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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?
My wife is a Licensed Veterinarian Tech, over 15 years experience,
My wife is a Licensed Veterinarian Tech, over 15 years experience, in the State of Washington for the past 4 months going on 5 months soon.Before agreeing to accept the employment at this clinic. My wife specifically asked, during her interview process, she was looking for a place that can guarantee her 40 hrs a week. They said that wouldn't be a problem because they are always busy busy. Mind you, my wife is the only Licensed Vet Tech there. So they offered my wife a $1000 sign on bonus which she got almost immediately after she started working there. The sign on bonus says she needs to stay for a year then the bonus is hers to keep with no repayment if she is no longer employed there after the year has passed.Well currently, she is not consistently getting her 40 hrs a week, the clinic is busy enough as usual so it is not because there was any slow periods or decline in clients. It is always busy every day of the week.My wife is very skillful and very experienced. She has a passion for this field and her love of working with animals however it is getting overshadowed by her manager not consistently giving the 40 hrs a week as discussed in the interview. So what it seems like is happening is the $1000 bonus is being expense out by not giving my wife, the only Licensed and Experienced Vet Tech, her 40 hrs a week. My wife and I depend on our finances based on what we were planning on as a set 40 hrs a week paycheck budgeting but she is not meeting her budget plans and feels like her sign on bonus was really a double edge sword, catch 22. It really doesn't feel like she was given a bonus.I want to know if this sounds fishy and what is the legal obligations here because my wife wants to look for another job that can give her the 40 hrs a week but feels imprisoned to this 1 year sign bonus contract.
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Employment Law Question - Louisiana:Applied job on
Employment Law Question - Louisiana:Applied for a job on 11/4/2015, at-will employment, no contract.Singed job offer 2/11/2016, same day I received it.After three phone interviews and one site interview on 1/20/2016, I was finally offered a position 2/11/2016 with a contingent start date to be determined between my on-boarding counselor and I, but later, next day of acceptance of 2/12/2016 determined to be March 7, 2016.After all contingencies; ie, drug screen, alcohol screen, hearing, vision, physical, background being passed, the company notified me today 3/4/2016 that the start date was to be moved to 4/4/2016, almost another month.Question is, yes I know they can change the start date, since it was not firm to begin with, the offer letter states, "a start date agreed between you and your on-boarding manager."But to me, that start date was agreed the next day after job acceptance in an email of 2/12/2016, stating a start date of 3/7/2016, with all contingencies passed.So today, they say another 30 days or 4/4/2016 TENTATIVELY, only because that is when they can MAY be able to do THEIR training, which is BS, because I have had the training and know it can be performed anytime.What is my recourse? Can I offer another sooner start date? If so how? Will they once I offer another start date rescind the job offer? They can rescind anytime, but so can I.I have leasing commitments (scheduled but not made) and I really have not suffered any damages other then their delays in time and schedule.Advice?How would / should I approach them? It seems this is a pattern of delay on their part.
I started employment on March 16, 2015. The first two months
I started employment on March 16, 2015. The first two months of employment were great. However, I informed my boss (***** *****ttle - VP of HR) that I was pregnant on May 22. The following week, on May 27, Paul fired the recruiting agency that had submitted me over to be hired. On June 2, I received a disciplinary form stating I was not doing my job but there were no examples as to what I was doing wrong. After that, I submitted 27 emails over the course of the next several months regarding my pregnancy, maternity leave, doctor's appointments, etc, all of which went unanswered. Not one response. I was put on bedrest in August for a few weeks, and when I sent the doctor note over to him, I was told I was just "unwilling" to come into the office. There are several emails and things that I have that are proof I did do my job and do it well, and everything changed immediately after letting him know I was pregnant. I decided to come back after leave because I did not want to have to pay back a 5,000 signing bonus I received, but the treatment never got any better. On Christmas Eve, our company closed down at 2:00, but I was told I had to stay until 6:00 when I normally leave. I also received an unexcused absence for an entire day when I had to leave 1 hour early to take my son to the doctor. In addition, I have had to drive 100 miles each way twice a week for the last few months so that I could be at our corporate office in Mount Pleasant, when I normally work in a remote office they have in Rockwall. I decided due to the treatment that I needed to find other employment, and now they are asking me to write them a check for the 5,000 signing bonus, however, due to the treatment, I do not feel as if I should have to pay this money back. Had I been treated as a human being I would still be working there. My last day is scheduled for tomorrow, January 29. Should I have to pay this back, and do I have a discrimination case?
Signed a letter of intent potential job in Indiana. What
Signed a letter of intent for a potential job in Indiana. What if I get a better offer and do not sign the agreement afterwards? Is letter of intent enforceable or has any legal implications? It mentions a language "I accept this offer" where I signed it.
Do I have a case? Pond Termination: Possible Age DiscriminationView more employment law questions
Do I have a case?Pond Termination:Possible Age Discrimination and Retaliatory Behavior. Did not follow their written Escalation & Termination Procedure. At the very least, I need help negotiating a better severance package. I was only offered two weeks, whereas it is three weeks before Christmas and a professional job search averages four months.Background:Pond, based in Atlanta, GA, wanted a presence in Houston to work more in the oil & gas market. I was hired, because of my skills and experience in oil and gas, to open the Houston office. Once open, I was to staff it and manage the office.I am a licensed professional engineer in the state of Texas in chemical engineering. I have almost 20 years of experience,including nine years with GE. I also have an MBA. Pond recruited me. I did not go to them. I expressed concerns about the sales cycle for an engineering firm in Houston during the interview. I was reassured by multiple people, including ***** ***** -President of Pond, that they did not expect any returns on investment for at least a year, essentially giving me a verbal contract of one year. I was terminated before 7 months had passed, without any warnings, discussions of performance, expectations, etc. Pond also did not follow their own Escalation & Termination process.Termination meeting on December 1, 2015 @ 9:00 a.m.Dean Flessas: meeting with me and Allen Lewis. He called Allen to attend as a witness. The meeting was unexpected and was based on "conversations in Atlanta before Thanksgiving." Dean said the meeting was about me. He said that they would be moving forward without me. He said he didn't feel my personality was a good fit. He went on to compare me to Todd Eldridge, my peer who is much younger than I am.Troubling facts:1. There were no warnings of this. No previous counseling sessions. No conversations about performance. Dean never indicated in anyway that my performance was not meeting expectations.2. Pond did not follow their own escalation and termination process.3. Regarding my performance, I had completed all projects assigned to me with good performance, including taking over a disastrous project and closing it out. Both my project team and my customers were complementary of my work.4. I am a professional. This is not a minimum wage, retail position.5. I was told in the interview process that, since this was a new office, they did not expect to see a return on investment within one year. There would be a long sales cycle, especially in this market. However, this occurred only less than seven months after my employment began.6. It is my belief that they talked Todd Eldridge into moving to Houston. That would eliminate the need for me.7. It could also be a retaliatory. In San Antonio, at the midstream conference, I witnessed Dean grossly intoxicated in front of business colleagues. He was slurring his speech before 5 PM. His behavior got worse throughout the evening and was very embarrassing. Todd Eldridge had to help him walk back to his hotel room.8. Dean is divorcing his wife of 30 years. Even though he is over the age of 50, he is outwardly flirting with teenage waitresses whenever we go somewhere for dinner. It is very unprofessional and disturbing.9. Another possible retaliatory point, I had mentioned to Dean there were bad feelings about the midstream group within the business. He argued with me. I told him this was a perception within the business and that people did not want to work on our projects. One employee, Ted Kanchev, actually resigned last month for this reason.