Timur Akpinar's answer I do not practice in California but your question remains open for three weeks. A consultation with an attorney in your state who handles disability claims should be able to provide guidance with the denial.
Matthew Williams' answer Technically, nothing. But a business without someone at the helm is seriously endangered. I would suggest you all get together with the owner and a lawyer to ensure the business operations will pass on to someone trusted. Obviously, the boss here needs a lawyer for the criminal side too.
William John Light's answer Workers comp is a virtually guaranteed recovery. Even though you were off work, being injured in the parking lot will be considered.
Alternatively, PI claim will also be possible. Recovery is less certain, but larger. I don't believe that both claims will be allowed so you will have to choose. If you choose PI, and it is determined that your claim is barred by workers comp., you should then be allowed to pursue the workers comp claim.
Mitchell Feldman's answer As long as your employer paid you and the funds were delivered, I don't see a cause of action to "sue". You need to be paid for your work. If I understand, you had a negative balance account, and the back took the funds and applied to the balance owed. Thus, you have received the funds. IF you did not receive the funds, then you have not been paid and have a right to pursue recovery of the wages.
James G. Ahlberg's answer If you're not reporting back, I'm not sure how your "last day is 1/7/19." It sounds like you've already been separated from your employment. I am answering this question on the premise that you PTO is equivalent to vacation and could be used as such. Section 5 of the Illinois Wage Payment and collection Act provides as follows:
"Sec. 5. Every employer shall pay the final compensation of separated employees in full, at the time of separation, if possible, but in no case later than the...
Mr. Michael O. Stevens' answer While there are sometimes exceptions in federal law to home healthcare, which I'm not sure if there are in this instance, usually if someone is required to be at work they have to be paid. Contact BOLI.
Joseph D. Allen's answer As long as the employer's overall PTO policy provides the minimum sick/safe leave, they can require the employee to use earned PTO. However, if the employer does not set aside leave that can only be used for sick/safe purposes, the DLLR guidance states that it "strongly encourages such employers to advise employees that sick and safe leave is covered by the existing PTO the employer provides and that any additional sick and safe leave will not be provided." But based on your question, it...
Brent T. Geers' answer Unlikely, but I suppose it's worth it to consult with an employment law attorney. Quite likely, the terms of employment with a cruise line include you being certified for "worldwide" service. If you must remain within 200 miles, you are not available for worldwide use, and I am unsure they would have an obligation to hire you solely for any cruises that don't exceed 200 miles.
V. Jonas Urba's answer No. Unless the company did not take measures to protect the information it is generally a trade secret and even under common law protected. The question should be who has standing to sue and what are the damages to that interested party?
V. Jonas Urba's answer Seek a NYC education lawyer possibly from NELA NY's list of attorneys or the New York City Bar Association lawyer referral service. You want an attorney who is close to an expert on New York City Education Law which is highly technical. Good luck.
Mr. Kent Thomas Jones Esq.'s answer Thanks for your question; however, it is impossible to tell you what to accept in settlement, because we don't know all of the facts. In 2002 and 2003, I practiced employment discrimination law exclusively. As I recall, if the case was very good, we would demand what a typical jury verdict would be. Sometimes the cases were worth nothing. Sometimes they were worth $10,000. Sometimes they were worth $400,000.
You really need to consult with a local employment discrimination...
Leonard R. Boyer's answer Your answer depends on whether the person is free to come and go as the please or is under your direct control. A 1099 employee is one that doesn't fall under normal employment classification rules. Independent contractors are 1099 employees. Instead of having a permanent worker that takes direction from the company, your business would use an independent contractor who works under their own guidance. The Internal Revenue Service uses a right-to-control test to assess a business' tax liability.
Eric Gene Young's answer California law requires that employees working in certain facilities be routinely tested for TB and to be free of the bacteria that causes TB, meaning the law can also require you to undergo a treatment regimen for TB if you test positive. Hospitals, schools, and community colleges are three such facilities that can require a TB shot and treatment as a condition of employment. TB is a serious, communicable disease that can kill people, particularly those who are already sick and in a...
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