I am a salary employee who worked 45 hours in the work week, I left work early on the last day of the week and my employer deducted 2 hours of my vacation time from my paycheck.
You can be docked for a partial day absence, if you are paid for the time by using vacation. Once you have exhausted all your vacation time, if you miss a partial day, you cannot be docked. It does not matter that you worked 45 hours that week.See question
I work a 40 hour work week sometimes more. My office is short handed some days which requires more man power to answer phones and such. On those days sometimes I can't take my full 1/2 hour lunch so I quickly take a 15-20 minute lunch, punch back ...
Subject to some exceptions, under CT law you must be offered a 1/2 hour meal break if you work at least 7.5 hours in a day. Your employer can force you to take the 1/2 hour off, without pay. However, if you work any part of that 1/2 hour you must be paid for the time worked and they cannot adjust your time card to show you did not work.
Please note that while you are coming back early, it seems you are doing so as a conscientious employee, and not at your employer's direction. While admirable, if your employer orders you to not come back early, you must stop doing so, or you can be disciplined. But, if the employer allows you to do so, or knows you are doing so and doesn't stop you, you must be paid.See question
I am a hair stylist and I work on a commission basis and my employer keeps reducing my wages without my signature or my acknowledgement. I have filed a wage dispute with the department of labor which says I may have a case for wage discrimination,...
Normally, even as an at will employee an employer must inform you of a reduced rate before you perform the work and not afterwards. Therefore your wage complaint with DOL is the proper venue.
When you use the term wage discrimination, that implies you are being paid less because of some protected category like gender or race. If that's the case you should speak with an employment attorney to determine if you have a claim that can be filed at the CHRO.See question
I work for a private retail business in Connecticut which is owned by a husband and wife. Recently, the husband (co-owner) referred to me as a "wh..." to a co-worker. I was horrified and insulted, and feel uncomfortable in the presence of this man...
Normally a single comment is not enough to prove hostile environment sexual harassment. The fact that the statement was made by an owner is an aggravating factor, but may not be enough. Also, unless you complain internally and give them a chance to cure the problem, they may be able to raise an affirmative defense to any claim you bring. Their defense could be defeated if you can prove that making a complaint would have been fruitless. Separately, you may be able to quit and collect unemployment compensation, but again you would need to give them an opportunity to cure the problem before you quit.
You may want to speak with an employment attorney who can analyze the facts of your case, potential claims, and the costs vs. potential relief (damages) you would face in litigation.See question
Marriott has acquired Starwood. I was the head of Global TA for the company. In my offer letter & retention documents it lays out qualifying term for Good reason. One of those reasons is material diminishing of my authority. In my documentation it...
You may want an attorney to review your documentation to see if the events you describe automatically trigger an immediate termination and severance package, or if they permit the company to pick a date following a reasonable transition period. If the documents support your position, then it may help to have an attorney write a letter on your behalf laying out the factual and legal arguments.See question
I am a high risk pregnancy. I have provided notes from the doctors office every appointment and give at least 2 weeks notice before attending an appointment in case I have to change it. My employer called me in to her office and told me that I hav...
Under the law an employer cannot terminate you because of your pregnancy. You may also be entitled to intermittent leave for office visits if your employer has at least 50 employees..other rights may apply..
You should consult an attorney.See question
My friend started a new job as a housekeeper. She was promised employment for a year at a certain salary. Job included taking care of a sick dog. The employer (female) insisted my friend (female) had to sleep in her bed, with her in order to care ...
You state your friend was promised one year of employment. If this is true and she can prove it, hopefully through a written agreement signed by the employer, she may have a breach of contract claim for the balance of the annual salary. If she cannot prove a definite term of employment was promised (one year), she will be treated as an at-will employee and probably has little recourse.See question
Boss just grab my face and put his tongue in my mouth. I didn't give him any thing to think that was ok
At a minimum you should report the incident to HR or the owner, and document the report. While this falls into the category of sexual harassment, this single incident however distasteful, without more, may not amount to a legal violation. If it continues, or if you suffer any adverse employment action as a result of your refusal, you should speak with an attorney and consider filing a claim with the CHRO. You have 180 days following an unlawful act to file such claim.See question
I recently left my employer (a Connecticut law firm). During the course of my employment, I met with the HR manager a number of times regarding work-related issues. On one of those occasions, I am positive that the HR manager took handwritten no...
If the handwritten notes were used for any disciplinary, performance, or other employment related decision they are part of the personnel file and must be turned over. Employers often do not realize a "personnel file" includes supervisory "side files." Any argument that they are part of a "security file" is without merit if the document is used for any employment related purpose, including discipline or other adverse action.
Here is the statutory definition: Personnel file” means papers, documents and reports, including electronic mail and facsimiles, pertaining to a particular employee that are used or have been used by an employer to determine such employee’s eligibility for employment, promotion, additional compensation, transfer, termination, disciplinary or other adverse personnel action including employee evaluations or reports relating to such employee’s character, credit and work habits. “Personnel file” does not mean stock option or management bonus plan records, medical records, letters of reference or recommendations from third parties including former employers, materials that are used by the employer to plan for future operations, information contained in separately maintained security files, test information, the disclosure of which would invalidate the test, or documents which are being developed or prepared for use in civil, criminal or grievance procedures;
“Security files” means memoranda, documents or collections of information relating to investigations of losses, misconduct or suspected crimes, and investigative information maintained pursuant to government requirements, provided such memoranda, documents, or information are maintained separately and not used to determine an employee’s eligibility for employment, promotion, additional compensation, transfer, termination, disciplinary or other adverse personnel action.
You can file a claim with the CT DOL who can get the documents and fine an employer $500 for a first offense.See question