The company creates a toxic environment, causing me to make mistakes, and there have been 3 sexually discriminatory remarks made to me one on one, I get treated rudely and they threatened to,deny my unmployment claim if I am fired for poor job per...
You may have a claim centered on your disability (clinical anxiety) and/or gender (sexual harassment-hostile environment). You should speak with a labor and employment attorney to review the facts and determine whether to file a complaint with the CT Commission on Human Rights and Opportunities (CHRO). There are deadlines for doing so, 180 days, so you may want to speak with someone soon.See question
In the state of Connecticut, if I hired someone to work on a farm with animals, do I have to pay them over time? Is there an exception to Agricultural work?
Under CT law you are exempt from paying overtime to agricultural employees, however, under federal law (FLSA) you must meet the definition of agricultural work. It is outlined at this link: http://www.dol.gov/whd/regs/compliance/whdfs12.pdfSee question
I answered "no" to the question about being arrested on my employment application. I answered no because I know that the charges have been removed from my background. After submitting finger prints the past record came up and I was fired. Is there...
The answer will depend on whether the charges were truly removed from your record. Under CT law an applicant can answer "no" to a question regarding their criminal history if the charge was "erased" as outlined in the state statute. If your charge was for an event that took place while you were a minor it may fall into the erasure category, and if so you cannot be fired for answering no on the application. Here is a link to an article I recently wrote on the matter and you may want to contact an attorney to discuss the specifics of your case. http://www.schaffer-law.com/articles/employment-law/264-further-limitations-placed-on-use-of-criminal-recordsSee question
I believe I have been retaliated against for things that I have reported. I am unsure how to proceed in pursuing a lawsuit. I work for a private university. Do I go through the CHRO? Reading through that website, it is unclear to me if that is for...
The CHRO oversees retaliation against state employees who report wrongdoing, not employees working for a private employer. If you reported your concerns to a public body (government agency) and were retaliated against you are protected by CT state statute 31-51m. There is a very short (90 day) statute of limitations to file either an administrative complaint or lawsuit in state court. The proper forum depends on which agency you reported the wrongdoing to.
If you complained internally, but were not terminated you may not have any rights that were violated. If terminated after an internal complaint, you may have a wrongful termination in violation of public policy claim.
Depending on the facts, you may also have a first amendment or 31-51q (free speech) claim, but those are more difficult to prove. You may want to speak with an attorney, and do so quickly given the short statute of limitations that may applySee question
I work nights and day shifts. But when I work nights I am usually there till 3am one of my mangers keeps clocking me out while I am still there cleaning. Then I'm supposed to count the money but she always does it from my drawer, so I just clean ...
If you are permitted to work without being paid your company is violating the law. I would speak with your manager, and if the manager fails to pay you properly you should contact the CT Department of Labor and file a wage complaint. You can also do so on line. Here is the link:
I recently put in my two weeks' notice at my job. The HR department says that I am not allowed to use my accrued vacation time prior to terminating my employment, and they are not required to pay me for it. My company headquarters are based in CA,...
Because you are based in CT, CT law applies. CT law does not require payouts upon termination. Instead, CT relies on the company's policy to govern whether a payout is due.See question
Had a back injury in the past and heavy lifting can cause me back issues. With reasonable accommodation, like someone helping me lift something over 50 pounds, I'll be ok. Restricting the weight limit for lifting below 50 pounds and I will be o...
You are not required to disclose a disability during the interview, pre-offer period. It appears you honestly answered the question regarding your ability to do the job, albeit with reasonable accommodation. I would not consider your answer to be a falsification. Your employer must now provide the lifting accommodation, unless it can show doing so would impose an undue hardship on the company, which is difficult to prove given the relatively minor accommodation requested.See question
Do all cases have to be filed in CCHRO or EEOC of can they be filed in state court without the commission filing?
You must first file with CHRO within 180 days. You can have them cross file a federal claim with EEOC. Once your claim has been sitting at CHRO for 180 days you can request a release of jurisdiction from CHRO and then file in either state court , or federal court, assuming you have a federal claim.See question
For good and valuable consideration, receipt of which is hereby acknowledged, I irrevocably grant to "name upon request" LLC, and its direct and indirect subsidiaries, affiliated entities and divisions (collectively "Company"), those for whom the ...
This is a very broad release and it is unclear why the hiring company may want you to sign it given your comment that it has nothing to do with your job. For instance, if you were a model, it may make sense, but only if you received sufficient consideration in return.
You should ask them why they want you to sign the document and then discuss their answer with an attorney. Signing it would not be unlawful per se, as they are offering a job in return for the release, but you should definitely seek legal advice before signing.See question
I am offered daily wage. Below is comment from company. Never heard of daily wage. Please suggest "XXX is a daily shop. All consultants are paid on a professional day and you are expected to stay until the job is done."
Under CT law you can be paid by the day, provided the rate divided by the actual hours worked exceeds the minimum wage, which is currently $9.15.See question