In this situation, it's essential to address the matter promptly and accurately. Start by gathering all relevant documentation, including your current cosmetology license and any records that confirm its validity. This will be crucial in clarifying the misunderstanding.
I'm the only black person there and assistant manager I did nothing wrong and gt really sick and when I talked to her she left me off the schedule and said I don't communicate with her it's this discrimination and wrongful
In Nevada, firing based on race or protected characteristics is illegal, but employers can terminate for other reasons. To navigate this situation, know the details of your termination, assess your options, and understand your rights. If you suspect discrimination, file a complaint with the EEOC or...View More
I work for a small company in Nevada who provides gas stipends to their employees. We use our own vehicles to travel to and from clients. It was brought to my attention that every employee gets a gas stipend besides myself. I have worked for this company for 4 months. Can I ask my employer to pay... View More
Whether you're legally required to respond and the potential consequences depend on several factors. First, review your employment contract for clauses about returning equipment and data access after termination. Check your company's policies on these matters in the employee handbook....View More
I have been living in hardship, financial situations because I can not even drive due to stipulation of no driving while on parole. I have not been revoked my license to drive, the last moving violation was in the year 2007. I am living in hard financial means and without being able to drive, my... View More
You can request a modification to your parole conditions to allow you to drive. To do this, you will need to file a petition with the parole board. In your petition, you should explain why you need to drive, such as to get to work or to take care of your family. You should also explain that you...View More
Everyday, several times a day, my supervisor discussed her various personal issues. She would then email me that I failed to complete work tasks. This is untrue. After the second email, I told her we should focus more of our conversations on work related issues. She agreed then asked how her... View More
Nevada law prohibits employers from retaliating against employees who exercise their protected rights under the law. This includes the right to ask an employer to stop discussing personal issues at work.
If you were fired after asking your supervisor to stop discussing personal issues at...View More
In Nevada, it is a "one-party consent" state when it comes to recording conversations. This means that as long as one party to the conversation consents to the recording, it's generally lawful to do so. Therefore, if your supervisor is a party to the conversation with you, he/she can...View More
If I pay them either $13.25 per hour or $15 per hour. Am I required to pay them overtime of $19 per Hour and $22 per hour. Over 40 hours. My company is based in Nevada. I only have 1 employee and myself.
Generally yes. Federal law requires that hourly-paid employees be paid overtime, at a rate of one-and-one-half times their regular rate of pay, for all hours worked over 40 in a workweek. If your business does less than $500,000 gross in business per year, however, you may be exempt from federal...View More
Double check your earnings record through your My Social Security account at SSA.gov. If your wages are not accurately reported on your earnings record, the best way to handle the situation is get proof of your wages, such as W-2s. After you’ve gathered your documents showing proof of wages,...View More
I'm unsure of the exact question you're asking, but hopefully this information will help you: Under federal law, hourly-paid employees must be paid overtime, at a rate of 1.5 times their regular hourly rate, for all hours worked over 40 in a seven-day workweek. Entitlement to overtime pay...View More
In general, an employer in Nevada may terminate an employee for excessive lateness or absenteeism, especially if it is a violation of company policies or terms of employment. However, it is essential to review your employment contract and any applicable workplace policies to understand your rights...View More
You should contact a California employment attorney to discuss your situation and review the contract you signed with you, as your rights and responsibilities in this situation will be dependent on the language in your contract.
She had a caretaker/security person living on the property and was aware of the tools being on the property. I do have a copy of the police report in my possession. Who is financially responsible, other than the thief, for the stolen tools? I live in Nevada. We did not have a signed working... View More
I have been working at my company for over 6 months and now they are trying to cut my pay in half, and even more than that and expecting me to take on more responsibility. And say I have till Monday to sign it or I cant come back to work. Is this legal? Can they do this with no prior notice???
Employees are either “at will” or they have a contract. At will employees can quit when they want and the company can fire or layoff an employee when it wants, so long as the termination isn’t due to discrimination, retaliation or another illegal reason. It sounds like you are an employee...View More
I work for a temp agency that sends me to several locations around the city. There is one location that is an hour and a half outside of town. We carpool to this location and are paid 2 additional hours for travel. This travel pay is never overtime. We could go to this location everyday for a week... View More
The general rule for travel time pay is that you must be paid for travel during your work day (ex. from work location 1 to work location 2) but not for travel to your first site for the day or travel home after your last site of the day. If travel to the out-of-town location you mentioned is the...View More
And that also goes with if the employee doesn't turn in their uniform the employer withholds their check or just charges them for the shirts for example so they can get there check. And I've known this company to withhold checks because paperwork hasn't been turned in.
A friend of mine who is a hair stylist was recently fired from her job without being told why, she got COVID a few months back and when she returned everyone was mad at her and wanted her fired, she attempted per her boss to fix the issue and noone would talk to her, now she was given a notice is... View More
Unfortunately, employers are not required to provide a reason for termination in at-will employment states. However, if your friend suspects she was fired because she had COVID or for a discriminatory reason (i.e. based on race, sex, age, disability, or religion), then she should consult a Nevada...View More
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