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Recent employment law questions
I have what may be a clear-cut case of my employer having
I have what may be a clear-cut case of my employer having taken gross advantage of my skills over several years, performing 2 jobs, but only being paid for one. Specifically, I work for the state of Georgia at a mental hospital. From 2012 to 2015, I was working as the Director/Research Coordinator of the Office of Research, and working as a Behavior Specialist, teacher, and counselor; but I was only ever paid for the latter...a significantly lesser paying position. The research job turned out to never have been actually created at the home office level, even though I was told it was legit, and received a formal letter from the Clinical Director affirming my appointment to the research position. In May of 2015, I was called in to a high-level meeting with HR, and my new superviors, and the clinical director, during which they informed me my research job was never properly authorized, and I was to be moved back to Behavior Specialist only, essentially amounting to a demotion. I was never compensated for my research job, even though I performed the duties of both positions at the same time. This sudden change of my position caused the canceling of a major study I was involved with, consisting of a team of IBM scientists, Cornell University, and the CIO and Assistant Deputy Commissioner of my state division... a project, that if successful, would have easily save the state millions of dollars per year, and saved lives.I recorded the entire length of the high-level meeting. During which, parties involved admitted their part, and therefore guilt. I did not inform them I recorded the meeting; but I know Georgia law allows for such recordings, as long as I was party to it.I want to file a lawsuit. I have given them ample time to resolve my concerns about this matter, and to fairly compensate me; but they have blown smoke screens, deferred to grievance policies that put my complaints in limbo, and have since May of last year tried to create an environment for me that has been so toxic as to force me to resign. I have evidence of this too.I need serious legal help, and I need it right away.
I am a professional property manager and I've been working
Hello,I am a professional property manager and I've been working for people who have a “hot” standard. By this I mean that I was told by one of the male owners of the business that he wanted me to implement “Smoking Hot Friday”, in which the female staff members wear “short skirts and stilettos” to work and then go out to happy hour to flirt with men and promote the business. Another one of the male owners, upon finding out one of our residents was a Dallas Cowboys Cheerleader, sat in my office and watched her audition video repeatedly for about 30 minutes. It was so uncomfortable I had to leave the room. My female supervisor instructed me, in front of Cheerleader boy, to flirt with the city inspector, ask him dumb questions, and “use the assets God gave me” to get the Certificate of Occupancy. I'm not sure if this would be considered sexual harassment or if it's just degrading.Thank YouMandy
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
If I wrote a letter to my company with the sentence: "As of
If I wrote a letter to my company with the sentence: "As of 4:45 today, I will be resigning from ABC Insurance Co."Does that count as a formal letter of resignation? The Insurance Company, where I worked for 32 years, pressured me into resigning when they were terminating me for not meeting my yearly quota, but at the last week, said I could resign (they said it would look better on my resume'). I didn't want to resign. The reason I didn't meet my quota was because I was involved in 4 car accidents (2 were major), my mother died, and I got a divorce, all within 12 months. But the last day I faxed that letter including that opening sentence. That afternoon I sent another letter, but my fax machine was not operating right so I mailed it, saying I did not want to resign, that I felt pressured, so to go ahead and terminate me. Two days later, I got a letter from the company saying I was terminated, so I thought everything was ok. Then 5 days later, I received another letter from them "accepting my letter of resignation" and reminding me of the 2 year non-compete clause. Louisiana is a Right to Work State. I emailed them and told them I did NOT resign, I wanted to be terminated, and to send me a corrected letter stating I was terminated. No word from them. I had been told from an attorney that I had a better chance of getting out of the non-compete clause if I was terminated. Also, two weeks after I left, before I could notify clients, the company sent out a letter FROM ME, to my 1,250 clients, with my computer signed signature. It was an annual review, asking if they had any changes and had needs for more life insurance, annuities, etc, which in the past, I always got replies and would be able to sell more insurance. I guess now they wanted to agent who was assigned my book of business, a head start on writing some new insurance on MY clients. My objective is to get my non-compete clause waived, which states I can not sell my clients any new insurance or replace their old policies. I don't plan to replace any good policies, but I just got a call from a former smoker who has quit smoking for 2 years, and I can get him a 50% less expensive premium for 20 years. It is in his best interest, but I can't sell it? He knows I left and wants me to be his agent, as I have been for 25 years. I need help.
