Are Corporate payroll records protected by privacy
Are Corporate payroll records protected by privacy regulations? That is, if I were to demand payroll details of a separate Corporation considered to be a joint employer who provided staffing services for my Company would this company be obligated to disclose the details of the deductions and verification of payment of taxes to the taxing authorities?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MassachusettsJA: Has anything been filed or reported?Customer: Yes a DOL investigation is ongoingJA: Anything else you want the lawyer to know before I connect you?Customer: no
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I live in the state of, where I work as a telecom/network
I live in the state of KY, where I work as a telecom/network technician for an out of state professional staffing service called Outsource Telecom LLC. They have had me on a temp-perm contract with a company called BlackBox for the last 3 years. Recently, I have been put in some situations that are flat out uncalled for. My lead from BlackBox is to assign me tickets daily and I am to dispatch and complete these tickets. Recently, I have been unable to get into contact with my lead, I have been trying to get ahold of him via phone calls, texts, emails etc to no avail. No one seems to want to answer, as I had a problem where I was scheduled to be in 2 places on high priority work on the same day around the same time so it was impossible. After a week of attempts, he finally got it covered. Now, I've been put on another contract where I am not receiving anything that I need to complete my work, I am being told that I have a deadline to meet by Friday or I'll be fired, yet they all know the work can't be completed without me having the proper supplies. I have contacted my actual employer Outsource about all of this, (even in the past some of the same things) and they disregard it and tell me I need to talk with my Blackbox lead. I feel I am being targeted, and set up to fail. This all seems to have gotten worst after I "outshined" one of the Blackbox team members. After that, my lead from Blackbox will hardly ever take my calls, will not provide me with needed materials, will not get me the things/help I need when I need it, constantly rejects my attempts to contact etc. I can't do my job anymore because I don't have any means to do it! As I don't want to have on my record I was fired (even though it would be NO fault of my own) I am thinking about just leaving the company all together. My concern is, would I be able to draw unemployment until I can find work? Either way, because of the lack of help and needed materials, I will not be able to complete my work by friday and I will either be fired or I can leave due to the feeling of retaliation after "outshining" the actual Blackbox employee. I can't seem to understand KY unemployment, and i've never used it before. Also, would it seem I would have any rights to sue Outsource for not providing me with any assistance regarding THEIR client?
I'm an employee of a Consulting Company A. The Consulting
I'm an employee of a Consulting Company A.The Consulting Company A has a project contract with a Microsoft(Client). So the Company A assign me to Microsoft to work for this project.Recently, the Company A ask me to sign the a contract which contains the following Non-Compete contents.I want to confirm with you, if I signed this contract, can I join in Microsoft (Client) in the future? Does this non-complete apply to the event like I joined in Client?For example, I'm a programmer of Company A. Can I join in Microsoft (Client) as a programmer to do this same project or different project?Non-Complete******************************************Subject to Company making the applicable payments, you are expected to agree that, during this employment in the agreement, and for a period of twelve (12) months (the “Non-Compete Period”) after the effective date of termination of this agreement, you will not engage in any business or maintain sales or service representatives or employees of any organizations or entities that directly compete with Company or any subsidiary or affiliate thereof.
I work Medical which is now Stanford CHildrens health. We
Hello,I work for Bayside Medical which is now Stanford CHildrens health. We merged in 2013. End of 2012, I opened up my own staffing company for medical professionals, not knowing if my position would be eliminated or not and so because my husband and i were already vendors for handy work for Bayside we were also approved to be vendors for Stanford starting 2013. Recently there was an allegation of conflict of interest, i was questioned by management and my staff was also questioned not in regards ***** ***** business but to my management style and if they were happy here. All this has occurred in the last 2 months. Today I was notified by my supervisor that my business issue was escalated to the Director of Compliance at Stanford. Please advise.
A medical practice has a contract with a nurse staffing
A medical practice has a contract with a nurse staffing provider. The staffing company agrees to provide nurses Monday through Friday during regular business hours for a set rate. The contract states that any other days/hours will be billed at a higher rate. The nurse decides to cut out the middleman and approaches the practice about working extra hours during the weekend. The nurse asks the practice not to pay the staffing company but to pay the nurse directly instead. Practice agrees. Somehow, the staffing company finds out that the nurse has been moonlighting outside of the contract for the same practice, and warns practice and nurse that they have violated contract and will have to pay referral fee anyway. Questions: 1) Has the practice violated terms of the agreement? 2) Is such an agreement unconscionable or void in that it restricts a person's right to work? 3)Are there any other issues the practice needs to be aware of regarding this type of incident?
I have two questions regarding unemployment in Minnesota: (1)
I have two questions regarding unemployment in Minnesota: (1) I am partially disabled but working 22 hours/week in my current job. Does this disqualify me from collecting unemployment? (2) The county mental health agency I've been working with is in the process of privatizing services with a private mental health agency. Although the agency's Proposal has not yet been accepted formally, I think the writing is on the wall. Am I considered laid off when the employer switches from the County to the Private Agency? If the Private Agency offers me a job and the terms are "unreasonable," e.g., salary, hours, etc., will I be disqualified for unemployment if I don't take it? If the Private Agency requires us to apply for our own jobs, will I be disqualified for Unemployment if I refuse to do so? What constitutes a "reasonable" job offer for Unemployment Purposes? Thank you so much!
I have been a "contract worker" for a staffing agency for over
I have been a "contract worker" for a staffing agency for over two years now hired out to another company. This company now has offered to "hire" me as a temp employee. I Have not received any type of benefits from the staffing company. I was told by the hiring company (whom the staffing company worked for) that I would not be eligible to receive benefits like a regular full-time employee until 1 years of service with them. My question is, am I due these benefits immediately since I have worked for them as a "contractor" for more than 2 years? I have including some information I researched online for you. I live and work in the state of Kansas.Laws for Temporary Workers After Two Years of Employmenthttp://www.ehow.com/list_6067706_laws-after-two-years-employment.htmlRead more: Laws for Temporary Workers After Two Years of Employment Definition Temporary employees cannot work for a company indefinitely: A temporary worker on assignment with the same company for two or more years can become a common-law employee. A common-law employee is eligible for the same benefits as those received by permanent employees, including job protection.Contracts Companies can prevent a temporary worker from becoming a common-law employee by negotiating a contract with the worker at the time of hire. For the contract to be effective, it must clearly state an end date to a particular assignment. Limit the term of the contract to 12 or 18 months to prevent confusion.Financial Considerations Companies usually use a staffing service for hiring temporary workers. The staffing service is responsible for paying temporary workers, not the company. However, when a company assumes the role of providing payroll and/or provides the temporary worker with compensation of any type, the temporary worker would then be considered a common-law employee. The company is subject to paying payroll taxes under guidelines established by the IRS.Read more: Laws for Temporary Workers After Two Years of Employment | eHow.com http://www.ehow.com/list_6067706_laws-after-two-years-employment.html#ixzz1oNy61rfUThank you in advance for your assistance.
I left my previous employer after working for them for eleven+
I left my previous employer after working for them for eleven+ years. The leaving was not on a mutual basis. Recently a staffing service contacted the previous employer because they needed a reference on my technical background. The service was well informed of my departure and that more than likely the reference was going to be hostile. The thing that I was not expecting was that the previous employer is insinuating that I am a thief, which I am not. Is there anything I can do about this? If this is how they are going to respond to reference request this is going to damage any chance of future placement.