Cary B. Hall's answer Yes, unless you had some written employment contract which promises you employment for a particular length of time. My guess is that there is no such contract, and so your employer can terminate you "at will."
You would, however, be eligible for unemployment compensation, and you can apply for that online through the Department of Labor and Industry. If you haven't already, I suggest you do so today.
Alexander Palutis' answer Your employer is required to report your work injuries to their insurance company and the State. There are several reporting requirements for both the employer and the injured worker. Therefore, I recommend that you contact a Board Certified Workers’ Compensation Attorney to discuss your circumstances in greater detail. Most attorneys will provide a free consultation. If you have suffered a work injury and your employer is being less than cooperative , then it is certainly time for you to...
Peter Munsing's answer You have no right to a raise absent a union contract or employment contract.you say the others get payroll plus bonus and profit sharing --are you saying now you are getting bonus and profit sharing but no pay?
If the first one, I don't see a wage hour case; in second one could have a wage hour case
Jill L. Walsh's answer Thank you for reaching out. There is no Pennsylvania law that requires an employer to provide vacation benefits to employees. If the employer chooses to do so, and has a policy that discusses how vacation leave will be handled, the employer must comply with the terms of its established policy or employment contract. For more information, visit the Pennsylvania Department of Labor and Industry: https://www.dli.pa.gov/Individuals/Labor-Management-Relations/llc/Pages/Wage-FAQs.aspx#8.
Cary B. Hall's answer Yes. Employment in Pennsylvania is "at-will" -- meaning you can quit whenever you like, and employers can fire you whenever *they* like. There's no legal requirement to conduct background checks on either prospective or current employees at all, much less any time limitation on when they're done. You could be let go because your employer doesn't like the color of your shirt on any given day. It's just the way it is. Best of luck to you.
Andrew S. Abramson's answer Federal and state laws require that when an employee works in excess of 40 hours per week, the employee must be paid 1.5 times the regular rate of pay for each hour over 40, unless your job duties fall into certain legally recognized exemptions from overtime laws. Thus, the answer to your question depends on your work duties. Also, keep in mind that there are time restrictions on how far you can go back in time to collect unpaid overtime pay. It is critical to consult with an experienced...
Cary B. Hall's answer Yes, you should be able to. And, at worst, the Department of Labor & Industry can deny your claim and then tell you why (and then you can appeal, and often ultimately win). But you'll get nothing if you don't try, so *try* and try ASAP.
Peter Munsing's answer You don't have a right to employment, and as you weren't an employee of the company that got you through the agency I don't see an ADEA claim. However you should fight for unemployment as it wasn't due to "willful misconduct."
Peter Munsing's answer not sure what you mean by "holidays benfits." If you mean do you get paid leave etc. no requirement you receive it as a consultant. Not sure what you mean by "w-2 consultant" W-2's are given to employees. Consultants tend to be contractors.
Generally if you are an employee you get the benefits other employees get unless you are covered by an employment contract.
Kathryn Hilbush's answer I'm sorry but your question isn't very clear to me. I suspect that you either need to be speaking with an employment attorney or general litigation/personal injury attorney, depending on your goals. Your question unfortunately ended up going out to the family law lawyers.
Timothy Belt's answer If your work injury has been accepted, you enjoy a rebuttable presumption when you are laid off from a modified duty job that your loss of earnings is related to the work injury. In other words you have a strong claim for wage loss benefits under the the PA Workers' Compensation Act. This depends on whether or not the claim has actually been accepted (paying medical bills is not the same thing as accepting the claim) and what document was used to accept the claim. I would strongly suggest...
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