Search results

DC's stance on payment of accrued vacation at termination is ambiguous at best, based mainly on court cases, since the law has "no provision" one way or the other. Relative to calling back your direct deposit that included (solely, I am assuming) vacation pay, that is legal although, IMHO, a...

But this is not one of them. :no:

Yeah, cutting off all communication is a good way to get fired for job abandonment. Bad idea.

In California, that would be the Division of Labor Standards Enforcement, and you would file the claim for unpaid overtime due to a misclassification. It either works or it doesn't, but it does force the employer to justify classifying you as an exempt employee. CA (and federal) law does not...

Agree, I'm not seeing any damages here. Yes, it was an uncalled for comment. But it appears you have not been the subject of any adverse employment action because of it.

Sorry, I missed this. Although there are rules in the plan about how long the third party administrator has to release funds in this situation, a year is too long. I recommend she immediately contact the federal DOL and file an ERISA complaint, or at least discuss the situation with them.

It doesn't make any difference. How one is dressed is not a protected class under Title VII of the Civil Rights Act or any state anti-discrimination laws. We all have "biases" and "discriminate" every day, when we decide whether to have a burger or a hot dog, or to wear the black flats or the...

Do you know how many "qualified" applicants there are for any given job these days? Could be as many as 100 or more. Besides, being early or late, dressed professionally or unprofessionally, neither is a protected characteristic/class.

Could be. OP, is the wage decrease to a rate that would normally be paid for the lower position?

Agreed. Being on FMLA does not protect your job from actions that would have occurred had you NOT been on FMLA. And, even if your bipolar disorder met the criteria for ADA accommodations (every case must be looked at on its own), the employer is not required to accept conduct from a disabled...

I understand that, but if the intent of the reduction of the hourly wage is to recover an overpayment of wages where the required written notice was never provided, I wouldn't want to defend that in court or with the state DOL.

North Carolina wage and hour law requires is that the employee receive the wage decrease in writing 24 hours in advance. Are you saying this didn't happen three years ago?

AJ, the answer on the other forum on which this person posted was that, if the union contract does not provide this protection for non-teaching positionsthe poster is basically SOL.

Same answer you got on the other forum on which you posted this question.

That was your boss' opinion. There is no law that is going to force the employer to change anything.

AJ's answer was to your second question. As to your first, of course. How politely can I say that was a REALLY dumb move to keep a personal journal at work.

nacampbebg started his own thread.

Suck it up if you don't want to pay back the tuition. There is about a ZERO chance you will get unemployment if you quit.

Your employer has no legal obligation to provide a letter or anything else to your doctor. If the employer cannot accommodate this temporary restriction, then YOU apply for disability. Your doctor cannot "put" you on disability; you have to apply for it and be approved. If the state has...

And they said what?