Murphy, and a letter from the City Manager himself containing a promise that I would not be retaliated against. I also have testimony from several former employees at the city who worked in the department and witnessed these events.Thank you,Nick
My son was red as a police officer in a small village on
My son was hired as a police officer in a small village on Long Island, NY. He was trained at the Suffolk County Police Academy. In NY a civil service employee may be terminated for any reason within the first 18 months. He was asked to resign after 17 months and was told that he would be terminated if he did not resign. He was given no reason. There have never been any on-duty or off-duty incidents. He was never reprimanded for any reason and was told by the chief that he was doing a good job 1 month prior to his termination. His direct supervisor checked his file and there are no negative comments. In addition to his time on the police force he also has 4 prior years experience in security forces in the USAF.The village police force consists of 17 full-time officers and a few part-timers. The part-timer training is considerably less than the full-time officers.One month after he was terminated it was announced that one of the part-time officers had been promoted to full-time status. The replacement officer is female. Prior to this the force had been all male. My son's qualifications are vastly superior to the new officer both in training and experience.On the surface it seems that the police chief and village government made a decision to gender diversify the force and sacrificed my son for this purpose. Do we have a case of reverse discrimination?