I would like to know how I can appeal an Administrative
I would like to know how I can appeal an Administrative Review Board (ARB) decision by suing the DOL in a district court.JA: Has a complaint been filed and served in this case?Customer: No. I don't know how to sue the DOL. I would like someone help me identify who in the DOL should be served, how to transfer the record, and how to go about the process.JA: Is the employment agreement "at will," union, full time or part time?Customer: It is related to an H-1B worked WorkerJA: Anything else you want the lawyer to know before I connect you?Customer: Basically, this case involves an ex-h-1b worker who demanded that part of his salary be transferred to his then fiance who also worked at the company, then went to the DOL and claimed that the company lowered his salary below his LCA level.
I live in the state of Florida, where we currently have no
I live in the state of Florida, where we currently have no right to see our personnel file (unlike other states like California, Connecticut, Illinois, Maine Massachussetts or Alaska, for example). I was wondering if I was to transfer to one of those states, *how long* would I have to wait to qualify for the right to see my personel file under the new state's statutes? My company is an extremely large private corporation, not a branch of the state government.JA: Our average wait time is under 20 minutes. Sometimes it takes just a minute. More complicated questions that need more research might take an hour or two. I'd be happy to chat with you while you wait. The stories I've heard working here... Because laws vary from place to place, can you tell me what state this is in?Customer: Florida.JA: Has anything been filed or reported?Customer: No. They place something in my file, which normally requires my signature (as well as a manager's), and they know I'm absolutely certain about it. The managers and the particular team members who like them are circling the wagons', so to speak, because they knew what this manager did was wrong, and could lose his job (possibly), or no longer be promoted.JA: Anything else you want the lawyer to know before I connect you?Customer: No, that's all I've got for now. Thank you.
I am a 40+ year Associate with a Department of Defense
I am a 40+ year Associate with a Department of Defense agency. Two years ago I wrote a letter to the District Manager of HR concerning issues I was experiencing in the work place and stated that it was becoming a hostile work environment for me. At that time I was working overseas and had been offered a job to come back to the USA which I accepted, I was due to transfer out the first week of March. The only response to my letter was I would be moved out sooner and was sent back 3 months ahead of schedule. In all my years with the company this was the first time for me. I have never been disciplined or been written up for an offense.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: Last week Thursday Oct 13 one of the managers in charge of our operation ask me what I thought were my chances for advancement were and I said not good because since I got back to the US and my current position I have not been treated like a manager in my position should be. I have been passed over for training and schools that I am qualified for. This manager told me yes that is true, I was being blamed for many things that happened at my former position. This only started after I wrote the letter of complaint. No one had any issues with my work before that. In fact I ask the manager why no one questioned me about any of the problems I so call created. Virginia is where I am currently working. I was working in the Middle East when this happened for a US Department of Defense company.JA: Is the employment agreement "at will," union, full time or part time?Customer: I am a full time salaried Manager.JA: Anything else you want the lawyer to know before I connect you?Customer: I really don't know where to start or if I have an recourse.
I have been receiving short-term disability benefits from a
I have been receiving short-term disability benefits from a private insurer that is part of my benefits package with my (now former) company. I have been longer. I sent them a physician's note on October 11th that described my disability, and the note was asking them to please consider a position for me within the company that I would not have to travel for anymore. On October 14th, this past Friday, they set up a meeting with me and told me that they've receiving benefits since August. It is a position that requires heavy travel, and I have been advised by multiple doctors that I cannot and should not travel any been 'discussing this for weeks' (a lie, since I only sent them that note 3 days prior), and that 'they've exhausted all efforts' (in merely 3 days?), and the 'only solution they can come up with is termination from the job.' Is what they did (terminating me) legal or do I have a discrimination case?
