i've been dealing with sexual harrassment at work for about two years, i've talked to hr twice about what is happening and they have done nothing really to fix the problem and i still talk to the person that is harrassing me cause i still treat pe...
I'm sorry to hear that you have to deal with this conduct at work. You should discuss the details of this with an attorney because the facts are important.See question
I just wanted to know the details before I go to my manager
The short answer is "yes". If your employer will not correct this voluntarily, you could file a wage complaint.See question
Have a current case with my attorney against them for violations in the EEOC & ADA sides
This sounds like a good question for your attorney to answer for you.See question
I was laid off, they offered a 1 lump sum severance. Does this affect my unemployment compensation? Does it affect how much I receive? I haven't gotten the severance yet,do I wait until I receiver it to claim it? thanks
If the agreement specifies that the lump sum constitutes pay for a specific time period, you will be ineligible for Ui until that specified time period lapses.See question
A company contacted me for a position of robotic/automation tech as result of my resume post. After passing skills qualification part of interview (25 yrs experience), the question of felony conviction was asked & I answered truthfully (yes I am)....
You are correct. They cannot categorically exclude a felon. The 7 year threshold does no get them off the hook. The substantial relationship test is to be done on a case-buy-case basis.See question
My employer said if the injury is work related they will accommodate all limitations to get me back ASAP. If not work related, they will not allow me back until all restrictions are lifted. These seems discriminatory.
What you describe would be a violation of state and federal anti-discrimination law if your medical condition is long-term and the employer could return you to work with a reasonable accommodation.See question
I was very ill, my employer called ma liar, I never miss work, I went to doctors, they say I might have cancer, my employer is trying to say I quit, so he doesnt have to pay, what can I do??
Your situation possibly implicates the state and federal laws regarding medical leave and disability. You will need to provide a lawyer with a lot more detail in order to sort out your legal rights.See question
I was placed on salary December 2016. Make less than 42,000 yearly. However I work 9- 10 hour days since December 2016. Someone said that effective 12/01/2016 FSLA had new guidelines for exempt status. 1) is this correct? 2)is it worth filing a ...
A FLSA lawyer can discuss with you the nature of your job to find out if any exemptions apply to you. If not, you can go back a period of up to 3 years to collect the money.See question
This employee is late at least twice a week. She is typically 15 minutes to an hour late. We are a customer service based company and this leaves us short handed servicing our customers. We have accommodated all restrictions for her medical condi...
The FMLA and the ADA may be implicated in this situation. You need to speak with a management-side employment attorney to sort this out in great detail. Accommodation must be considered as well as intermittent leave if the company has 50 or more employees.See question
I was told by management I would not receive goal reductions while on FMLA. I recently discovered this was not true, and requested it. I was terminated yesterday based on my sales numbers, but have still not received information or compensation fo...
The case law says you are protected: The FMLA does not require an employer to adjust its performance standards for the time an employee is actually on the job, but it can require that performance standards be adjusted to avoid penalizing an employee for being absent during FMLA-protected leave.Pagel v. TIN Inc., 695 F.3d 622, 629–30 (C.A.7 (Ill.),2012). In Lewis v. School District # 70, 523 F.3d 730, 743 (7th Cir.2008), for example, we reversed the district court's grant of summary judgment for the employer on an FMLA claim. There, the employee offered evidence that her employer had expected her to complete all the duties of a full-time bookkeeper while she was taking intermittent FMLA leave, and then fired her for failing to meet that full-time standard. Id. at 736–37. We concluded that the performance problems that supposedly justified the termination were a direct result of her FMLA leave so that termination for those reasons would have made her FMLA leave “illusory.” Id. at 743; see also Wojan v. Alcon Labs., Inc., No. 07–11544, 2008 WL 4279365, at *5–6 (E.D.Mich. Sept. 15, 2008) (denying summary judgment on FMLA interference claim; jury could conclude employer used former sales representative's FMLA leave against her by failing to adjust her sales quotas and performance scores to account for her protected leave and then terminating her for failing to meet that unadjusted standard) (citing Wysong v. Dow Chem. Co., 503 F.3d 441, 447–48 (6th Cir.2007) (reversing summary judgment for employer on plaintiff's FMLA interference claim; employee was ostensibly terminated for *630 failing to take a “functional capacity exam” and to return to work after being placed on severe work restrictions by company doctor, but company doctor had imposed restrictions based on knowledge that employee previously had taken significant FMLA-protected leave)).
Your particular facts would need to be analyzed before reaching a final conclusion.See question