In California, employees are considered to be employed at will unless you have an agreement to the contrary about that status with the employer. The employer of an at will employee can change the terms and conditions of employment for any employee at any time and for any reason or even no reason...Read more »
He asked me to seek other counsel but wanted me to be the one to dismiss him. I believed, at the time, my case would be more appealing to other attorneys if they left me rather then me leaving them, on a contingent case.
I have not been able to find an attorney since. Now, I think I may... Read more »
Disrespectful no. However, it is always a red flag for an attorney looking at a case when the client had a prior attorney who no longer wanted to work with the client because of a communication breakdown. No attorney wants to take on a case that will turn into a nightmare where the client and...Read more »
Would clear my balance for being an employee, just as I witnessed they did with other employees because this was one of the benefits working there. After a year of working there, I discovered my manager was stealing from the company so I informed the owners and they fired her. I stopped working... Read more »
You really have not disclosed sufficient information to allow for meaningful advice. Whether you were a minor at the time is of little relevance now. If the employer wants to take your deposition, the only thing you need to know is to tell the truth. To do that, you have to listen carefully to each...Read more »
I work at a school and have had multiple comments made to me by students. I have reported it all to my supervisor, and her supervisor as well. The students had no consequences. The counselor came in a did a presentation for a few students talking about what sexual harassment is. I met with both... Read more »
You can contact the California Department of Fair Employment and Housing (DFEH) or the Federal government's Equal Opportunity Employment Commission (EEOC) and file a claim for sexual harassment. Here's the link to the DFEH: https://www.dfeh.ca.gov/ and here's the link to the EEOC:...Read more »
I currently work with a plastic surgeon and he’s belittles me Infront of patients and calls my stupid behind my back and he doesn’t give me a break, I don’t take break at work not only does he humiliate me but he constantly calls me for his personal problems to call his “girlfriend” to... Read more »
That is a question you should discuss with your lawyer. You can ask him/her to give you a legal analysis in writing of all the reasons why this should be a good and reasonable offer, given the facts of your case. This is, of course, something you should have discussed with your attorney ahead of...Read more »
Im at my desk building a guide for the company procedures before my shift started. A fellow female full time employee was there in the area we shared at her desk which is at least 15 feet from mine. After finishing my notes I politely asked the employee if it would be a good idea if she myself and... Read more »
The best first step is to have a consultation with an employment law attorney who can consider specifically what is happening and whether it is possible to correct the conduct and seek compensation. Therefore it would be wise for you to locate and consult with an experienced employment law...Read more »
It would help if you provided more information. It seems you have asked at least 4 similar questions along the same lines. But you don't offer any details about the nature of the work, the kind of company where the work is, or other context for how this issue arose. Most lawyers like to know...Read more »
That depends: on the nature of your work/job, the purpose of the requirement, what men in similar jobs are required to do, etc. What documentary evidence do you have for such a requirement? Take a good look at that, and perhaps go to your human resources department, if you have one. I'm having...Read more »
It depends. An employer cannot treat one gender different than another in the selection of candidate to become employees. If you can prove the dressy shoes covering the whole foot is uniquely related to being a woman, then you might have a claim.
What you describe is called wage theft. You can hold the employer responsible by filing a wage claim with the California Labor Commissioner's office. The website to do that is here: https://www.dir.ca.gov/dlse/HowToFileWageClaim.htm
Copy and paste this link in your browser and go to...Read more »
AMEs are ONLY for people with a lawyer, so if this doctor is truly an Agreed Medical Evaluator, YOU have a lawyer! So tell your lawyer to schedule the final re-evaluation with the AME ASAP. THAT's why you are paying your lawyer 15% of your recovery!
He asked me if he could be my sugar daddy and when I said no he started to get disrespectful and we started arguing all the time. He fired me last Thursday and is refusing to give me my check when he I’m assuming should have given it to me by law Friday?
When you are fired, you must be provided with a final check reflecting all of your wages owed plus any accrued vacation pay that same day. A willful failure to do so mean you are entitled to Waiting Time Penalties equal to one day of pay for each day you are made to wait for that final check, up...Read more »
In retail,was switched to a new position due to downsizing, I had done this position 15 yrs. ago, but injured my back stocking heavy liquids. I couldn't stand for 5 days, then saw my doctor. I was given a note that stated I was to be on lite duty for 30 days or if not followed, would be... Read more »
An employer is allowed to appoint a third party to administer leaves and return to work efforts. Sedgewick is just such a company. If you failed to turn the return to work note into Sedgewick when requested, the problem may be yours. If you did turn in the return to work documents from your...Read more »
First, it seems you are operating under an assumption that an employer is limited to looking only seven years into your past. That is not accurate. An employer can go back a whole lifetime to research a prospective employee. The 7-year limitation is for commercial background searches only....Read more »
Personal religious dietary choice as a follower of buddhism. I never really much spoke up to the people harrassing me or my employer about the harrasment and why that was the reason i really stopped working there, was this wrong of me to do and was it legal even if i did not speak up about the... Read more »
If you don't speak up, your employer has no way of knowing that it should protect you from religious discrimination. Unless the person harassing you was a corporate officer or managing agent, you do not have a case.
I sent my boss an email about the hostile environment she was creating. I told her my concerns, but she attacked me and said I was judging her. I also sent a separate email to my coworkers, after quitting, informing them about the situation and asking them if I was the only one that felt this way.... Read more »
I was a proven top sales performer and was told my position is no longer available, but lower performers were asked to stay on. I am an African American woman and think this is discrimination. I was an independent contractor with a contract until September 30, 2021 but was not given written notice... Read more »
The answer to your question lies, in part, in the language of the contract. While the California Fair Employment and Housing Act provides some protections for non-employees (i.e., independent contractors) the right to terminate a contract usually comes from the face of the agreement. That needs...Read more »
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