I believe I have be discriminated against because i being
I believe I have be discriminated against because i being move out of my position which is on !st shift, and my replacement is someone coming from 3rd shift (night shift.) I have work for ny company for 18 years and this new people has only been with us a short period of time.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: SCJA: Is the employment agreement "at will," union, full time or part time?Customer: At will , full timeJA: Anything else you want the lawyer to know before I connect you?Customer: They are creating a new position for me, the night shift person does my current job on the night shift, I believe it can be a race issue, I never receive had any performance issues, in fact the record will show that productivity has increases in areas since I got it over the last 2plus years
I work for a corporation in TN. I was hurt on the job in
I work for a corporation in TN. I was hurt on the job in 2013. I was sent to the medical doctor under workman's comp in which I had several injury issues. I hurt my knee, my shoulder and my stomach area due to a ladder being blown out from under my feet during a storm. the knee and shoulder injuries were minor and x-rays showed no major problems. My abdomen injury ended up being a naval hernia in which the doctor paid little attention to and told me if it got worse I should come back.It is now Oct 2016 and the navel hernia has become bigger. I called the medical facility and they will not see me without a new case opened. I then called the workman's comp company that takes care of my companies claims and they said the case was closed it 2014 and can not be reopened. They also said I can not make a new claim on the hernia because TN has a statute of limitations of one year after the injury. Is this correct? I looked up the TN statute of limitations for workman's comp and it states I can not sue. I do not want to sue, I just want the injury fixed.
My mother-in-law needs a caregiver. My wife has taken on the
My mother-in-law needs a caregiver. My wife has taken on the responsibility and moved to Florida to care for her. This is requiring me to transfer. My employer is trying to block my transfer by saying her husband who is 75 years old has to do it. The husband already provided a statement saying because he is 75 he can't be her caregiver. By law isn't it the family's choice to decide who is the caregiver? It's just my responsibility to prove it's my wife and prove that she does need care. I want to know if that's correct or can they say they tell us who has to be the caregiver.
My husband signed a no compete contract for a company in New
Hi. My husband signed a no compete contract for a company in New Waverly, tx. Last year he transferred to the same company but in Colorado. He did not sign a no compete in Colorado. The question is does he have to wait a yr from when he signed in Texas....or would the no compete still be good in Colorado even though he didn't sign a new one here?
I have worked for this company for 3 years. Friday, October
I have worked for this company for 3 years. Friday, October 7th, I walked away from my job due to job harassment from my co-worker and management not handling it properly. It all started with me emailing my supervisor and President of the company requesting to be transferred from my current department to another department if an opening became available. I labeled this email Confidential Request not wanting this unstable co-worker to be agitated and take it out on me. Then I was called into a meeting and was asked to give examples so I did. The meeting ended by saying, let us just talk to her and see if we can get her to calm down a bit. I left the meeting saying, I don't think this is going to work because it will probably "just add fuel to the flame." Well, they called my co-worker in and talked to her. Later my supervisor and co-worker had a meeting. When I entered the room I felt like I was ambushed by my co-worker. She mislead my supervisor into thinking it was going to be a let's just get along meeting. My co-worker was constantly trying to calm her down but she was livid. She has harassed me for 3 years and now she was out of control and management couldn't handle her. I walked out Friday about 1:00. I thought about it over the weekend and text my supervisor on Sunday asked if I could come back to work on Monday. She said the President would have to contact HR and see what could be done. I received a text this morning that said "When you verbally said you were quitting your job Friday, loaded up your personal belongings and walked out in the middle of a workday, you voluntarily terminated your employment with CRC Insurance Services. I am sorry that things did not work out as we had hoped but under these circumstances we are not willing to offer you your job back. I know that you have contacted several of our staff regarding our office and I would appreciate it if you would refrain from doing so going forward. We are trying to be productive and my staff does not need to be distracted any more by this matter. I wish you the best and I hope you find another position soon where you will be happy. We have begun the termination process and you will receive information and documentation as soon as it is available. " I text back and said thanks. I text and said that the contacting was over the weekend and it was to say goodbye to them since I didn't get to do it Friday. I also text them and said I hope I get my termination packet soon to answer several of my questions. I also text and said this is confidential but I am going to file a complaint about Alicia and I was trying to keep this from happening to the next employee and I wanted it on record. Is there anything I need to do like get a restraining order? She was so mad I was wondering if she was going to hurt me. She might if I run into her in a public place and let me tell you, insurance is a small world. Melanie