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I was recently terminated from my job in Mississippi for

Hello. I was recently terminated from my job in Mississippi for "job abandonment" because I failed to notify ONE of the three people my company policy stated I needed to in the event of unplanned absence. Would I be eligible for unemployment benefits?

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RobertJDFL

Attorney

Juris Doctorate

13,468 satisfied customers
I have been accused twice by HR for harassment by the same

I have been accused twice by HR for harassment by the same associate while my leadership has disagreed because the associate publically praises me as a leader both written and verbal. I have the highest engagement survey results of any team, however HR has twice accused with no investigation (just the associates wording).JA: Because laws vary from place to place, can you tell me what state this is in?Customer: TennesseeJA: 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: no

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Marsha411JD

Doctoral Degree

19,404 satisfied customers
Our companies Human Resource personnel has changed, altered

Our companies Human Resource personnel has changed, altered and falsified my attendance point accumulation by recording more points than actual, with that being said. Instead of having 3 points I now have 5 which gave me a day suspension. Now that I've lost pay, I also can no longer regain my points back. Which moves me closer to termination. Our HR has altered our point system by falsifying employee documentsJA: Have you documented this or discussed it with HR?Customer: I have not discussed this issue with HR yet, I am currently speaking these matter along with my options with our union repsJA: Is the employment agreement "at will," union, full time or part time?Customer: full timeJA: Anything else you want the lawyer to know before I connect you?Customer: not quite sure yet. I'm still gathering every bit of information, all of last years point system and attendance

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John

Attorney

Doctoral Degree

8,118 satisfied customers
If a supervisor shows a consistent pattern of preventing an

If a supervisor shows a consistent pattern of preventing an employee over 40 from doing their job, (by withholding key job-critical information, covertly bypassing the employee and setting up "favorite" younger employees to do the employee's work, etc.) then presents misleading/false statements in the +40 employee's performance appraisal that results in no pay raise, has the supervisor committed illegal actions in the state of Washington?-Through the following fiscal year the +40 employee demonstrated strong performance and achievement of all tasks directed by the supervisor, checking closely and receiving confirmation from him along the way that performance was on track. At the same time, the +40 employee kept track of documentation and detailed evidence that the supervisor's above mentioned sabotaging behaviors in favor of younger employees continued. At the end of the next annual review period, out of the blue, the supervisor called him to a meeting with an HR representative and presented him with a "written warning" containing an additional assortment of false statements and referenced the previous year's false performance review as the basis for threat of further action affecting his employment. The supervisor's ongoing/verifiable failure to enable the +40 employee to do their job at optimal performance then issue the warning without following the proper procedures clearly corresponds to the company's timing/needs to downsize and curb costs. It also followed the supervisor's same treatment of another 40+ employee several months earlier. Does the verifiable pattern of setting up a +40 employee to fail, then distributing a falsified Performance Appraisal to deceive HR, etc. into believing the employee has performed poorly stand as "obvious" evidence of the supervisor's intent to harm the employee? (i.e., cause termination of a consistently strong performing long-term employee without severance pay.) Can this intended outcome targeted to a higher paid +40 employee also establish that the supervisor's motive for distributing fraudulent performance information to third+ parties was for the purpose of saving the company costs? In this scenario described, does the supervisor's documented efforts to "set up" a subordinate to fail and the series of two falsified performance appraisals provide substantial documentation of pre-meditated plans to facilitate the wrongful termination of an employee in a protected class?

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John

Attorney

Doctoral Degree

8,118 satisfied customers
I recently left my position as an Office Manager at an

I recently left my position as an Office Manager at an Independent Insurance Agency and worked there for 10 years. The agency owner and I were business associates as well as close friends during most of that time. Due to personal issues, of which there are many, I left the agency, not on good terms, in September, 2016. There are tons of issues involved here but to start, I believe my former employer is now manipulating my W-2 income. There are other employees at the agency and I am fairly certain that they will not be receiving amended W-2's...they have already received theirs. I will be the only one to receive an amended W-2 because of the owner's vindictiveness. This involves bonuses paid. The owner has never reported bonuses as income, which I warned her about for several years, since I took care of payroll, etc., according to her instructions. Can she single me out to add bonuses to my income without applying the same to all other employees? Thank you for any guidance you might provide to me as I work through this and other issues with her. ***** *****JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: IndianaJA: Is the employment agreement "at will," union, full time or part time?Customer: I did not sign any employment agreement with herJA: Anything else you want the lawyer to know before I connect you?Customer: She had her attorney send me a letter the week after I left the agency, asking that I make no contact with her or anyone at the agency, and that I had been warned about trespassing, etc. which is totally false. I have made NO contact with the owner since I left; however, she has contacted me three times since I left, just trying to keep things stirred up. I have kept HER attorney advised all the way along as to what has been going on and I do feel as though I am being harassed by her.

