You may have an argument that your continued leave was a reasonable accommodation under the Americans with Disabilities Act. You should contact an employment attorney in Indiana to go over the specifics of your leave and separation.

Your question is broken up so it is not exactly clear what you are asking. However, if the two of you are exercising a different parenting time schedule than what was initially ordered, then you may want to consider requesting a modification from the court, to make the change official.

Whether you are protected under the law will depend on the size of your employer and how long you were with the employer. The Family and Medical Leave Act ("FMLA") offers unpaid leave if you need to care for a child as you described above, but it only applies if (1) your employer employs... View More

Yes, your husband is entitled to seek a reasonable accommodation due to his COPD that allows him to continue to perform the essential functions of his job. It sounds like your husband's employer was providing him the accommodation of working in a clean area of the factory for the previous... View More

Hi, more information is needed here but, yes, that appears to be under the federally required minimum wage. If that is the case, it is not okay, and would be a violation of law. I would recommend reaching out to an employment law attorney for a consultation.

No, it is not unlawful discrimination to refuse to hire an employee because that employee worked for a competitor.

You should return the shirt and key card immediately. You should then contact an employment attorney to discuss the details of your employment situation and the circumstances under which your employment ended. More information about your situation is needed, but you may have a claim for gender... View More

Your employer can mandate that employees take an unpaid lunch break, even on days that you do not work a full shift. However, if you are continuing to perform work during the 11-11:30 time frame, you are entitled to be compensated for this time.

I would reach out to an employment law attorney in your state for a consultation. There isn't enough information here for a full analysis. Depending on your job duties and pay structure, you may be entitled to overtime under the Fair Labor Standards Act.

if you were trying to handle this on your own, you are in trouble. these two, entirely separate and distinct actions: 1.) you have a Worker's Compensation which is a Board member of the Indiana Workers' Compensation Board; and 2.) you have a traditional lawsuit in the Circuit Court for... View More

No, the Fair Labor Standards Act only covers employees, not independent contractors.

Under the Fair Labor Standards Act, any employee may be paid on an hourly basis, but NOT every employee may be paid on a salary basis. It is possible that your employer misclassified you as a salary exempt employee when you began your employment and has since realized its mistake, but this will... View More

You are in a tough situation. Generally speaking, your complaint about your co-worker is not protected, which means you won't have any legal recourse if you are terminated. To be protected, the harassment needed to have been about your race, religion, gender, a disability, etc. That does not... View More

The first thing you need to do is contact an attorney to assist you in this matter. My phone number is 317-210-3416. Please give my office a call.

If you feel you are being harassed because of your disability or your membership in another protected class (e.g., due to your gender, race, color, national origin, religion, or age (40+)), you should report the harassment in accordance with your employer's policies. If the harassment... View More

If you have a signed a written employment contract with your employer look closely for any terms that would allow you to break the contract or broken promises made by the employer; but before you do anything you should run this stuff by an Indiana lawyer experienced in employment law.

Without more detail it is too difficult to give an accurate answer. However, if there was no injury on a fleeing case, it is possible to get house arrest in most situations, if at all.

More than likely the only way to recover documents in this circumstance is to file a lawsuit and request the documents and videos through issuing Request for Production of Documents to the Defendant (company).

Nothing--unless you are worried that the IRS might follow up with questions about the DBA.

What's the question? Report him to the police, freeze your credit if you are afraid that a loan has been taken out in your name or other accounts established and look into filing a claim against him for any damages you have incurred.