The size of the employer may matter. She should follow up and contact an employment lawyer right away. This was not handled correctly by the employer.

Remember your employer needs to have at least 5-15 employees depending on physical location for them to qualify for jurisdiction of discrimination laws. You are welcome to contact me.

This is a concern. You worked the hours in question and the non-comp was not a part of the agreement.

It sounds like you have filed a case, maybe in federal court and this is an early standard order. It is hard to navigate these by yourself. I would be willing to speak to you about your case. 941-444-1548.

It might be. We would need to know more to be able to say more definitively.

In a sense, yes. This is always a tough decision. If you ever need to bring a claim against your employer based on your disability but did not disclose to them you had the disability, your claim may be jeopardized.

If the reason is race-based or other class-based discrimination, you should follow up

This can be hard but not impossible to do. Beyond a simple search engine search, you have probably already tried, there a few ideas. First, look (online) in your local clerk of court or the clerk where the company is in locally. Next look in the local and federal courts where the company is... View More

Please phone my office Monday afternoon at 941-444-1548. Thank you.

How long were you there? Are thee more than 15 employees? If not, what is the specific municipal location?

Under the new Families First Coronavirus Response Act, or FFCRA, most employers are required to give you 80 hours or 2 weeks paid under your circumstances. I would ask for this to be applied to that time, to be paid and have your pto restored. If they deny, you can contact the Department of... View More

As you can understand this is a new area of law and we are all still learning. Center for Disease Control guidelines do now take precedence over Americans with Disability Act regulations. My concern here is your phrase "ask you to produce a test (result presumably) as opposed to making you... View More

I've never heard of such a thing.

Some considerations: Is it the government being defrauded? Is it likely there has been enough time for EEOC to inform the employer of the charge? If so to the second question it may increase or give rise to a retaliation claim. This issue is too important to discuss on a message board and you... View More

This is a hard area and the DEO changes its official and unofficial policies often. I would appeal the decision and attend the telephone hearing. Although at one point DEO tried to change their policy to say if you could not work due to illness you were ineligible, some hearing officers seems to... View More

It is difficult to say based on what you have here. For example, as they are both female is any of the harassment based on gender or sex or another protected class?

People are always shocked by this, but in Florida you are not entitled to this time. It is not "banked" in the sense it is yours at the end of the employment as it is is some other states.

They can take action. They can investigate, suspend, fire that person and/or make sure you aren't working together. You may be able to take action against the employer for several causes, such as negligent hire/retention of that employee. You may need to file with an administrative agency... View More

Unfortunately, there really is not a suit for emotional abuse. There is for pregnancy discrimination. Pregnancy discrimination in the workplace is shockingly common. I recommend contacting an attorney immediately.

When you find it let me know. Settlement data especially is very hard to come by as settlements are most often confidential. Plaintiffs and their counsel dont have as much statistical information as exists in some other areas of civil trial law.