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John

Attorney

Doctoral Degree

8,118 satisfied customers
I have worked for a third-tier automotive company for over

I have worked for a third-tier automotive company for over 20 years. All of these years have been 6-7 workday years. A new Human Resources person changed the occurrence program last Spring. Allowed 4 paid days and 10 call offs per/uerJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I took a 11th day and now they tell me I can only use 4 days / call offs from 10-12-16- until 10-12-17. I live in Michigan.. still on 6-7 days...JA: Has anything been filed or reported?Customer: They gave me a written warning with a decision day upon my next occurrence.... which will happen on a my fifth call off day (occurrence no more paid days left) prior to October 12th 2017.JA: When we are ready I'll take you to the appropriate web page.Customer: Thanks in advance Tina, LawyerJA: Anything else you want the lawyer to know before I connect you?Customer: Nope... please let me know any legal actions that can be taken against such unreasonable rules in Michigan...

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Infolawyer

Attorney

Juris Doctor.

39,240 satisfied customers
I have a thorny case. Employer wants to demote me two levels

I have a thorny case. Employer wants to demote me two levels ($10K salary drop). Exemplary performance 7 years. Up and down reviews last three years (new management). Got PIP in April 2015 (rating of "0" on a scale of 0-2); got off PIP in October and got a raise. Received second PIP (3 month) in August 2016; got another "0." Demotion goes into effect 1/15/17. Some truth to their claims (I was late to work and missed some deadlines), but claims were exaggerated, good performance not taken into account at all, some facts left out, others twisted. I was diagnosed with Obsessive-CompulsiveJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: This is Maryland, and I work for a state agency (Maryland-National Capital Park and Planning Commission. I was diagnosed with Obsessive-Compulsive Disorder and Generalized Anxiety Disorder in April 2015. I hoped to work harder and NOT make a request for ADA accommodations, but finally did so on September 13, 2016. It was a big mistake to have waited, but there it is. However, the last PIP covered August 30 through November 30, and the request for accommodations was delivered September 13. So for the majority of the PIP, employers knew of disability and as of today has not even scheduled a face-to-face meeting with me, despite inquiries via email from me as to when this would take place.JA: Is the employment agreement "at will," union, full time or part time?Customer: At-will, full-time, career, exempt according to them (although I only supervised one person, and the DoL says you have to manage 2 people to be considered exempt, or so I read).JA: Anything else you want the lawyer to know before I connect you?Customer: Yes. I am appealing the demotion with the "Merit Board" of my agency, and don't know which way to go. I think I will lose on the merits of my performance alone--it's too much "he said, she said." But the fact that they are trying to force me to take a new position that they have cobbled together, with no clear job description yet, for $10K less and working for the same insane woman, and have not yet addressed the ADA request with me at all, makes me think that would be the best route to go in the appeal letter. They're saying that we'll deal with the ADA request after I sign off on the demotion; I'm saying they need to deal with the ADA request now and address specifics in whatever job I end up doing for them. They most likely would have fired me if I had not filed the ADA request.

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Infolawyer

Attorney

Juris Doctor.

39,240 satisfied customers
I was fired today for lying. Although I know it is wrong I

I was fired today for lying. Although I know it is wrong I had no previous write ups. Others at my work have used descriminating language and cursing and are still employed. My previous manager shared personal and performance information among their direct reports.Do I have a case for wrongful termination and am I eligible for unemployment in Illinois?

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RobertJDFL

Attorney

Juris Doctorate

13,468 satisfied customers
I was fired due to policy violation I worked for Wells Fargo

I was fired due to policy violationI worked for Wells Fargo for almost 3years. I was hired as as a teller March 2014 and 11months later I became a personal banker. In October 2016, two weeks after coming back from my maternity leave I was terminated due to policy violation.When I was a teller in April 2014 I took my parents to Wells Fargo to open new accounts (requirement to meet sale goals). Wells Fargo requires the personal banker to open the account for the customer and get them sign up with at least 4products when opening a new acct which are checking, savings, debit card and online banking! When the personal banker who helped my parents open their accounts he asked for their email and my parents don't use emails, so the personal banker asked for my personal email and used it to set up their online banking. I became a personal banker February 2015 and I was always pushed to get more sales and more products from customers, every time I would let a customer walk away without online banking or a savings account my manager will question me and say I didn't push hard enough or asked enough questions to get them set up with all the services required!!! I would say they don't have an email address or they don't neeed a savings. In different occasions she even said I should grab the customers phone and check if they had an email that way I could set up online banking for them. As a personal banker I brought a lot of friends and family members to open new accounts and most of the time they didn't need a savings or didn't want online banking but due to all the pressure I had I would push them to get that extra savings and offer to use my personal email to set up their online banking. Since the personal banker who open my parents account used my email to set up their online banking I didnt see a problem with using my personal email to set up online banking for friends and family. I went on maternity leave June 3rd 2016 and went back to work on September 23rd 2016. Two weeks after coming back from my leave investigations department called me and started questioning me about my personal email address and why so many people had that email on their accounts, at this point I had completely forgot about that other banker using my email to set up my parents account so it looked like I came up with using my personal email all by myself. After being on the phone for about 30mins they said they had no more questions two days later I was terminated. Was my termination justified? Can I sue Wells Fargo for not giving me a warning or can I get any kind of compensation? customers most of them my family but a few were close friends or good customers of mine

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Ely

Counselor at Law

Juris Doctor

67,220 satisfied customers
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