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A recruiter, someone who presents themselves to the public

A recruiter, someone who presents themselves to the public as an entity that matches talent with the needs of an employer, normally collects a fee based on the first-year's salary when a candidate is placed. If they place someone as an independent contractor and collects their fee based on the worker's labor, it seems they are taking on the character of a staffing agency. Is this correct?

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Law Educator, Esq.

Attorney At Law

Doctoral Degree

112,778 satisfied customers
I need to hire a temporary employee to do some work.

I need to hire a temporary employee to do some work. Questions as follows:1. This employee will have to be put on Payroll since he/she will have to use a company vehicle and company tools. It would be my preference and the employee's preference to pay per job instead of per hour. Each job should take less than an hour and the pay rate would be $50 per job. Is there a way for me to legally pay an employee per job instead of per hour? Perhaps minimum wage per hour and a per-job bonus to equal the $50 per job?2. Since this is a temporary position (two weeks) how can I ensure that the employee will not be eligible for unemployment?

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Patrick, Esq.

Doctoral Degree

18,934 satisfied customers
I am a pro se litigant in a wronful termination case that is

I am a pro se litigant in a wronful termination case that is pending in the court of appeals. I recently began use Read Notify, a sservice that allows you to verify when a recipient receives and opes an email correspondence;. I received a letter from the opposing counsel stating for me to seize use of the service or else my email communication will be blocked and he threatened an injunction if I continue. Can he do this?

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Dwayne B.

Juris Doctor

36,884 satisfied customers
I am a school teacher in the state of Texas who is on

I am a school teacher in the state of Texas who is on temporary disability leave due to anxiety and depression. I was on leave since Oct 24 and it was extended with health care provider's notice until Dec. 16 and again it was extended for 4 more months necause of my severe condition. I requested that I be transfer to another jobsite to accommodate for my disability when I return to work but HR refused to. I told HR carboncopied my principal in the email indirectly that they discriminated on my ADA rights being an employee with a disability because they didnt accommodate for me by allowing me to transfer. I emailed my principal twice about it. HR and my principal both didnt reply to my email. Then suddenly, i saw my job position posted on the website of the school district as a job opening. I emailed him back and told him I have not officially submitted a resignation letter. I am not FMLA eligible because I have not been with the district for 12 mos. however I am on temporary disability leave. What does it mean when he posted my job position? I know I can be replaced because Im not FMLA eligible and I had been out for long and students need a consistent teacher. But him posting my position does it mean that he had terminated me? He had not given me an official letter of termination. An employee on temporary disability leave cannot be terminated from her contract thats what federal and state law stated. Since I am on disability leave I know I am protected by American with Disabilities Act. Is it a termination when your job is posted on line? Did he terminate me by doing such? I have not officially resigned. He had not given me any termination letter. Im not FMLA eligible but Im on temporary disability leave. I asked him why he posted my ppsition online when I have not resign. Again, he didnt reply. So when I return to work what will be my job status? Does that mean that they will transfer or reassign me to another worksite? I wasnt able to sleep my anxiety and i really feel agitated

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Lucy, Esq.

Juris Doctor

31,946 satisfied customers
I need to know if judge can reverse his order after appllet

I need to know if judge can reverse his order after appllet court decision.2014 awarded maintenance, husband agreed.2015 husband tried stop or reduce maintenance, but judge denied.2016 judge made decision that " no maintenance after judgement of divorce ", but later according to my lawyer, he made mistake.2016 judge awarded appellate court fees.2016 Apdiv's decision was " no maintenance, postnuptial agreement was clearly stated no maintenance "*****lawyer is troubled by Apdiv's decision, " against public policy ", suggested go appeal to review Apdiv's decision.I still receive temporary maintenance, my qetion would be:My husband can stop temporary maintenance?Judge can reverse his previous order?Judge can order stop temporary maintenance?

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Infolawyer

Attorney

Juris Doctor.

39,128 satisfied customers
I am an NP in Md. I work part time, no benefits. I signed an

Hello,JA: Hi. How can we help?Customer: i am an NP in Md. I work part time, no benefits. I signed an agreement to give a 90 day notice but found a job with benefits and gave a 30 day notice.;causing a breach in my contract. Can I be sued? I tried to request full time at my current employment but was denied.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MarylandJA: Is the employment agreement "at will," union, full time or part time?Customer: Part time. I believe at will but 90 day notice.JA: Anything else you want the lawyer to know before I connect you?Customer: Yes. I offered to fulfil the contract by working evenings but was denied.

