I work at buffalo wild wings, and was told I would be taken off the schedule if I didn't get 40 percent of my daily guests to have or sign up for their rewards program. Even though there is nothing in the handbook, code of conduct, or company policy stating I have too?
Companies are allowed to require workers to meet minimum performance requirements in order to meet their job duties and maintain employment. As long as these policies aren't implemented in a discriminatory manner or otherwise violate the law, they are generally allowed.
About three months ago I was delivering pizza in my own vehicle and struck a bicyclist at a crosswalk. There was a witness that said the bicyclist had stopped before entering the crosswalk and I was issued a ticket. The bicyclist had to be taken away in an ambulance due to a knee injury.My... Read more »
I'm located in Omaha, Nebraska and work for the parent company of several cocktail bars. I was attending a staff party at an unassociated bar where I believe my boss (The company owner) accidentally roofied me. To cover it up I believe he took me to a dive bar while under the influence of the drug,... Read more »
The owner of the vehicle or the company. Any licensed driver of the vehicle would be held responsible for any violations. The company may later be subjected to civil suit for any violations they subjected an employee to.
I received a letter of notification from my former employer saying that one of their employees mistakenly sent out my personal information to some clients. The company further said in the latter that they investigated the incident and found out that the same employee has made the same mistake on... Read more »
It may be possible to sue them IF you can show that as a result someone was able to use that information. You say you have "7 different reports I know nothing about." Any lawyer you talk to will want you to find out what they are. They may or may not have anything to do with this.
I'm a firefighter/paramedic, bandages begin to melt and release toxic chemicals at 120F far lower temp than our fires. These chemicals are toxic and can be absorbed through inhilation and through the skin. Not to mention the burns the adhesive will cause. I have all the documentation to back this.... Read more »
Employers have wide discretion when it comes to dress an grooming standards for their employees. The restriction you describe regarding piercings is commonplace and likely to be upheld if subject to a legal challenge. Challenges to employer dress codes are only typically successful if an employee...Read more »
Would an employee having sex in the back room at work constitute sexual harassment also i mentioned this to my bosses multiple times was told they would handle it and then wouldn't. what are my recourse also to tie into this the employee that was having sex at work broke my nose for trying to... Read more »
An employers liability will depend primarily on whether they were aware of the employee's misconduct, whether they failed to take appropriate action necessary to remedy the situation. Under some circumstances, an employer would be liable for damages caused by the conduct of an employee that...Read more »
It depends on the circumstances, can you elaborate?
Justia Ask a Lawyer is a forum for consumers to get answers to basic legal questions. Any information sent through Justia Ask a Lawyer is not secure and is done so on a non-confidential basis only.
The use of this website to ask questions or receive answers does not create an attorney–client relationship between you and Justia, or between you and any attorney who receives your information or responds to your questions, nor is it intended to create such a relationship. Additionally, no responses on this forum constitute legal advice, which must be tailored to the specific circumstances of each case. You should not act upon information provided in Justia Ask a Lawyer without seeking professional counsel from an attorney admitted or authorized to practice in your jurisdiction. Justia assumes no responsibility to any person who relies on information contained on or received through this site and disclaims all liability in respect to such information.
Justia cannot guarantee that the information on this website (including any legal information provided by an attorney through this service) is accurate, complete, or up-to-date. While we intend to make every attempt to keep the information on this site current, the owners of and contributors to this site make no claims, promises or guarantees about the accuracy, completeness or adequacy of the information contained in or linked to from this site.