Assuming that Company #1 did not lie or defame you to Company #3 during its communications with same, there is nothing you can do. I am curious. How did you learn what Company #1 said to Company #3? You state, however, that you did complete the training and that the Training staff did see "issues" during your training. All of this leads me to believe that no law has been broken here with respect to your dismissal. Of course, if the communications between Company #1 and #3 were false or...
I agree with Attorney Wayson and would add that it would be in your best interest to try to obtain at least 2 or 3 consults with social security attorneys. As an employment lawyer I regularly refer such cases to a few SS attorneys associated with AVVO. If you need such a referral you may write me off-line. Good luck and best regards, Rob Fortgang - Employment Law Attorneys / 800-932-6457 / email@example.com / We can Help.
I agree with Attorney Spencer, you really need to obtain an initial consult with 2 or 3 employment lawyers ...and soon. In this way you will be able to make an informed decision. The reason you should not let any more time go by is that there is generally a 2 year statute of limitations for filing such actions. What this means is that from the time you would file your claim for unpaid wages, you can only go back 2 years to recover unpaid wages. Do you have any evidence supporting the hours...
I agree with Attorney Taylor and would add that from what you have written your employer didn’t just take those 3 days away from you. Rather, your employer used those 3 days, and in turn, you received pay. Good luck and best regards, Rob Fortgang – Employment Law Attorneys serving Massachusetts and Connecticut.
Based upon these facts, a complaint filed with OSHA is likely your best course of action. OSHA provides discrimination protection for employees who exercise a variety of rights guaranteed under the Act, such as filing a safety and health complaint with OSHA and participating in an inspection. There even exists a specific section entitled - Safe Drinking Water Act that provides discrimination protection for employeees who report violations of the Act, which requires that all drinking water...
I agree with Attorneys Corson, McCormick and Goldstein and would add that in matters such as this it's always in your best interest to involve your worker comp carrier. Let me also suggest that just as many small business owners have an insurance and tax adviser, you would do well to consider adding a knowledgeable employment lawyer to your team of advisors. And finally, those of us who regularly answer questions posted here on AVVO are an excellent place for you to start your search for...
The answer to your question is that both you and your employer have certain rights here. The employer has defined the “essential” functions of your job. You state and agree that “my job primarily involves traveling to customer sites”. If such is the case it would thus appear that the manner in which you framed your question is a bit misleading in that your employer has simply requested that you resume this essential job function or seek other work either within or without the company. If I...
Attorneys Meaney and Patrin are correct. What’s more, Connecticut does follow the “at will” employment doctrine …meaning that absent a contract, your employer may terminate your employment at any time, with or without notice, with or without stating a reason; and you have the same right. Having said as much, absent a job connected reason for your separation and assuming you are otherwise qualified to collect unemployment compensation benefits, you will be able to collect same. Good luck and...
The basic requirements for collecting unemployment in MA are as follows: (1) you must be determined to be unemployed through no fault of your own as defined under Massachusetts law; and (2) you must file ongoing claims and respond to questions concerning your continued eligibility; and (3) you must report any earnings from work and any job offers or refusal of work during any claim period; and (4) you must meet any other unemployment eligibility requirements of Massachusetts law. In my view,...
Rule 8 - General Rules of Pleading - Affirmative Defenses.
(1) In General. In responding to a pleading, a party must affirmatively state any avoidance or affirmative defense, including:
• accord and satisfaction;
• arbitration and award;
• assumption of risk;
• contributory negligence;
• failure of consideration;
• injury by fellow servant;
• res judicata;
• statute of frauds;