Kyle Persaud's answer The answer to this question depends on the contractual agreement between you and your employer.
"Contractual agreement" can include written contracts, but, under certain circumstances, verbal statements by you or your employer, or action by you and your employer, can also be part of the contractual agreement.
You have only submitted a portion of the e-mail from your employer.
If you are able to scan and send the entire e-mail, and also scan and send all written...
Doak Willis' answer If your employer does drug testing and makes it mandatory for all employees I don't see any problem of discrimination. If you were singled out there might be a case but other factors would still come into play. Since its supposed to be by blind pick, I would say that is fair. Have a talk with the employee who made that statement and ask nicely that he/she not joke about drugs in the workplace.
Doak Willis' answer Since your room and board was included with your employment and your employment ended on November 19, 2018, and you were given more than 390 days notice to vacate, it was proper as the terms of your tenancy was ties to your employment which ended more than 30 days before you were required to quit the premises. You acknowledge you r3ecived notice thus satisfying Due Process.
Part of the problem is that you have several agencies - both federal and state - with overlapping jurisdiction.
In Oklahoma, you have the IRS, the OTC and the OESC just to name a few.
Not only that, but a decision by the IRS is not binding on the OTC and OESC, and vice versa. In other words, there is not a central agency that gets to make the decision, and make the decision binding on everyone else....
Keegan Kelley Harroz's answer This depends entirely on the disposition of the criminal matter. This question should be answered by the specific agency that you are applying to for a position. Every agency has different requirements.
Robert Donald Gifford II's answer They do a pull of the NCIC, so if it is reflected there it will show up. I do believe there is a question on the SF-86 on mental health, so make sure you answer it fully and completely. It's the cover up that always gets people.
Howard Berkson's answer Whether you have any legal recourse depends on the contents of your contract with the organization and with their own established past practices. You should take your paperwork to an attorney familiar with contract law and review it with him or her in detail.
Howard Berkson's answer Legally, "harassment" isn't usually what people think it is. I would need much more information to determine if you have been the target of illegal harassment. However, you should not provide that information here on this public forum. You should consider discussing that with an employment law attorney near you. As far as your medical information is concerned, it ordinarily cannot be revealed to the public or to co-workers except in limited circumstances unless you gave permission for the...
Howard Berkson's answer No. Under the Oklahoma payday law, checks must be issued within certain time frames. An employer is not permitted to withhold payroll from an employee except under special circumstances. None of the circumstances you mentioned are special circumstances that allow an employer to withhold payment or to deduct from your paycheck..
Howard Berkson's answer Generally, yes, an employer can require employees to be clean-shaven. For safety reasons, there are few alternatives. If it is merely part of the company "look" that employees be clean-shaven, and if your facial hair is part of a religious obligation, then you may try asking the employer for a religious accommodation.
Howard Berkson's answer Usually, no. However, if the employee is out in the middle of nowhere when you fire him or her, you can't just leave the employee by the side of the road without opening yourself up to significant liability. Naturally, the case against you would be much stronger if something bad happened to the employee, such as being struck by a car while trying to walk home on a deserted country road. However, if the employee ordinarily has no problem getting to and from the place where employment was...
Howard Berkson's answer If you are technically permitted to work, then your immigration attorney should be able to guide you toward getting whatever documents you need to fill out Form I-9. Whether the document is a work visa or a social security card or a U.S. passport or something else permitted, you can't work legally without Form I-9. Moreover, working illegally could interfere with your immigration interests. You should discuss this in detail with your immigration attorney. If your immigration attorney does...
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