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Marsha411JD

Doctoral Degree

19,386 satisfied customers
Is it lawful in California to temporarily reduce an hourly

Is it lawful in California to temporarily reduce an hourly employees rate of pay for a prescribed amount of time as a disciplinary action? ie: Tardiness - first warning, second written, third 1week 50 cent hourly cut etc

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Patrick, Esq.

Doctoral Degree

18,934 satisfied customers
My sister is on family medical leave and temporary

My sister is on family medical leave and temporary disability due to a hit and run accident. Her employer is trying to have her sign over her disability check so they can continue her ins coverage. shes only been out since oct 18 due to the accident. is in rehabilitation still unable to walk yet and.. family leave should be 4 mos then there i assume is issue.. something does not sound right? she is not ready to go home barely able to feed herself.. employees have donated their sick days and vacations on top of what she has accumulated.. Now they cannot give my niece her daughter how much time is lefted on the banked time? so she can make arrangements for my sister.. I am worried she will be on the street if they take her disability check. trying to push her on Medical . I just need someone to direct us on what ther rights are. Please contact Me (Linda) i am her sister. She was hit by a driver while catching a bus to work.. He left the seen, they had to revive her airlift her.. Now still cannot barly stand.. We need help Thank you Linda *** *** ****..JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: Yes southern California.. the accident was in Upland , CaJA: Is the employment agreement "at will," union, full time or part time?Customer: Full time she has been there along time.. Nursing assistant its a skilled nursing facilityJA: Anything else you want the lawyer to know before I connect you?Customer: No thank you

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Ray

Lawyer

Doctoral Degree

39,030 satisfied customers
I have been a paralegal/legal assistant for over 25 years- I

I have been a paralegal/legal assistant for over 25 years- I live in VA and was recently fired from employer (law firm) after being hired 3 months prior. Temp HR rep came to office and told me I was being fired. I was shocked and felt she must of mistakes me for someone else. I asked why and she told me my boss (shareholder) called her 2 weeks prior to fire me. I asked for what. Was told for speaking to a plaintiff counsel in a rude manner over the phone. I explained that the SOP in the office was that the attys took all their own call directed to them through the firm receipt. in the Richmond office. That since I had been there I had not spoken directly with any outside counsel, only to paralegals and clients. During my 3 months at the firm, the atty and associates only praised me on m work, and had recently taken to lunch to make sure I was happy their and I asked directly if they were happy with me, they answered "yes of course." I was never called or approached about the alleged phone call - only when the HR rep came to the office - I asked the HR rep if when the shareholder presented her with the allegations if she asked the name of the atty who called, and the facts of the matter. She replied that "when a shareholder calls and says they want to fire someone, I do it - this is an at-will state." The only people present to the firing was myself and the temporary HR rep. My boss and associates were conveniently out for the day, but in the office were two other partners, but were not called into the meeting. I asked the HR for some background and she handed me a memo stating terminated for speaking to outside counsel rudelly. I indicted to her that it was totally untrue, HR rep said it was a done deal and that she did not further check any allegations that the shareholder claimed. I left the office stunned and then emailed my boss and copied the HR rep. to question the termination and further discuss a misunderstanding. No reply from either. EEOC hearing was scheduled and took place timely, the new hired HR rep attended - but after the Commissioner's intro, indicated that the firm was "withdrawing" their claim. I did not receive from the employer my PTO in my last paycheck. I contacted the temp HR rep and was told I was terminated for misconduct and would not receive same. This was before the hearing. Since hearing, it was determined NO misconduct took place. I have again called and emailed the permanent HR rep about my PTO time and have not had a response, I asked for a reply by 11/30/16. Firm handbook indicated that PTO is given upon resignation and termination of employment, up to 35 hours. What is my recourse to this allegation which if wrong and I believe done with malice for some reason I am not aware of; and how do I get my PTO time. Thank your time and I await your response.JA: OK. To minimize me, please click the down arrow at the top right corner of this box.Customer: see aboveJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: VirginiaJA: Has anything been filed or reported?Customer: only with the unemployment commissionJA: Anything else you want the lawyer to know before I connect you?Customer: since looking for employment I have noticed the firm posted on indeed my position and now recently I saw the position again open, three months later. Prior to me being fired, I was not approached about the subject matter by either my boss or the temp. HR rep. Any assistance is welcomed. I am worried that the memo is placed my personnel file and that my former employer is giving me a bad reference - since the VEC found no misconduct, I want the memo removed from my personnel file and/or a memo place into my personnel file correcting the misconduct allegation. Thank you.

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Law Educator, Esq.

Attorney At Law

Doctoral Degree

112,778 satisfied customers
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