No. Unless you signed a severance agreement or other contract with the company, and they agreed to provide you with a reference, there is no requirement that a former employer provide verification of past employment.

Employment law cases are fact sensitive so I cannot assess your chances of winning in Court based on the information provided; however, you should definitely file a claim with the EEOC. Mediation is optional; however, if your employer agree to it, it would not hurt you to go through mediation. If... View More

As long as you are getting paid for the time, it is legal. If it becomes a regular occurrence you should probably have a serious talk with your boss, but there's no law saying that you can't be asked to do work outside your job description.

This is not legal. The National Labor Relations Act (NLRA) states that employees have the right to gather together to discuss the terms and conditions of employment - this includes discussing their wages and salaries. For more information, read my blog post here.... View More

In most cases, yes, unless the individual is a genuine supervisory employee who is paid at least $455 a week, guaranteed, and has a primary duty of supervising others rather than performing manual work. You should speak to a local employment attorney about your options.

Yes. If you develop a health problem as a result of workplace exposure to a toxic agent, you can take legal action against whoever is responsible for your injury and recover the compensation you deserve. Supposing the manufacturer provided the company with adequate guidelines on how to use their... View More

William C. Head Lawyers, want to be a Justia Connect Pro too? Learn more ›
answered on Sep 1, 2017

You have rights, relating to wrongful discharge. Contact me, for a referral, if it occurs. He will be gone soon, and may retaliate.

William Head

404-567-5515

File a claim with the EEOC for sex discrimination. You can find the intake questionnaire at eeoc.gov. You should also gather any documentation you have to prove that you have reported these instances to the District Manager.

Contact an attorney who handles workers compensation. Its possible this could also be what is called an occupational disease claim. You may have short term disability at work and want to check that out.

Yes, however if it deals with a sexual offense or abuse of children - they may not allow him. It's generally in the garrison commander's discretion.

If they sent to the wrong address, it is on them (unless you failed to update them of the correct address). If they mailed it to the correct address and it was just misdelivered, neither is responsible. Either way they should void that check and send you a new one.

It is entirely up to the employer to decide whether a certain degree qualifies you for a job. Except for a few highly specialized exceptions (doctor, lawyer, veterinarian), there are no laws requiring a specific kind of college degree for a position.

Yes, any accrued and unused vacation must be paid out. This is the law, even if the employee handbook says otherwise.

The final paycheck should include the vacation pay. It must be paid out by either the next regular payday, or 15 days after termination - whichever comes first.

As a general rule, no. The Portal to Portal Act of 1947 states that travel time prior to the start of the day's work is not paid time. However, there are exceptions - for instance, if you perform any work while on the buses, or perform any work *before* you get on the bus in the morning,... View More

You mean rights against your "customers?" No. Your employer could do a better job of dealing with it but as you are director why not take steps to make sure they know. The ones who aren't going to get it wouldn't get it regardless, and that's part of your job.

Yes. Louisiana law requires employers to pay out unused vacation at the end of employment. It does not matter whether the employee quits or is terminated - the vacation must be paid.

This question depends on many factors, including whether you are a member of a union and what the school board policies are in your parish (I am assuming you are a public school teacher). You should contact a local employment lawyer quickly to act to preserve your job.

I don't completely understand what you mean by 15 day deadline. If you are asking about an employer's duty to pay a paycheck on time, all the employer is required to do is deliver or mail the check to you. Your failure to cash it on time is not the employer's fault.

Yes. A company is free to change its vacation policy moving forward at any time - they can even cancel it entirely. However, they may not retroactively change the policy to take away vacation that has already been accrued and earned. Vacation that has already been accrued is considered the same... View More

I am licensed only in Louisiana, but under Louisiana law, this would fall within the realm of malpractice. I would suggest you start by contacting an attorney that handles medical malpractice matters. Good luck.