Labor Code § 1198.5 provides that (with limited exception): “Every current and former employee, or his or her representative, has the right to inspect and receive a copy of the personnel records that the employer maintains relating to the employee’s performance or to any grievance concerning...Read more »
Significant vehicle damage was incurred due to freeway construction debris collision with my vehicle. Caltrans claim was submitted by both my vehicle insurance and myself. Caltrans responded about a year later to my insurance, stating that this instance was caused by their... Read more »
Employee was working "under the table" but is still paid by company check at times. July 2019 to Jan. 2020 unpaid hours are 336.75 hours. Employers reason for not paying is he is waiting for final job payment. In good faith employee accepted excuse. Employer has given token payment... Read more »
I have never been billed for these services and had inquired multiple times for a bill in December 2017. Since so much time has elapsed, I feel even the hours are a bit high. I believe this was an oral agreement only for the work rendered Am I still responsible to pay?
As a general rule, any civil action for monies owed for services or goods must be commenced within two years of providing such services or goods, with some narrow exceptions. If there is a written contract, the statute of limitations is four years, with some exceptions.
Have you been "Served" with a Summons and Complaint? If so, you have 30 days to file an Answer. This is a simple form you fill out and can file online. Once you file your Answer, you can try to negotiate a settlement with Plaintiff. None of your assets, home, money or otherwise are...Read more »
I was let go because of false accusations made my a third party from my job. My boss refused to pay me because of an outstanding loan because he applied it to that. I told him he can’t do such and I would file a wage claim. Once he received the conference notice he filed a police report saying I... Read more »
I assume you have collected all wages, penalties owed by employer. You most likely also have a Libel (Defamation) claim against employer, based on his derogatory writing to a third party, accusing you of a crime.
The backstory is I was given excess sick and vacation leave when I left for maternity leave. However, I wasn’t able to go back to the company anymore and therefore I resigned in March. Now towards the end of April, they are asking me to pay back the excess vacation leave and sick leave. Are they... Read more »
An employer can ask you to do any and everything. However, you're not obligated to do anything. Hence, you can voluntarily pay back the wages, if you want. If you do not pay back the wages voluntarily, they would have to sue you in court and get a judgment.
I've already filed for small claims, but the courts are currently closed. I need to know what I can do to protect myself financially and what I can do to get the current roommate to leave as I am still obligated by contract to cover their part of the rent.
You are in a sticking situation. If you both are on the lease as co-tenants, only the Landlord can evict non-paying renter. PLUS: Depending on city/county you're rental is located, there are newly-placed holds on all eviction proceedings, for at least 60 to 90 days, due to Corona V....Read more »
Hi, before signing a contract with this tenant, she asked if the contract could be till mid March. I said no, I can only do till end of April. So she agreed and signed the contract. She gave me a 10 day notice that she’s leaving, I told her that’s not okay and that she either finds someone to... Read more »
Assuming no other "Issues," in your situation, a tenant must pay rent when called for in the lease. If the tenant fails to pay, then you must serve a "Three-Day Notice to Pay or Quit." If she pays, life is good. If she does not, you have to file with the court and serve her...Read more »
2 bathrooms 95% complete (punchlist, barn doors and faucets left). Materials were not in yet (this was the 2nd or 3rd time we were waiting on her), but temps were installed. Left job for 2 weeks due to previously scheduled out-of-town job. Client fired us and refuses to pay for the 2nd bathroom or... Read more »
"Substantial Performance" is the term you seek: "I ordered 100 flowers and you only brought me 95. I am not paying you." If a party "Substantially Performs" terms of contract, then payment is due, but payment may be prorated fairly.
We sometimes pay our employees an hour of travel time for commuting during high traffic time around Los Angeles. I do not believe we are required to because it is generally under 40 miles one way. However, in LA traffic that can mean 4 hours of drive time round trip. How can we pay them for that... Read more »
In California a former employee is suing my business for disparaging remarks made on social media that were not made by myself or any current employees, it was posted by an social media account that only existed to post said comment in a random group. I have retained the services of an attorney but... Read more »
In the state of California, if you are an unlicensed contractor who is hired by and performs work totaling over $500 at a senior citizen residential facility, are there any specific penalties beyond being unlicensed because it is a senior living home?
After or simultaneously when the payment on the Stop Notice is "Honored," i.e., check clears your bank account or you have cash in hand. NEVER release before payment. If obligor on Stop Notice "all of a sudden" finds a problem with your work or services after you sign the...Read more »
CA minimum wage went up to $13/ hr Jan 1, 2020 for companies with 26 or more employees. My branch does not have 26 employees, but there are well over 26 employees nationwide. I’m an exempt employee making $49,920 a year ($24/ hr). HR has told me I do not fall under the designated threshold.... Read more »
Yes, based on your "Facts," you are correct. However, whether you are an "Exempt" employee may be in issue. There are a few requirements for exemption from overtime, as as a "Management" Employee, beyond the double mim. wage requirement.
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