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Doesn't show WHAT?

In your opinion. In mine, there was nothing for him to get caught AT. You are making a mountain out of a molehill. But let's assume you are right. If you're NOT running from anything and you're NOT a fugitive than what the **ck difference does it make what he meant?

When I read what you said he said, my first thought was that his English is poor, he was trying to make polite conversation and he used the wrong words. I talk to a lot of people for whom English is not their first language and they often confuse what they are trying to say. I think you're...

Depending on what country, possibly. But I was not born in the US and if I needed another copy of my birth certificate I could order it online for a small fee.

True enough, but the basic idea still holds.

Rather than go all around Robin Hood's barn trying to find a way to bypass the requirements and use a different document, why don't you just order a replacement birth certificate (instructions included in Blue's link)?

At the present time no law exists which prohibits a private employer from firing an employee for refusing to get a vaccine. Therefore at the present time it is legally acceptable for a private employer to say Vaccinate or be fired. I will also add that the US Supreme Court determined as early...

I am admittedly a little rusty on FMLA since it's managed in a different area of my department, but I would agree with your employer.

The odds are somewhere between 0 and 100%. That's as close as anyone can come.

Unless "They" was the IRS, "they" are not necessarily correct.

My physician father died four years ago so Army can correct me if I'm wrong, but as I recall amending chart notes is one thing; deleting them is quite another and can cost the physician his license.

Here's the bottom line, Tina. IRS regulation will determine whether a W-2 or a 1099 is appropriate. It's not a choice. It's not his opt one way or the other. He doesn't get to decide what goes on what form. Neither does the attorney and neither does the judge. It is solely up to the IRS. It...

Agree with Tax that this is solely a matter of your union contract. As a matter of law, they can move you or change your status to and from float every day if they want to.

Then I'd say you shot yourself in the foot and your chances of a successful lawsuit are slim at best. Had you escalated the matter to HR and failed with them, you might have had a better chance. But you didn't even try to resolve the matter internally - that's generally a deal-breaker when it...

Most people do not have a written contract with their employer unless they are in a union or are a high level executive.

At what time did you go to upper management or HR and formally request a religious accommodation of being allowed to continue wearing your hat? Not just, they were aware of your religion, but a formal request?

Somehow I have my doubts that a sign in the break room constitutes a binding and enforceable contract.

In employment law, seniority is a non-issue. There are no laws anywhere in the US that requires an employer to follow any type of seniority in the absence of a contract or CBA that requires it. This is going to be strictly a matter of the union contract and will need to be handled through the union.

And this thread is from January of 2020.

Two possibilities: 1.) Dentist number 1 withheld information and did not do needed work for whatever reason 2.) Dentist number 2 is recommending unneeded work. I agree with welkin (and that's not something that happens every day, or even every month). Get a second opinion.