You should contact a Tennessee employment attorney to discuss a potential age discrimination claim under the Age Discrimination in Employment Act (ADEA). As for your contract containing the stock grants and the separation agreement you were given, you should also have these reviewed by a Tennessee... Read more »

Texas is an at-will employment state, meaning you or your employer can terminate the employment relationship at any time and for any reason, or for no reason at all. Thus, employers do not need to provide a reason for an employee's termination.

Unfortunately, there is no law that requires paid time off, so employers have a lot of discretion to make the rules regarding when (and how much) they offer. However, this may be worth bringing a complaint to the attention of your HR department and explaining the discrepancy if you have not already... Read more »

While a review of the document you signed would be necessary to answer this question, job offer letters are usually not considered enforceable contracts. As a result, an employer can rescind a job offer for any reason, even if the employee has already signed an offer letter.

More information is needed to answer this question. However, if you signed an agreement or contract as a reserve deputy, this is the first place you should turn regarding whether you are permitted to pursue other employment.

Florida is an at-will employment state, meaning that workers can be terminated at any time and for any reason (or no reason at all). However, if your friend suspects he was targeted for termination based on his medical condition, he should speak with a Florida employment attorney about disability... Read more »

This individual should first make a written report of the instances of harassment to the company's HR department. If corrective action is not taken after this, this individual can next file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC).

Yes, employers are permitted to require documentation supporting the illness or injury if the employee takes time away from work due to an illness or injury.

There are no federal laws that set limits on the amount of hours in a day or week an employee can be required to work (assuming you are over the age of 18). Thus, your employer is permitted to require 7-day work weeks and/or 10+ hour work days and can terminate employees for attendance-related... Read more »

Yes. Wage laws are generally only triggered if an individual's pay falls below the applicable minimum wage, or if they are not properly paid overtime for their hours worked over 40 in a workweek.

Your employer is permitted to terminate your employment in this situation, but they are still responsible for paying you for the time you have worked.

Assuming you're over the age of 18, your employer can require you to attend both the class and your shift. There are no federal laws that mandate any break times or sleep times, but if this becomes a repeated issue, you should discuss your concerns with your supervisor and request that... Read more »

Yes. Since paid time off is not required by law, employers have a lot of discretion to define the terms of when and how employees can use it. If you don't want your requests to be seen by others, you can ask to mark the days you'd like off on the sheet and separately email or message your... Read more »

This depends on the specific language in your contract. You should contact a Connecticut contract attorney to review the contract regarding step increases and any potential exceptions to this rule.

As long as your hourly rate does not fall below the applicable minimum wage, this is permissible. However, if the subtraction of the "overpay" brought your equivalent hourly rate below minimum wage, this is a violation.

Yes. However, if you are required to do any work during this 30-minute break, you must be paid for this time and your employer cannot deduct it.

Yes. There are no laws that require employers to offer benefits such as PTO, so if your employer chooses to offer it, they can require you use it if you will miss work.

You may have a claim for retaliation under Title VII of the Civil Rights Act, but this will depend on what you told your boss in your complaint. Your complaint must be "protected" under the law, meaning your complaint of harassment must be based on your race, sex, age, disability, and/or... Read more »

You should speak with your employer (if you haven't already) and let them know that you cannot complete your current workload while also honoring your approved accommodations that limit your hours. If the issue persists, you should contact an Oklahoma employment attorney to discuss your situation.

If you performed work for the company, then you should be paid for it, regardless of whether you have a copy of your offer letter. You should discuss your situation with an Arizona employment attorney.