You should contact a California employment attorney to discuss your situation and review the contract you signed with you, as your rights and responsibilities in this situation will be dependent on the language in your contract.

Unfortunately, employers have a lot of latitude regarding employee discipline and when and how write-ups are received and stored. There are no laws that would require your employer to remove a write-up from your file, even if the write-up is factually incorrect or inaccurate.

Generally no. In at-will employment states, either you or your employer may terminate the relationship at any time and for any reason, and no written notice of termination is required. The one exception to this rule is if you signed an employment contract with your company that sets forth special... View More

Yes, the employee can be suspended either with or without pay and/or terminated on this basis. If the employee has an employment contract, you should discuss this situation and have the employee's contract reviewed with a Florida employment attorney to ensure any requirements for suspensions... View More

You should contact a Louisiana employment attorney to discuss your situation in more detail. The answer to this question may depend on whether there is any difference in ownership between your location and any other locations the company may have. Regardless, Louisiana may have state discrimination... View More

You should contact a Puerto Rico employment attorney to discuss your situation in further detail. While employers can sometimes take deductions from your pay for the value of housing and other expenses they offer, you still must be paid for the work you perform.

Generally no. If you are paid on a salary basis, your employer need only pay you at least $684.00 per week assuming you are properly classified as a salaried employee in order to comply with the law.

More information is need to evaluate this situation. The Americans with Disabilities Act prohibits discrimination on the basis of an employee's disability, and it permits employees to request reasonable accommodations, such as brief periods of medical leave to treat their condition, in some... View More

Federal law does not place any restrictions on the number of hours 17-year-old employees may work. However, you should consult a Washington state attorney regarding if there are any state laws that limit the number of hours that minors may work.

There are no federal laws that require employers to produce copies of your employment record, either during or after your employment has concluded.

You should contact a Michigan employment attorney to discuss further, because these questions are highly dependent on the specific facts of your situation and the job duties you're required to perform. Your accommodation request may or may not be considered reasonable under the Americans with... View More

You can start by reporting your experience to the Occupational Safety and Health Administration (OSHA). If you'd like to further consult with an attorney regarding this matter, an Oklahoma employment or personal injury attorney would likely be the best fit for your situation.

You should contact an Oklahoma employment attorney to discuss your situation in more detail. While more information is needed here, you should reach out regarding claims for disability discrimination and/or sex discrimination under Title VII of the Civil Rights Act of 1964.

You should look for a Colorado-based employment law attorney to discuss this situation further. Best of luck.

Generally yes. Federal laws typically only protect against minimum wage and overtime violations, so while this policy resulted in a substantial pay cut to you, it doesn't violate any wage laws.

More information is needed to answer this question, and a review of the agreement you signed will likely be necessary. You should contact a Virginia contract or employment attorney to discuss the specific language in the agreement you signed and how these two terms work together.

More information is needed to answer this question. These terms are sometimes defined in your employee handbook or employment contract (if you have one), and the employer's definition of these terms generally govern whether and how you receive benefits.

No. There are no laws that require employees to receive time off on any particular day, so your employer is permitted to schedule you for work the day after (or the day of) holidays.

More information is needed to answer your question, but generally yes. Employers can require their employees to return to work in-person at any time. The one potential exception to this rule is if you have a disability under the ADA that prevents you from working in-office full-time. If you believe... View More

Yes. As long as you are properly compensated for your time spent doing this work, your employer can require its employees to work additional hours to execute the move.