Depending on all the facts and circumstances, an argument could possibly be made that the employer is retaliating against you for asking for anticipated foreseeable FMLA/maternity/Maryland leave (even if you might not yet be eligible at the time of the request). However, the pandemic and layoffs...Read more »
on my day off I received a termination letter from Amazon stating that the reason for termination is I executed a confidentiality and invention assignment agreement. What does this even mean? I am so confused right now.
To speculate, given the lack of facts- perhaps the company is alleging a violation of their confidentiality agreement, rather than alleging that you signed one with another company. It might be advisable to discuss with a labor/employment attorney.
On March 16th, I was informed that members on my team have been laid-off/furloughed due to the epidemic. On March 19th, using my employers Ethics and Compliance Reporting Hotline, I submitted a report of racial discrimination for an issue that had been occurring for several months. The next day,... Read more »
It's not entirely clear what the substantive difference between being on administrative leave and laid off/furloughed would be in this situation. Also, if the entire building was laid off prior to the complaint (or leave request?) being made, it might be difficult to establish a case of...Read more »
I was hired under an open job position, to quickly get me in the door with the understanding that I would be quickly reclassified as I established myself in the company. I have been made to apply for the job I am already performing several times, and have been told that I do not qualify. I received... Read more »
The question raises several issues, and requires more facts and discussion to fully answer. Generally speaking, entitlement to union benefits (or eligibility for membership) depends on the applicable CBA scope. There are federal (FMLA and the recent COVID-19 changes) and Maryland (sick/safe...Read more »
I gave my job my notice of resignation due to enlisting in the US ARMY. I just found out that my ship out date was pushed out to at least May 19 due to the coronavirus. I was only able to give them a one week notice due to the original date being 3/24/20. When I tried to ask if I could back to work... Read more »
On the limited facts given, USERRA would seem to apply to this situation, and might protect the right to reinstatement following the change in ship out date. However, you'd need to discuss all the facts and circumstances with an attorney. It might be a situation where hiring an attorney to...Read more »
Depends on what sort of motion. Most "motions" are ruled on by judges by applying the law and facts to whatever it is the party is requesting the judge to do. If the "motion" is something like a timely filed notice of appeal, then there would generally be no discretion to...Read more »
Generally speaking, you are working in an "at-will" state which means an employer may terminate you for any reason or no reason at all. Unless the termination was based on your membership in a protected class or you engaging in a protected activity, you likely do not have any recourse. I...Read more »
I’d like to add tipping to a service based diy art studio, but want to make sure it is fair to my whole staff. Staff help customers and potentially earn tips and do backroom work to finish customer creations.
Everyone is paid at or above state minimum wage, and I won’t be taking a tip... Read more »
Unfortunately, there is no clear definition of supervisor or manager in the 2018 amendment to the Fair Labor Standards Act (FLSA). Nor is there guidance on how an employer should handle a situation where a "manager" does not always act in that capacity. There are policies and practices...Read more »
She is the president of the Board and as such was the appointing authority for the director who conducted the interviews. There is a close personal relationship between the two. Do I have any recourse?
There isn't generally a civil cause of action for nepotism or conflict of interest for an aggrieved employee. Depending on who the employer is, there might be an internal grievance procedure. Or, if it can be established that there was discrimination against the employee on the basis of a...Read more »
I was on the last stage of disciplinary action, my wife had an out patient procedure and the next morning she started hemorrhaging badly. I called my supervisor and told him that I have a family emergency and I would need a to be out with his permission given the position that I was . He said OK... Read more »
Possibly- it depends on all the facts and circumstances, but the employer's action could be a violation of FMLA or the MD Sick/Safe Leave law. Employees faced with an unforeseeable medical emergency generally only have to give notice as soon as is practicable under the circumstances. But...Read more »
The employee came to work and because time clock would not accept his punch in, he smashed the screen. The time clock did not work afterwards. He was disciplined and received a written counselling for his actions and made pay restitution for damages. Now they come up with a cost to replace the... Read more »
The general rule is that actual damages are all that can be recovered- a fancy upgrade to a piece of equipment might not be in that category. But additionally, there are separate Maryland and federal laws regarding withholding pay from an employee (as opposed to demanding they pay).
I'm a supervisor in Maryland, and already overwhelmed with 60-80 hours of work/wk. Can my employer keep loading on responsibilities without any limits? And if I say that's not my job or I'm already overwhelmed with work, they can terminate me? Basically, I worked my way up and... Read more »
There are limits to how much an employer can get away with. One question is if the employee is appropriately classified as exempt, given their overall duties and responsibilities. Another is if the employee is actually performing two separate jobs (one exempt, and the other non-exempt), and...Read more »
The company has a policy that they will pay out any unused accrued time if you give the proper notice. If u give 2 weeks and the anniversary date to release the time is in that window, is the company required to pay you out that time u have been accruing since last year even though these are the... Read more »
It depends on exactly how the policy is worded. Or if it is silent about this situation, it becomes a matter of interpretation. You can either inquire with them (assuming you've already given notice, of course)- or wait and see what happens. If they deny it, then depending on how much you...Read more »
Unless the staff has some cognizable injury from the recording (like by publishing scandalous parts online), it is not likely that you will be sued. But if you get a demand from an attorney, you should hire one yourself.
My direct supervisor does not prohibit me from clocking in when working outside usual hours, but this is not always practical since I receive texts/phone calls unexpectedly and at all hours. This is not specifically an expectation of my job, but it is implied that my employer desires me to be... Read more »
There are two considerations here. The first is that if you are an hourly employee, you should be paid for all time and overtime you are "suffered" to work by the employer. Overtime might also apply if you are salaried/non-exempt. The second is how much it is worth to you to get paid...Read more »
Let's suppose the background check company is the Federal OPM office, and the background check is for a standard public trust level job that doesn't require a secret or top-secret level clearance and that none of the jobs at your work site are classified. Further, Let's suppose the... Read more »
An employer must pay employees for time worked. An employer cannot refuse to pay an employee who could not take a break and who actually worked through the break. If this is the situation, you may wish to consult with an employment lawyer. The laws are set up so that the employer can be forced...Read more »
ADP hasn't been updated since May, logging in/and out doesn't register so I don't know if I'm receiving correct wages or if taxes are being withheld. Every two weeks I am put in the position of having to beg for my pay, asking how will I be paid this week..will it be check,... Read more »
File a complaint with the Maryland Wage and Labor Board on the DLLR website; or retain an employment lawyer. You can check whether payroll taxes are being properly paid by checking with Maryland SDAT and the IRS. An accountant can assist you with obtaining those records, if you are not able to...Read more »
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