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I am not at all sure there IS anything you can do outside of the union grievance process. There is nothing in employment law which requires every employee be disciplined exactly the same way (or at all) for the same infraction of company policy. Your only possible cause of action outside of...

Seek legal counsel. The amount of the loan alone exceeds the small claims limit in MN. An attorney can give you the best legal advice as to timing. Just as a matter of semantics, though, you did not have an employer; you had a customer.

You should have filed claims with the DLSE immediately. Don't know why you waited so long. http://www.dir.ca.gov/dlse/HowToFileWageClaim.htm

Assuming you were properly classified as an IC the ONLY option you have is a civil court action. The DOL deals with employee claims only.

Yes, I agree that cancer is a "serious medical condition". If you had SAID "cancer" in your earlier posts, I would not have mentioned aword about it. I missed that you were in Wisconsin as regards criminal convictions. I apologize.

To add to what cbg said, that is assuming that the more than 50 employees you mention work at your job location or within a 75-mile radius. Plus, all doctor's appointments are not automatically FMLA. The reason must be for a "serious medical condition". There is no requirement in any state...

Seek legal counsel before you do anything. There is such a thing as "public policy" and firing you for doing the right thing in this case MAY give you a wrongful termination case.

File for unemployment. In order for this to be a wrongful termination (this is a legal phrase), your termination had to have been in violation of some law (for example, because of your race, gender, religion, etc.), or a violation of public policy (such as being fired for filing a Work Comp...

Don't know; the devil is in the details. Take the agreement to a local attorney specializing in employment law for review.

Did you sign a noncompete agreement?

There is no LAW that requires them to pay sick time, even if you DO have it accrued.

FMLA is applicable to all medical conditions that meet the criteria of a "serious medical condition". Generally speaking, pink eye is not going to meet the criteria and apparently, your employer didn't think so, either (or at least, doesn't now). You don't get FMLA per qualifying condition...

I LOVE the quick reply. Like this one right here. :)

Jacksgal, for those of us who log on every day, having both probably is redundant. But some responders don't do that.

I found it. Forums/New Posts. I did like having that with one click, though, because I use New Posts exclusively.

Well, looking down her shirt was certainly sexual harrassment; there is no excuse for that. However, a witness is not required at the time of firing. She should appeal the determination.

The IRS might also be interested in this, because if this payment should have been wages (and it almost certainly should have been), there are taxes that should have been withheld and were not. I think you can report anonymously. Does upper management know about the fines and penalties...

Personally, I'd tell her, this was your work assignment for the day and that's it. She has no business using her LLC to bill you for work that she performed during her regular business day. Not being able to find her company on the 'net or in the phone book is not a good sign. She has a...

The male employee went on maternity leave? He should be on the news. Not wage and hour laws, but if the employee that did the work was an employee, paying her extra as an IC/vendor will raise a red flag at the IRS. What type of work does she normally do and is her company in the...

No. Double jeopardy is a concept of criminal law. It does not apply in the workplace.