Unless the employer is discriminating against a work based upon the worker's being in a protected class, yes. It's no different than the employer mandating the an employee wear orange shoes with polka dots--odd and perhaps not rational--but not unlawful.
I was injured at work and visited a workers compensation doctor. That doctor ordered an arthrogram, and after that procedure and evaluation my wrist was swollen and lacked motion. I work at a psychiatric hospital and oftentimes we have to restrain patients. As a result, I received a discharge slip... Read more »
In my commercial truck I have a stability alert called a critical event alert. I have only had 2 of these in 4 years of driving except this last week I had 3. I believe the sensitivity is turned up because all of these events I was going the speed limit. One of them I was going 55 on the interstate... Read more »
It's a corporate card with access to both company and my personal funds. It has a picture but is not microchipped. This is the company ID as well. They require it to be worn visible on site. I'm getting ready to pay a year's worth of taxes so that's a pretty good amount of money on the card.
Your employer's practice strikes me as odd, but Missouri is an employment at will state and in general an employer is not prohibited from enacting odd workplace rules and terminating employment if an employee won't abide.
If you haven't done so, I suggest you voice your...Read more »
I was allowed to start working at a nursing home before the pre employment background check was conducted.2 months later, I was terminated because the background check showed an arrest for kidnapping and burglary, to which I am not guilty of,but no conviction. The case is still pending in court and... Read more »
I worked for an old-time photo studio in Branson, Mo. I was fired for going on family vacation, after I gave a 3-month notice. Two weeks before time to go I was told if I went, I would not have a job when I returned home. I had already payed for the house and pre-paid tickets costing over $2000.... Read more »
You should hire an attorney to review the non-competition agreement and provide you with his or her opinion of its enforceability. I have no opinion on whether it is enforceable, but the answer to your question, if you are asking how the new company could terminate your employment, lies with the...Read more »
You should call an attorney to discuss your situation. Under the Fair Labor Standards Act employers are not required to pay employees for "bona fide" lunch breaks that last 20 minutes or more. However, if you are required to keep working after you clock out for lunch, the lunch break is...Read more »
An employee has filed two toxic work environment claims against me and after being investigated they came out in my favor. Any time I correct her on her job or have to take disciplinary action against her she files more paper work in HR. It’s making it to where I’m afraid to do my job as a... Read more »
Nothing. Taking any action will look like retaliation on your part. Understand that anyone that keeps making unsubstantiated allegations will have little credibility. If it were me, I would ask for a sit down with a Manager in Human Resources. At the meeting, express concern about how best to...Read more »
Generally speaking, the terms of employment are between the parties and can be changed at anytime, and a doctor’s note need not be accepted by an employer. The exception is if the employer has enough employees to be covered by the ADA and the situation deals with a reasonable accommodation...Read more »
Can you legally make me hire from one group and not from all others? If so, please explain to me how this is possible? I have 30 employees in a very diverse group, all nationalities, religions, gender, straight and not. But this new NFL rule has me concerned that in time it will be the government... Read more »
they have made it a policy that if vaccinated then you will get paid for being off with COVID and if unvaccinated you will not get paid. I see that as discrimination, that is no different than sexual preferences, race etc.
There is a big difference between this and sexual preferences, race. Federal law prohibits employment discrimination on the basis of race, sex, age (40+), religion, national origin, or disability. Discrimination on any basis other than against one of those special classes is perfectly legal. As an...Read more »
I quit a company and in the contract I signed it says that I could be charged $36,000 if I quit before my two year contract ended. The company works by training you for 12 weeks and then contracting you out to tech companies. I left halfway through the training and have seen multiple posts saying... Read more »
You should hire an attorney to review the entire contract. Under Missouri law, penalties are not enforceable but liquidated damages are. Whether the contract deems the fee "liquidated damages" is not necessarily dispositive, but liquidated damages provisions are commonly enforced.
I put in my notice after being informed of a investigation that would probably cost my job. I gave my resignation with the stipulation that I would be rehire-able and coded off as voluntary. I was asked to stay on an additional week which I did. Two weeks afterwards the employer changed my status... Read more »
You state that you resigned with a "stipulation." Unless I am missing something, it appears that your employer didn't agree with the stipulation and therefore availed itself of the benefits of employment at will and terminated your employment.
Federal law places restrictions on when 14 and 15-year old employees can work during the school year, but no similar restrictions apply once you turn 16. There may be other applicable Missouri labor laws, however, so you should consult a Missouri employment attorney regarding your situation.
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