My employer accused me of misleading a customer on the time
My employer accused me of misleading a customer on the time it would take to complete a job. He went on to accuse me of smoking dope, taking drugs or having a mental issue that would cause me to do this. I had not misinformed that person, but in the conversation about the job this customer made the assumption it would be a very short time when in fact it would take 3 or more hours. At least this is what was thrown back to me by my employer. This was not the first time. Any mistake made was met with this type of critique and further accusations of intimidation. Yet he would leave me in charge of the business many times. The end result is I walked out. He had upset me to the point I was crying uncontrollably. I am 61 years old, worked my entire adult life and have never met worked with someone as verbally hostile as he is with the temper tantrums, cussing and slamming and throwing of things. He is 38 years old. Good at what he does and makes mistakes. But for me or another employee to make a mistake would flip a switch into one of his rages. I am not the first to walk out on him nor do I expect to be the last because of this verbal abuse and cussing and accusations to character. What are my rights? Oh. He would let me come back to work. So I am now unemployed.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I was denied unemployment benefits misconduct. How
.I was denied unemployment benefits for gross misconduct. How should I right the appealJA: The Lawyer will need to help you with this. Have you consulted a lawyer yet?Customer: No i m kinda strapped for cash.is it expensive?JA: Please tell me everything you can about this issue so the Lawyer can help you best. Please give me a bit more information, so we can help you best.Customer: OK on 03/04/2016 I was working it was approximately 12:30 am when the administrator and assistant D.O.N.came to the facility. I was asked to be talked too I said sure go in the conference room. As we we're waiting on René to join I had no idea what was going on??? They said everyone in the facility was going to be UA'd but 1st Katherine said someone was concerned and thought I was on drugs well like anyone she said who but she wasn't at liberty to discuss. I refused the reason ls I had been taken a couple percocet for my back and about 3 wks prior smoked a little marijuana. They said theirs was s al thst. . so I refused and asked now .I was 8 days from 2 yrsJA: OK. To minimize me, please click the down arrow at the top right corner of this box. OK. To minimize me, please click the down arrow at the top right corner of this box. Is there anything else important you think the Lawyer should know?Customer: Yes they did not UA anyone else in the faciulityJA: OK. Got it. I'm sending you to a secure page on JustAnswer so you can place the $5 fully-refundable deposit now. While you're filling out that form, I'll tell the Lawyer about your situation and then connect you two.
I had an employee last week injure himself on the job he thought
I had an employee last week injure himself on the job he thought it was a hernia from lifting approx 80 or so pounds.... as part of our Work comp policy we require drug testing. he tested positive so we met with him this morning to discuss. I gave him an option to get help and be on a probationary period with us and we would pay for it. he was defensive and then broke down and excepted the help however 2 hours later he decided to quit. As an employer 1. do i have to pay un-employment 2. i just want to understand my rights as an employer, in the event that he is using on his free time before work, after work weekends etc. how can i possibly have him driving my company vehicles. what if he gets in an accident and hurts someone.. etc.. i would love to chat thanks
I was informed that my name has been included in a case againstView more employment law questions
I was informed that my name has been included in a case against the company for which I used to work. I had been involved in the design of a product that is being blamed for the injury (burns and smoke inhalation) of a lady who was staying at a hotel where the product was in use.I have been told that the attorneys representing the company will also represent me, as an ex employee, at no cost, and that they want to interview me this week.I have already been interviewed, a few weeks ago, by the previous law firm, Denton's, who are no longer involved. During my interview with Denton's and the companies attorney, I gave all knowledge of the design, testing, faults and any emails.Now, the new law firm wants to interview me, and simulate a cross examination.I was involved in the design of the product, but when I noticed a possible problem I advice against production and refused to sign off on design doc's. Having said that, I don't know if the product is the cause of the ladies injuries. But, when we first heard of possible design issues, I ran tests to force an occurrence of the problem, and felt that it should be recalled.My question, or concern, is, can I trust my ex employer, and should I get something in writing from them, confirming that I will be fully represented by them. I don't want to become a scapegoat. Or, should I seek out the law firm representing the lady and give them my information?