We'll help you find the right solution for your needs
Does this sound like your topic?
Hi, I have been dealing with DirectEnergySolar for installing solar panels to my home since last December. I purchased products & services from them last October and I had countless problems with them since the installation date. I was almost goi...
As an owner of a recent solar panel system, I am horrified to hear this. But this is for employment law questions, and this is more of a consumer law issue. Good luck!See question
I was blowing insulation in a customer's attic for the company that I work for and I accidentally broke the drywall on the ceiling. Now my employer is trying to deduct the cost of repairs to the customer's house from my paycheck.
Your employer cannot deduct these monies without your authorization, and even if you concede the damage and allow for the charge, your employer certainly cannot deduct these monies resulting in you earning less then the minimum wage.See question
My friend is an African American lady, that was hired by a manager at a restaurant.However, the owner of that restaurant was not aware that a black person was hired.All the wait staff at the restaurant are white, allot of them less qualified than ...
To paraphrase a famous quote, "the only thing necessary for the triumph of evil is for good people to do nothing." Your friend should sue if she feels that she was discriminated against. An employment lawyer will help her navigate the process. (Also, restaurant managers are VERY hard to find so the manager may not get fired, after all - your friend and her lawyer are more likely to be the source of ire than the manager who hired her).See question
Took a leave of absence for my husband. After the surgery I was able to come back. They, job, said they were investigate me on comments from employees. I was out of work for one month, this was a store I was in for only one month before I was fir...
This is an issue that falls under the Federal Family Medical Leave Act. You can review the US Department of Labor's website for more information, or contact a knowledgeable and experienced employment lawyer. You may have a "FMLA" claim. Good luck!See question
My employer has a rule that all pay is confidential and you can be fired for talking about how much you make. We're a call center and I'm in the quality control department. I'm pretty sure this is illegal, but I'm pretty sure if I get found out ...
Merely maintaining that policy (and of course ENFORCING) that policy is a violation of the National Labor Relations Act. You may file a charge with the National Labor Relations Board (NLRB) if you are fired for violating that rule. If they concoct some other alleged reason why you were fired, the NLRB will sort that out to determine whether their reason is false/pretext.See question
I am in a new position with my current employer. My job and duty description changed from managerial to non-managerial/non-supervisory. I am in a technical position, and required to work production, including completing a daily production report...
I think you are on to something... but it is possible that your co-workers are similarly exempt but treated as nonexempt for some reason (paid by the hour). You need to talk with a knowledgeable lawyer who is experienced in wage/hour matters. You should also track your time using the US Department of Labor's time-tracking "app" - very useful in the event your employer is not monitoring your hours.See question
My husband works for a site utilities company who has decided not to pay him for travel time to their jobsite an hour and a half away from their office, even though he is on the clock and in a company vehicle. He is a truck driver, but they have h...
As a general proposition, travel time from the office to work site is compensable, at least for purposes of overtime computation. However, if he is driving or a passenger in a vehicle weighing more than 10,000 pounds, then he may be exempt from overtime and the employer would not have to count (or pay) for this time for purposes of overtime. (If the time spent working and traveling totals less than 40 hours per week, then the employer can refuse to pay for the time but that must be explained in advance).See question
I am a cook at a moose Lodge. Went to work and a gas and fire company was working on equipment. Lit flat top grill but never checked it. I go to light grill not knowing they hadn't checked it and flamed burst out about 4 ft. My hair and face were ...
This is an issue for a worker's compensation attorney. In my view, employment lawyers may handle worker's compensation cases, but generally do not.See question
I work 80 hours a week, plus a total of 20 hours overtime. This is how my employer breaks down my pay: 90 hours@ regular pay of 13.35 10 hours@ half regular pay of 6.67 Is this legal? Why isn't all my overtime hours at the 1.5 regular pay rate?
Assuming you are not exempt, then this would appear to be an illegal pay scheme. However, to accurately count your overtime, you need to know how many hours in a SINGLE work week - as the FLSA takes a single work week and not an average of 80 hours bi-weekly (or even worse, bi-monthly).
Failure to properly pay overtime can result in an employer being responsible for "liquidated" or double damages. So, if your employer owes you $5k, they owe another $5k. Additionally, they owe you your attorneys' fees (reasonable # of hours spent by your attorney at a reasonable rate). You should not, for that reason, agree to pay an attorney to recover your unpaid overtime nor agree to pay a PERCENTAGE. Talk with someone who has experience in these cases, not just someone new to the game. You may also report this to the US Department of Labor, although I do not know how long an investigation may take on their part.
Howard Hoffman, Esq.