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Recent Smoke Break questions
If someone gets hurt off premises during a paid 10 minute
If someone gets hurt off premises during a paid 10 minute break, is the company liable for the injury? Also, is the company able to require employees to not leave the premises during a paid break (i.e. prevent them from leaving the property for a smoke break while on the clock?)?
Is this or automated bs. i'm having issues with employer but
Customer: is this for real or automated bs. i'm having issues with employer but don't want to talk to a computer about it. my email is***@******.***. thanks JA: Thanks. Can you give me any more details about your issue? Customer: i work for dod contractor ft hourly. i have two write-ups within a year, the first one was initiated by my employer, tasking me to extract red/black configurations without proper training or tools. I was told to "just do it." I did it and got a potential spillage violation. the second write up, i was tasked to a system, i took a smoke break during a critical time, however, i released the system to another competent employee but he took the smoke break with me after and now i'm going to be punished by suspension. my meeting with hr is tomorrow JA: OK got it. Last thing — JustAnswer charges a fee (generally around $18) to post your type of question to Employment Law Experts (you only pay if satisfied). There are a couple customers ahead of you. We can help you for less if you're not in a rush. Are you willing to wait a bit? Customer: how long? JA: OK. 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.
Not sure which option to chose. Ok, can a subornate employee
Not sure which option to chose. Ok, can a subornate employee be held accountable for the inaction or action of their supervisor? Where I am employed that is the rule. So subornate prepares a report as directed by their manager and their manager approves and signs off on the report which is then moved up the chain of command to the assis. dept.supervisor who does not like the report and wants changes and sends the report back to the subornate employee to make requested changes. If the report is now dreamed late, due to changes the assis. dept. supervisor wants the subornate employee is written up for late work product, however their supervisor do not receive any form of write up. Seven late work products in a year can result in the subornate employee being terminated. Is the subornate employee responsible for items that their supervisor did not require of them? The subornate performed as directed by their supervisor and their supervisor approved the work product, however the subornate employee is held responsible for items that were not communicated to then by a member of upper management. Can the subornate employee only be held accountable for following the directions of their manager and the subornate considered meeting deadlines once their manager approves and signs off on the work product?
We have a service company. We red an employee who is taking
We have a service company. We hired an employee who is taking 3 to 4 smoke breaks a day. They walk outside and smoke for about 5 to 10 minutes at a time. They are an hourly employee and they do not clock out when they do this. It is not fair to the otheremployees that do not smoke. What I can say to this employee legally about smoking and clocking out if they need to take a break. Is that even legal to ask?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
We had an employee red, very gh stress job.. when she
We had an employee hired, for a very high stress job.. when she applied and interviewed. We told her that we could not hire a smoker because of the lung problems with our office manager..she said I am looking to stop smoking..he smoking increased as well as having to take smoking breaks.. she also had a weight problem that caused her to have a high blood pressuring moving from a low altitude to a higher altitude.. she has problems with aggression when told how to do her job. She had lied about going to a church luncheon..but had taken over an hour to apply at another job. In a conflict with a customer for which the owner should have dwelt with she got into the middle and finally walked out when he told her she needed to leave..she has since filed unemployment not detailing the entire truth. she was excepted for benefits..Do we have grounds to file an appeal..
Counselor at Law
We are a NJ employer. We have an employee that we are having
We are a NJ employer. We have an employee that we are having issues with:1) She is constantly on her personal cell phone texting her friend2) She is taking excessive smoking breaks3) She eats her lunch at her desk (at which time she is not working) and then she takes her 1/2 unpaid lunch4) She is not completing her work in a timely manner and her performance has gone from okay to poor5) We have spoken with her about all of the above 2 weeks ago, she asked if we were firing her to which we responded no but that the above concerns had to be discussed and correct.Following this discussion, the next day she called out sick and was out for several days and was due to return to work on May 1st, at which time she called and said that she was till under her doctor's care and she would not be able to return to work until May 14th. On her last day of work (prior to leaving) she cleaned out her desk of all personal possessions. We have used her sick days to pay her for the last 2 pay periods. She sent us a "doctor's" note from an Urgent Care facility which had no explanation as to her treatment or why she could not return to work.My question is can we terminate her employment.
After taking care of my Autistic son for several years, I returned
After taking care of my Autistic son for several years, I returned to the workforce by going to work at the Montana State Prison as a Correctional Officer. The training class that I began with had 34 new employees and they were not prepared to teach us as they normally do because the class was so large. Instead, they divided the group up into two groups. One group was considered "on the job training" OJT and were sent directly to the field to be trained by other Correctional Officers. I have been an OJT for a little over 2 weeks now. I immediately ran into training problems on my first day and every day since. The correctional officers (my trainers) were not prepared and were not qualified. In fact, on my first day of OJT, one of the officers told me that he wished that the entire class would quit so he could continue his pursuit for overtime. Very few of my trainers have helped and in some cases have intentionally ignored me. In addition, my trainers have been breaking rules in many cases. My first and second day of work I witnessed officers falsifying cell checks (pretending to check inmates cells). This has created a dangerous condition at the prison because the day before I started an inmate committed suicide and was not detected for many hours because the inmate cell checks were falsified. I firmly believe that my poor training has brought an unnecessary element of danger in the workplace. While working with dangerous felons, I completely feel unprepared and I fear that I will accidently do something wrong that invites violence. Being untrained certainly creates a hostile environment.My 4th day there was an equipment check for which a piece of equipment was missing....I was told not to mention it to anybody. My 9th day I was with a correctional officer while delivering inmates back to the prison when the officer stopped to take a smoke break which is against rules....I was asked not to tell on him.I completely feel inept to perform my responsibilities and I firmly believe that my trainers are either doing their best to set me up for failure or they don't have the ability to train me. I feel compelled to quit my job every day and cannot eat or sleep correct because I'm stressed out all the time.If I quit due to the reasons I have stated, do I qualify for unemployment compensation?
Recently, I contracted to a company near Rochester. The contractView more employment law questions
Recently, I contracted to a company near Rochester. The contract was to be for 6 months. When I arrived, they told me the purchase order to the recruiter was for only 300 hours for 2 people. They ask that I work 50 hours per week meaning the length of the job was only 3 weeks. I worked 41 hours Monday through Thursday. After 2 hours on Friday, they asked me to leave. I did my job, but maybe took too many smoke breaks. They said they would only pay for 32 hours in lieu of the 43 hours I worked. I submitted 32 hours and the approved it. Now they say I only worked 16 hours which would not cover my expenses. I would like to know what rights I have in this matter and if the responsible to pay for the 32 hours.