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Based on what you know about what his primary responsibilities are, would he meet the criteria in either of these two classifications? http://www.dol.gov/whd/regs/compliance/fairpay/fs17r_geico.pdf http://www.dol.gov/whd/regs/compliance/fairpay/fs17b_executive.pdf Texas is pretty strict...

Guess I'm not going to get a response from OP, so, IF dad is exempt, here is the applicable FLSA regulation. emphasis mine https://www.dol.gov/dol/allcfr/ESA/Title_29/Part_541/29CFR541.602.htm The employee's argument would be that his salary is being docked (in total, but docked...

No, if he was fired, pay would be due within 6 days or on demand; Texas law.

She can file for unemployment benefits. Odds are probably 50/50; maybe better.

Waiting for OP's reply. Being "on salary" is not enough to indicate exempt/nonexempt status.

I'm assuming as a project manager, he is an exempt employee? I want to cite the right regulation for you.

The Find Lawyers and the New Posts are too close together. Can't tell you the number of times my clicker finger has gotten me to looking for a lawyer when I don't want one.:no:

I didn't see where you asked for the law in your post, but OK. When you've responded on these forums as long as I have, you've seen 100's of "what do WE do" posts.

Doesn't make any difference that he is a minor; the employer is not required to give you his paycheck, even if your son authorizes it in writing. WE don't have any recourse. Your SON needs to go in Friday and get his paycheck. If the check is not there for HIM, HE can file a claim for...

The pay frequency has nothing to do with it. Unfortunately, there is nothing you can do about the scheduling; there is no law that requires any specific advance notice of your schedule. You can certainly contact the state DOL and probably file a complaint. However, in the long run, sometimes...

Agree with Army Judge. If you're asking whether this was a wrongful termination under the law for which you have legal recourse, the answer is a resounding no. File for unemployment and be glad you're out of such a toxic situation.

Take the agreement to an employment law attorney in your state. The devil is in the details, and not all states treat noncompetes the same way. And when you call the attorney to tell him/her what you want to discuss, please refer to the agreement by its correct term.

That's not a confidentiality agreement, that's a noncompete agreement.

I didn't have any problems before. :)

I don't disagree with AJ, but I wanted to clarify one point. You DO have a chance for unemployment benefits. You do NOT, IMO, have a case for wrongful termination. Company policies very rarely rise to the level of a contract. http://en.wikipedia.org/wiki/Wrongful_dismissal One of...

I honestly don't know how they "force" the employer to reply. I thought they were required to complete the forms also. I would think the assistance office would be able to tell you HOW they get the employers to do that.

Did she keep her pay stubs? The site prefers you not include the name of the employer; it doesn't matter to the question or the answer.

I understand you would like a "Plan B". It's just very unlikely there is one. In order for there to be a "wrongful termination" under the LAW, one of three situations would have to exist. 1. You were terminated for the same violation of policy because of a protected characteristic of yours...

Attorney for which? Whistleblower? Yes. If you contact the nearest county Bar Association Lawyer's Referral Service, they can provide an attorney referral for a 30-minute consultation for a reasonable fee (in Baltimore, it's $50; could be even less where you are). At least you could get an...

What does the county assistance office say regarding the failure to complete the form? If I'm not mistaken, employers (and former employers) are required by law to complete them. Regarding "whistleblower protection", however, some states interpret this much more broadly than others, and...