I started working for a company as an "intern" in May of
I started working for a company as an "intern" in May of 2015 and my contract ended on Dec. 31, 2015 but I have been working for them ever since without anything in writing. They recently created a new position in the company with all of the job duties and functions that I currently have. I applied for the job, interviewed for it, and got a job offer. I was given until the end of the day to sign the offer. I couldn't sign the offer because even though it was for more money than I'm making now, it would cost me to lose my college tuition, my son's tuition grant, and our health coverage. The VP of the company told me that he would see what he could do and try to come up with a way that I could accept the offer and not have to leave the company. I was relieved and then out of no where I had an unscheduled meeting with my manager, the HR manager, and the VP to discuss the contract. I thought that they had figured out how to help with my tuition or bumped up the salary so I could accept the job, As it turns out, I was completely blind sighted and they took the offer off the table and said they were going to give me until the end of October to work there. Yesterday I was given a contract to sign that extends my "internship" until October 28, 2016 and they are pressuring me into signing it by the end of the day today. I am just confused to why there is such an immediate urgency and why they took the offer off of the table without discussing things with me. Is there something that I did wrong? If I sign the contract are they going to fire me? If I don't sign the contract they are letting me go tomorrow. It just seems very sketchy to me and wanted some advice. I just don't understand how a job offer turns into an internship extension.
I fell when I left work on the back steps into the road and
I fell when I left work on the back steps into the road and I have broken my right ankle. I am in a cast and am not allowed to drive for 3 weeks till I'm seen again. However the doctor said I could do sit down work only and return to work Monday, 8/15. However I live 45 minutes away and literally have no way to get there and there is no taxi or uber in my area. Because I am an inside sales rep, they have agreed to let me "try" and work from home. ( I literally can do my job from anywhere, it's just we don't have that " work from home" at our company yet therefore I had to get permission to do this) However , later Friday I was sent FMLA papers to have filled out. I called to ask what this meant, I thought I was working just like I was at my desk starting Monday and was told because it was 5 calendar days off this was what generated the FMLA papers. I'm pretty sure based on my research FMLA is based on work days , therefore I have only missed 3 workdays therefore I shouldn't have to do FMLA, right? They have filed workers comp even though they said they feel like it won't be w/c because I simply stepped wrong off step and ankle turned over and snapped. I don't care that it's not w/c ,I just don't understand why they sent mr the FMLA papers if I'm working starting Monday and only missed 3 workdays. Should I have these filled out? Should I tell them I believe they are mistaken if I am correct on the work day thing? Can I actually qualify for FMLA even though my Dr said I could do " sit down work only" with No driving but I can't drive myself to my job??help!!!
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I live in Illinois, employed by same fortune 100 company for
I live in Illinois, employed by same fortune 100 company for 17 years, 14 plus years of home based worker full time. I am exempt Senior IT Engineer. My department, not the company is is telling me and others in the Dept no more home based worker with 9 weeks oral notification. My company as a whole and is expanding telecommuting and HBW. We are global workforce, Ireland, India, Canada. All my work interaction never require face to face, vast majority of people I work with are in other countries. Do I have protection from unilateral decision and change of work location? My job is not changing
I'm currently on disability and want to return to work with
hi, I'm currently on disability and want to return to work with a workplace accomodation, a reduced work schedule from 40+ hours to 4 days and no more than 35 hoursJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: thats complicated. I work from home in florida, but my workplace is Wells Fargo in Charlotte, NCJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: this is not job related, this is medical issue had surgery in may
I am requesting FMLa FOR MYSELF DUE TO ONGOING ptsd
I am requesting FMLa FOR MYSELF DUE TO ONGOING ptsd TREATMENT. Can my counselor fill out the form for the health care providerJA: Because laws vary from state to state, could you tell me what state is this in?Customer: paJA: Have you talked to a lawyer yet?Customer: no, not about fmlaJA: Anything else you think the lawyer should know?Customer: I work in a place that is very unfriendly to its employees and I have no sick or vacation time left. I did speak to a lawyer about an EEOC complaint for disparate treatment, but decided not to do that.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: PA
I was fired 60 days after returning to work from FMLA. I
I was fired 60 days after returning to work from FMLA. I returned to work, but did not have a full workload. They told me that I could not work from home on my scheduled day because I did not have enough work and I can't book admin or available time from home. 3 weeks after I returned to work, I was given a PIP. The PIP stated that there were previous conversations regarding performance and attendance back in Dec 2015, Feb 2016 and June 2016. They also stated that I had been requested by HR to complete the necessary documents for a background check because they never did it when I was hired, even though I had already been on the job for over a year and was not trying to promote. I told them I didn't think they could legally make me submit to a background check after the fact. Needless to say, a condition of my corrective action was to allow them to run a background check.I had my annual review on 7/21. I filled out my self evaluation and was very blunt that I was unhappy because I had not been given any additional training to move ahead, though my other co-workers had. I said that I was disappointed because the opportunities that were promised to me never happened. I took a $5 pay cut because I knew what my skills were and that if given the time and training, I would be able to advance. I also submitted my engagement evaluations to my clients that I had been servicing for over a year. All five were excellent; exceeds expectations and meets expectations. However they said that the client I had just taken over 3 weeks prior for a coworker who went on maternity said they gave me a bad review, though I never submitted an evaluation to that client since I had only had them for 3 weeks. That was there reason for letting me go. I also was chatting on our messenger with a coworker telling her that she did not qualify for being exempt and that she should say something. We found out later that our network messages were read by the VP, though I dont know if she read ours. Unlike other employees who have left the company, my toggle time tracking access was cut immediately, keeping me from comparing my timesheets to my paycheck and my employee file was deleted from the server. My aunt is an employment attorney said it sounds like they retaliated against me for taking FMLA and for possibly not wanting to agree to the background check.
My daughter is 19 and was employed by a local summer camp.
My daughter is 19 and was employed by a local summer camp. They claim that they are legally able to pay her and the rest of their employees as independent contractors through Dec 2016 because they are a nonprofit. My daughter was just fired yesterday but has been asking for copies of her timesheet for the last few weeks. We were just told that she would get her final paycheck but they had turned over all the timesheets to an auditor and then an attorney to make sure they are all ok before we get them. Is that legal?
My son-in-law is a computer engineer who works from home,
My son-in-law is a computer engineer who works from home, and troubleshoots problemsthat his company's clients needs help solving when they call in to him.He is paid a salary by his employer and is definitely NOT in business for himself.Last year, his employer changed his status from an employee to an independent contractor.To me, that was solely in the interest (to save different costs that my son-in-law would now have to pay) of the employer and was NOT allowed by law (he lives and works in New York). Is this wrong on the part of the employer? Also, what taxes exactly would my son-in-law be obligated to pay that was being paid by the employer? Thank you.