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Recent Termination of Employment questions
I have a motel in Florida and am in the process of
I have a motel in Florida and am in the process of finalising its sale. The prospective new purchaser doesnt want the current manager of the motel. The manager of the motel stays on the property. How do I get him to leave without any present or future trouble?
In 2014 my employer announced a new policy that requires
In 2014 my employer announced a new policy that requires Operations employees at my level to give 60 days notice before leaving the company. The policy requires other people at my level in different parts of the company to give 30 days or less notice.I work in Delaware, which is an employment at will state. I accepted a new job at another company and I want to resign with 30 days notice. Can my current employer enforce the 60-day notice period?
I'm a teacher who was working school district in the
Good Morning Pearl - I'm a teacher who was working for a school district in the jurisdiction of Imperial county in California. I was not re-elected to continue working next school year. The story is long for a chat, but the basic elements were: (1) the school favored married staff and I was single; (2) my principal followed me, or had someone follow me, everywhere on campus; (3) he never gave me a performance evaluation; (4) he accused me from the start of "offending" the culture of some native american students (who were related to Board members); (5) I filed a complaint against this principal, but the superintendent gave me the letter of non-reelection three months later without ever addressing my complaint against the principal; (6) the principal increased his "value" for the school and graduated 12 native americans by decreasing the # ***** required credits by 25%, this is only one example; (7) principal hired another teacher - one week before the school year ended - to begin work in 2016-2017, (8) and to ensure that I remained "pleasant" during the last week of school, there was a county police patrol outside the school each day. The only other time that a police car came to the school was when my classroom was vandalized using a gun to break the windows overnight. One of the students told me, "so you can learn a lesson." Needless to say, a very stressful year, unlike the previous school year with a different principal. What do you think?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Have you talked to a lawyer yet?Customer: I have four names to contact. One of the teachers advised me to contact attorneys that are not located near the school location (Winterhaven, CA), or Yuma which the vicinity town in AZ.JA: 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.
My father was the superintendent years know the landlord
Hello , my father was the superintendent for 24 years know the landlord terminated his employment and wants him out , gave him a writing letter to vacate on less then a month .it's been a month but he still haven't file an eviction in court and come almost everyday to tell us to leave emediatly and that any day he will send some one to trash everything we have in the basement and apartment . Can he do so ?
I am employed by a large multinational corporation. I have
I am employed by a large multinational corporation. I have been employed by this firm since August of last year. In February the topic of my relocation from my previous state (MA) to my current state (CO) was proposed by the VP of my function, hereafter called Abe. After the case was made for the relocation, I agreed. I was sent from MA to CO to interview stakeholders at the new campus and to find a new apartment. Finding a new apartment was difficult, but I was assured multiple times in writing and verbally that I would be reimbursed in full for the move. Multiple times between my first visit and my move Abe inquired into the status of my preparations, and encouraged me to continue preparations. A recent reorganization of my department led me to express to Abe my skepticism that I should move to Colorado at all, and possibly not stay with the company. This was met with more reassurances. I bought a ticket, hired movers, booked and loaded autotransport to Colorado, signed a lease for 12 months, and put a downpayment for the same apartment. The day prior to my departure, after all of my belongings were already in transit to CO I was contacted by the reimbursement office asking that I sign a contract to begin the reimbursement process. This contract contained a clause stipulating that if I did not stay with my company for 2 years, I was responsible for repayment in full of the relocation costs. I now know that this is a common stipulation in relocation contracts, but it was not disclosed at any time in the preceding 3 months, it is not in the employee handbook, and it is not on the employee HR webportal. If made aware of this stipulation, I would have made no plans to move. I contacted my HR representative for assistance, which they were totally unwilling to provide. The gist of the conversation was: "take it or leave it." As I had already paid for AND transported all of my stuff, and do not have the money to undo all of that by myself, I actually saw my options as, "take it." So I did. If we were to terminate our employment relationship before the end of the two years, is that contract enforceable considering the situation I was in when I signed it?
I have a situation where I was given a written counseling
Hey… I have a situation where I was given a written counseling because of a complaint. My supervisor stated that he did an investigation on the matter. He didn't ask me about the complaint. When I found out the complaint, it was when he was issuing me a written counseling. Then three weeks after that, he terminated my employment. I want to know if he could write me up for a complaint without hearing my side of the story.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: North CarolinaJA: Have you consulted a lawyer yet?Customer: I am a member of US Legal Resources and they gave me a lawyer however he wasn't an employment lawyerJA: Is there anything else the Employment Lawyer should be aware of?Customer: Yes… My Vice President came down to terminate an employee based on a complaint that was given to him. I asked my VP should we consult with the employee before we terminate him. He stated no because he had received the complaint from the Director of Nursing based on a CNA letter that she wrote. The complaint was that a CNA was sitting in my employee's lap in the break room. The story was made up so that the CNA could get terminated.JA: 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 Employment Lawyer about your situation and then connect you two.
I have a HIPPA question. I work adult daycare. I have
I have a HIPPA question. I work for an adult daycare. I have to pick up the patients and transport them. For the last 4 months a patient with mental issues has become extremely violent and punching and kicking me when I try to get her to leave her home. I have written up reports multiple times to my company and i have still been ordered to pick her up. I have been afraid her family may accuse me of abuse due to me having to hold her hands to keep from being assaulted. Today I video taped the altercation and it was violent. My company has now threatened to fire me for violating HIPPA laws. I have the tape on my phone. I have shown it to her family at there request (the POA) and no one else. Is this a HIPPA violation?? One other driver also has been assaulted while driving by this patient
I'm a dual status technician army so as I am a dodView more legal questions
I'm a dual status technician for the army so as I am a dod civilian I am also a army reservist. I had a incident where I had a pneumothorax and didn't report it to the military side which I was told wasn't something I had to do anyways. My current DoD job has a requirement for me to keep a CDL and after receiving my DOT medical card and getting my CDL the FOH requested a medical surviellence program form in which I returned to the doctor for another evaluation ?? At that point I figured I would put down that I have have a pneumothorax before in the past because I didn't want to further the situation if that's the answer they were searching for. Now recently I received another appointment I have to go to and they just want me to perform a breathing test and sign a medical history record release form? My question which the story be said... Should I sign the release form ? What all should I be worried about if I didn't sign the release form ? Looseing my job ? It seems as if I'm on the Federal occupational health radar and it makes me nervous that they are trying to cover themselves from a legal standpoint or get rid of me.