Join the 9 million people who found a smarter way to get Expert help
Recent Transfer questions
My employees discovered that one of their co-workers is a
My employees discovered that one of their co-workers is a registered sex offender.We were not told that when said person started working for us. To be fair, we didn't think to ask.Now the employees say they are uncomfortable, and don't want to work with the offender.My issue is that on the one hand, seven employees are about to stage a coupe and refuse to work with this person; yet on the other hand, I do not want to discriminate against someone obviously.I think we should have been informed of their status by them upon hiring right? I also noticed that we are not listed on their registry page which was recently updated.What courses of action are legally available to me?
What should I do to protect myself against an employee that
What should I do to protect myself against an employee that I feel is setting me up for a law suit?The situation is that she was working alone in my retail store; as she has done since hired. A 'bum'/person walked in and started shoplifting a lot of merchandise. My employee physically got between the shoplifter and doorway to have shoplifter empty the bag. Shoplifter did empty bag, threw inventory and pushed employee as shoplifter exited store.Employee called the police and really, really make this a big deal. Employee closed the store after incident without our permission. We learned store closed and re-opened.We understood and have been compassionate to employee; giving her full day pay...even though she closed the store.We then offered to schedule more than one person on her next days and all remaining shifts. She called this morning saying she's still not comfortable. So, we offered to transfer her to different location that has in mall security guards. Employee still not happy. We can feel her goal is setup lawsuit now. She's telling us that we need guard at location even if she's not working there. (We are located in city on very popular better shopping area; where no stores have guards)She's escalating the push that occurred to a hard slam against wall, took pictures of her 'cuts and bruises' but she didn't know we have video that showed there was really only a slight graze/mild contact maybe when shoplifter walked out. Employee backed off her story when told her we have video. Now employee wants the video.What should we do to fully protect ourselves here; but also not looking to escalate and create more of problem and add legs to her case?Do we contact police to give the video we have?Do we give the video to employee; as she requested?I really feel this is a setup...and don't want to play into this more; but also don't want to leave myself open to a lawsuit.
There are a couple of clauses in the letter of employment
There are a couple of clauses in the letter of employment and non-compete agreement i'm about to sign that make me nervous. I wonder if you recommend that I sign or insist on modified language:1. In the offer letter, it says "You agree to devote your full and exclusive business time and attention to the business of the Company." I'm a software engineer, and I think they are trying to prevent me from running a side business that interferes with my work for the company. I don't have a side business, but as an app developer it can be a nice weekend project to create an application etc., and it seems a bit unreasonable that if it were somehow wildly successful I couldn't charge for it. Also (and much more likely), does this mean I can't run an Air B n B, or be reimbursed for giving a talk at my friend's company on one of my vacation days, or being paid to mentor people during off-hours on a mentoring site? It seems like those activities would not interfere with my work for the company and although I don't particularly anticipate doing them, it also makes me a bit uncomfortable to have them forbidden for the duration of my time at the company.2. The confidentiality agreement includes this: "Agreement to Transfer": "Employee shall without further payment, assign, transfer and set over, and does hereby assign, transfer and set over, to the company, all of employee's right, title and interest in and to all Trade Secrets, secret processes, inventions, improvements, patents, patent applications, trademarks, trademark applications, copyrights and any and all intellectual property rights which Employee solely or jointly with others has conceived, made, acquired or suggested at any time during employment or within a one-year period after termination of employment with the Company and which relate to the existing or potential products, processes, work, research or other activities of the Company." I am fine with the company owning all of the work I do for them, and forbidding me to create software that competes in the same industry / market segment as they occupy or are actively pursuing. But I'm concerned this language is so broad that any software I worked on at all within a year after leaving the company could be construed to relate to "potential products, processes, work, research...", since we could be researching anything, and any software COULD be a "potential" product, even if it were outside the company's current industry.3. In the confidentiality agreement is says that notice has to be delivered personally or at the address "except that if delivery is refused or cannot be made for any reason, then such notice shall be deemed given on the third day after it is sent". I'm puzzled about the "cannot be made for any reason" - my address is tricky to find, and the post office sometimes returns things to sender as address invalid, even though it's a perfectly valid address. Would that count as a delivery that "cannot be made for any reason"? Also, mail to my home regularly takes more than 3 days, so a 3 day standard seems surprising to me. Is this clause fine, or should I request clarification?
I was told Friday that I was to be placed on involuntary
I was told Friday that I was to be placed on involuntary suspension beginning Monday July 18. I have not received anything in writing as to what/ why or length of time suspended. Have not spoke with HR. My clinic manager did state there were questions surrounding my board order. I am a nurse. I have a board order . I have worked for this company 18 mos and transferred from another clinic 45 days ago to take a charge nurse position at this clinic . I was actually replacing another nurse who had same board order as me. Not sure why it's a question now. My manager misstated herself initially telling HR there were times I was alone that response got me suspended however after she thought about it she was reminded that I'm always with 2 nd shift nurse or the CM is in the building. Bot***** *****ne I have not been alone and I have met all criteria of my board order. I have also been told from regional director that I will be paid during this time. I have not received any handbook or company policy on this. Shouldn't there be something in writing. What are my options
I have worked same employer five years but recently i was
I have worked for the same employer for over five years but recently i was promoted. The manager does not like me, I was being trained to replace her friend. Yesterday I was told that I was told people are afraid of me. Well other people on the floor I have worked with for years do not see it. I have never been anything but a model employee, I need to talk to someone?
About 2 years ago, I transferred a considerable amount of
About 2 years ago, I transferred a considerable amount of money from a managed account at LPL FINANCIAL to my current employer's sponsered 457 plan for government workers. These funds originated from a lump sum pension buy out from my previous employer and represent about 55% of the present value of my 457. What I wasn't told was that the funds would be locked and that I cannot make an in service withdrawal until I leave or retire, unless I meet one of the 4 hardship criteria. My employer will not consider a policy change citing a "fiduciary responsibility " with fear of some liability. Do I have any recourse?
What is the statue to file an unfair labor practices or age
What is the statue to file an unfair labor practices or age discrimination lawsuit? I was given the option to accept a severance package within a two week time period or the offer would be removed from the table and I would still be terminated. I had worked for a major food retailer in St. Louis, MO and was given the ultimatum to accept the severance package or be terminated in two weeks.There have been several employees terminated from this company over the last couple of years and have expressed interest in a class action lawsuit.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am having difficulty getting my pension contributionsView more employment law questions
Hello, I am having difficulty getting my pension contributions refunded after I left employment with a state agency. It has been nearly four months since I submitted the required paperwork to rollover the funds. Meanwhile, I have lost investment opportunities. The refund I am seeking is my total contribution only. The plan grants no interest to anyone who withdraws before retirement age, but profits from investment gains while withholding my refund. The pension website indicates that refunds will be processed about 35 days after receipt of the required paperwork. I have contacted staff in the retirement office, but they blame an IT upgrade on slow processing time. When they respond to my calls, they cannot give me any indication of when to expect the funds to be transferred. I would like to know if this is worth pursuing, considering the matter could be resolved any day. Is there any recourse for the lost investment opportunity due to the delay? Could I seek the additional interest made by the retirement system during the extended delay? Also, I am only entitled to about $22,000 in contribution refund, but there must be a larger group of people dealing with this situation. At what point do I need to take action? Thank you.