They are requiring unvaccinated employees to use vacation / PTO & paying vaccinated employees without having to use their PTO / Vacation time. Keep in mind that the quarantine rules are the same regardless of vaccination status, 5 days for exposure and 10 days for a positive Covid test.
Employers are legally only required to pay employees for time worked. Allowing vaccinated employees to quarantine without using vacation time is perhaps an incentive the employer is using to encourage Covid vaccination among its employees. While this policy may seem unfair considering getting...Read more »
My RN wife was escorted out of the facility shes working at by the Director of Nursing because she refused to do something she was not trained at. With this, she felt harrased. But when she brought this up with HR, no action was done therefore, harassment of the Director of Nursing went on. She... Read more »
Workers have the right to work in a professional, harassment-free environment and they have options for recourse when that is not the case. Legally, the intolerable working conditions in a hostile work environment claim result from an employee’s sex, race, religion, national origin, veteran’s...Read more »
The Family and Medical Leave Act, or FMLA, is a federal law that gives employees the right to up to twelve weeks leave from their job to care for a loved one or take care of their own serious health condition. When you return from FMLA leave, you are entitled to get your job back, either reinstated...Read more »
As an employee, Witnessed a manager debate and follow through with assaulting another employee with an ice cube, after stating that same action just broke his glasses, submitted an existential complaint to management, who also neglected their duties, and took adverse action, after the complaint and... Read more »
You should file a report with human resources documenting what you witnessed. However, when you do this, be prepared for possible retaliation against yourself. If management retaliated against the victim in this case, they may do the same to you. If this happens, keep documentation of all...Read more »
I have a non-compete agreement with my current employer in Norman, OK. The agreement states that "To the maximum extent permitted by law, this Agreement will be interpreted under, and governed by, the laws of the State of Wisconsin." Can they enforce this agreement on me in Oklahoma or... Read more »
While there are several different states mentioned here, they don’t matter as much as what exactly you agreed to when you signed the non-compete agreement. Please review with an employment lawyer before taking any action so you can be informed of any potential consequences. If you do start...Read more »
I was wrongfully fired after 5 yrs there. Never received any warning for attendance for guidelines in employee handbook. I had to call in the second week after returning from a 34Day quarantine Indiana H.D. Put me on cuz mom got COVID and taking chemo. I used protocol for call in. No warnings ever... Read more »
While your experience sounds unfair given the circumstances, California is an at-will state, meaning an employer can terminate you for any reason or no reason at all. While the need to quarantine during a global pandemic is a valid reason to miss work, your employer is not obligated to hold your...Read more »
A few years ago, I reported a coworker for harassment and stalking. After a month, the coworker was eventually fired for a separate complaint from another department. My claim, it turns out, was never investigated or recorded. I didn't find this out until after I was no longer assigned to a... Read more »
It is illegal for an employer to retaliate because of a sexual harassment report against a coworker or a supervisor. Contact an employment attorney to discuss your evidence. It will be difficult to prove you were deemed ineligible for promotions, etc. at work, but if you have documentation, you may...Read more »
My seasonal role turned permanent, then I was fired weeks after reporting a sexual & verbal harassment incident; I was demoted and reported to another department and had no idea until another employee mentioned it. My vehicle was vandalized on the companies property, my timecard was deactivated... Read more »
In “at-will” states such as Virginia, your employer can fire you for any reason, except for an illegal reason. However, you should consult with an employment attorney as soon as possible to see if enough evidence to support your claim of retaliation after reporting sexual harassment. This would...Read more »
In “at-will” states such as Florida, your employer can fire you for any reason, or no reason at all, so if this does happen, it is not illegal. What might be illegal, however, is if your boss is aware that other employees with children are also working from home without daycare and is not upset...Read more »
I literally received an email from my employer asking me to provide more info about my religious exemption and was told that I must respond within 3 calendar days and included a series of questions that I have to answer regarding my religious affiliation
Your employer is within their rights to follow up on your request for a religious exemption to verify that it is a truly held religious belief. You should comply with their request for more information if you wish for them to grant you an exemption to their requirement for the Covid-19 vaccine....Read more »
It’s good that there is hard evidence in the case, rather than a case of he said she said. The first step is to document with the HR department at your company. Hopefully your employer will take steps to ensure that this does not happen again. If they do not, you will have a compilation of...Read more »
Yes, your employer can require employees to get the Covid-19 vaccine and as such, is justified in asking for proof of the vaccine. Employees can present the CDC Covid-19 Vaccination Record Cards issued at vaccination sites without revealing any private health info beyond their birthdate. If your...Read more »
I have a medical condition that should be a contraindication to the vaccine; however, my employer disregards this and any other medical condition in their mandate of the vaccine. Should I resign or let them fire me? And do I have any recourse against them for it?
Your employer can legally require employees to get the Covid-19 vaccine. If your doctor recommends that you not receive the Covid vaccine because of a medical condition you have, you are eligible for an exemption to this requirement. However, you must thoroughly document your medical condition and...Read more »
I previously worked for them for 10 years as their general manager running the business and left on good terms. They contacted me a year later out of the blue and asked if I was interested in coming back for a specific position and I was the only person they were asking about the position. Made... Read more »
Legally, they can decide not to hire you because they don’t believe the job will be emotionally and financially fulfilling. If you suspect that this is not the “real reason” they did not offer you the job, look for evidence that may support your hunch. If you are a member of a protected class...Read more »
While it seems unusual to work another shift after the decision has been made to suspend an employee, it doesn’t seem unreasonable. If possible, check with your human resources department to see what the policies are for suspensions (does the suspension period start on the day the decision is...Read more »
It is not considered retaliation if a company does not hire you because you do not answer the questions on their application. If you do not answer their questions, the employer may feel they have an incomplete picture of the candidate and decide not to hire. However, this is not considered...Read more »
Eleven states, including Pennsylvania, Washington, and Massachusetts, require two-party consent, meaning that everyone involved must consent to be recorded to be legal. In all other states and the District of Columbia, one-party consent is okay for recorded in-person or over the phone...Read more »
It does seem reasonable to be given fewer hours because you have less seniority than other employees and because of your part-time status. Part-time employees can work up to 30 hours per week, but you are being scheduled far below that threshold. However, there is nothing unlawful about this...Read more »
This is not considered discrimination. Employers may require current employees to get vaccinated, and by extension, for candidates who are being considered for hire. However, if you have a medical or a religious exemption from getting the vaccine, and you are not hired, discrimination is a...Read more »
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