I have a meeting tomorrow with HR, I injured my ankle, torn
I have a meeting tomorrow with HR, I injured my ankle, torn a tendon after MRI showed. can I choose not to have to drive to work and just sit around at work because there is no light duty (doctor has my restriction to one hr of walking a day) . Can I choose to take a reduce pay (temporary total disability) and stay at home while I await surgery?
I work for a small company..I have been on a medical
I work for a small company..I have been on a medical disability for 4.5 months ( my current return to work date is Dec 1)..the office manager told me that if I do not return to work by Sept 30, I MIGHT lose my medical insurance, but cannot tell me for sure, and does not know who can tell me for sure.. I really need to know..
If a lady is the only negro working in her department with
If a lady is the only negro working in her department with six other employees and she feels that she is being discriminated against because she a negro who has suffered a job related injury, and her doctor in writing told her to stop doing the task that heart her for the next 90-days, and her supervisor did not honor the doctors order that she gave to him, and her supervisor told her to keep doing that task that heart her, but at the same time a white female working in the same depart also was heart doing the same task that heart the negro female and the same supervisor told the white female to stop doing the same take that he told the negro female to keep doing in violation of her doctors order, what can the negro female do about this?
Federal Workers' Comp question. My son was injured at work,
Federal Workers' Comp question. My son was injured at work, surgery approved for his knee surgery. His surgeon said he was not ready to return to work. WC doctor said he was. Then he was terminated. His work classification was Federal Employee Term position Does he have any rights to get his position back? ThanksJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: CaliforniaJA: Has anything been filed or reported?Customer: yes, the injury was reported and approved. He was on WC, then had surgery on his kneeJA: Anything else you want the lawyer to know before I connect you?Customer: He is currently working at the same location now, but as a Contractor Employee
I worked for a company 8 years. My immediate supervisor was
I worked for a company 8 years. My immediate supervisor was always mentioning to me that I needed to wear makeup and spend time fixing my hair. In 2013 she gave me a verbal warning about fixing my hair. In January she took the core management team to lunch at a Mexican resturant and said in front of everyone that I needed to spend more time on my looks, especially my hair. I had brought this to the attention of my corporate supervisors and nothing was ever done. In July I was not only expected to do my job, but that of another coworker who had quit the prior month. Things came to a head and I shared my concerns with a new corporate supervisor and was then contacted by the HR department. By then I was so overwhelmed with everything I told them I was going to retire early. I lost my bonus I was entitled to as well as my vacation time. Do I have grounds for compensation?
On Aug. 18th, I agreed to an LCA between my labor union and
On Aug. 18th, I agreed to an LCA between my labor union and the company I work for.We were prepared to arbitrate, but I took the advice of union counsel and agreed to the LCA even though I felt allegations made against me would do well at arbitration.On August 26th, my company informed me that I had violated the LCA from Facebook activity on my union's FB page that allegedly came from me. I don't believe I posted those comments, but just the same, I feel that any criticism toward my union or "union officers/ officials" did not violate my LCA.I agreed to release all claims against the company- including what I feel is a prime facia case of religious discrimination/ Retalition against the company.I am a flight attendant governed by the Railway Labor Act. The Labor Management Relatiinship Disclosure Actof 1959 explicitly states that union members have a right to disagree/ criticize union officials/ officers "without reprisal from the company or from union officials."I had my first disciplinary hearing. The company clearly did not believe me when I stated I did not post anything to the union's FB page. I did share I felt my soon to be ex- husband may have sabotaged my FB activity as he was quite angry that I released all EEOC claims ( he is Muslim. I work for an airline, I took extensive protective activity... I am certain you get where I am going with this).My company picks and chooses when it will assert itself in our union business. It's unfair. My union is weak however and seems reluctant to fight this.The union is taking my grievance. I am preparing to go through the process again.Incidentally, the state of Nevada charged the experience rating of the airline I work for after I applied and recieved unemployment insurance.I'll stick with my union representation for now, but an consisering hiring an employment attorney if necessary.Had I known that anything was posted that could anyway jeopardize my LCA on Aug. 24, I would have made darn certain that I revoked the agreement by 6pm on August 25th as I would have still been in the time frame where I could revoke the agreement.I maintain that I did not make any posts to my union's FB page. What I was shown had no date or time stamp. It also criticized "union officials" and their role in having me terminated as well as being the reason for my airline having its' experience rating charged.I'll continue with the grievance process as that is how I can hang on to my health insurance.Just wondering your legal opinion on the LCA.It's extensive, mentions I have filed for workman's comp as well making certain I would have any charges with the EEOC and other agencies in regards ***** ***** rights in the workplace.My estranged husband is an accountant. We may be going through divorce proceedings, but he is correct.It all seemed collusive and a set up on behalf of the company and my own union leaders.According to the EEOC and the Nevada DOL, it was in fact a few union officers/ officials that reported me for some very serious allegations.Contract proposals are in the table. A certain faction of our union blames me for leading a charge in voting down the last tentative agreement proposal presented to flight attendants.I live in Boise, ID. My company is headquartered in Dallas, TX. I was based and worked out of Las Vegas, NV.Any help is greatly appreciated.
I'm a personal contractor and I work with heavy machinery.
I'm a personal contractor and I work with heavy machinery. If I am injured is my employer responsible for the injury or am I? Also they gave me an I-9. Am I legally obligated to return this form to my employer? If not, is there a benefit for me or them?
I was out on workers compensation with my current job due to
I was out on workers compensation with my current job due to an injury. I decided at that time to get another certification to get a different job. I received that certification and started applying to new jobs. One of the prospective jobs that I applied to told me that they would not interview due to my work restriction I had from a doctor. I spoke to my doctor and was released from restriction to go back to work. I went through the interview process and just found out that this prospective employer isn't going to hire me. They said the reason was due to my past injury. Do I have a case?
I got hurt on my job in November 2015. I have legitimate
I got hurt on my job in November 2015. I have legitimate injuries to my neck and it has been determined by workers comp board that I am entitled to $150 per week and full medical coverage for injuries. The insurance company sent a letter asking if im interested in a lump sum settlement. My lawyer then sent a demand letter back asking for $67,000. Since then we have not heard back from insurance company. Last I heard was they told my lawyer they are assessing the costs of my case, but its been 4 months and no reply. Is it suppose to take this long? if I go back to work on a non physical job, do they still consider a lump sum settlement for the medical expenses, being as I only get 150 weekly in lost wages? I cant wait around for years, but i don't want to screw up the possible lump sum settlement by going back to work. How does this all work out? My lawyer is very short with me and I'm considering finding another attorney that will properly communicate with me.