An employer in Texas can have this policy of requiring a note, but not generally if you stay home due to illness and did not see a doctor. Depending upon the size of the employer, it may have responsibilities under state and federal law for discrimination under the ADAAA (or state counterpart) or FMLA. Call a lawyer for sure.
I have sued judges for sexual harassment. See the link below. I am not sure what happened to you qualifies under the laws of official oppression, but you should check it out with counsel. You can also file a judicial complaint.
BHere's a good resource for your question. http://resources.lawinfo.com/en/legal-faqs/wage-and-hours/massachusetts/under-what-circumstances-can-a-final-paycheck.html I would also determine whether the manager has any criminal liability for theft. You can contact the DA's office to verify whether this is a good course. the other attorneys all make a good point above regarding the Attorney General.
If you believe you have been subjected to discrimination either due to race, national origin, religion, or sexual harassment, you must first file with the EEOC and/or TWC-CRD. These are called procedural prerequisites to filing a lawsuit. However, for race and national origin, you may be able to file a claim directly in court without the need to go through these administrative processes. That type of claim sis known as a Sec. 1981 claim. I think you need to consult a lawyer and provide more...
The answer is generally "No, a restaurant may not charge you this cost. Similarly, you may not be charged for glass breakage, silverware, etc." In Houston, where I mainly work, there is no state-law counterpart, so we rely upon the federal wage law regarding tipped employees. Best of luck, and take action if you feel your rights have been violated. Martin Shellist
I agree with Mr. Petrou. I would also ask how much time you are talking about? A day, a week, or a month. My belief is that the use of the PTO is probably allowable sine it is for your health. But follow the guidelines laid out above.
There are anti-wire tapping laws, and this may apply. I'd look that up with a criminal law attorney, and then circle back to the employment lawyers. There will be privacy rights implicated, as well. Your contract with the employer may also bear upon this discussion. I'd need to know more first. Best of luck.
I would begin by visiting the EEOC website, as well as the Texas Workforce Commission, for the employer-side resources. You ought to stay away from disability issues, pregnancy issues, and related types of matters. This is pre-offer. After an offer is made, different rules apply. It also depends upon how big your company is. Different laws apply to different size employers. The EEOC, Department of Labor, and Texas Workforce Commission all have resources to guide you on this. I also...