Can an employer fire you because you are unable to make it to work due to the weather?
It depends if you have an employment contract or not. If not (and sometimes even then) you can be fired for any reason as you are an "employee at will' and it is at the companies discretion as to if they want to continue your employment.
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it depends what was in your origanal contract if there where a certain amount of days that you where allowed and you exceeded them than yes but if not than he has to provide you with a reason why he fired you Answer Yes. If I have a stroke tomorrow and can never work again, at some point my emplo…yer is going to let me go, unless I quit. If you have a serious illness you can document, you are entitled to 12 weeks of Family Medical Leave (in a 12-month period.) When you return, the employer has to provide you with a job, but not necessairly the same job. It can be in a different location, at a different pay rate, with different duties. The only exception would be if you were temporarily disabled due to a work-related injury. Answer You probably mean "... not returning while the DOCTOR says I'm unable to work". Your employer cannot require you to work contrary to medical advice. Your employer CAN fire you if you are unable to perform even one of the key duties of your job ... unless you have FMLA protection as detailed above. Then you can be fired the day your FMLA runs out. Remember, the employer OWNS the position, no matter how long you've worked in it. The employer can take the position back and give it to someone else at whim, unless limited by a statute or union contract. (MORE)
Can a previous employer tell a perspective employer that the employee was fired due to failing a drug test?
Answer . No because it's confidential and he's breaking the law! He can use other excuses as to why you were let go, but when it comes to this sort of thing he's up to his neck and in a lot of trouble. You could actually sue your former employer for leaking this information. It is no different… than if you were on antidepressants and your employer leaked out this information to a prospective employer.\n. \nIf you caused an accident at work or were off a great deal from work (danger to other employees) because of your drug problem, then you need a good lawyer to get you off this one.\n. \nAlways check with your Labor Relations in your area and get the goods from the horse's mouth.\n. \nMarcy (MORE)
How can you protect your Health Insurance coverage if you become seriously ill and are unable to work for the small employer who provides the plan?
Federal and California COBRA basically provides that if you are no longer covered under a group health plan, you can keep the coverage for 18 (Federal) or 36 months (California) at 2 to 10% more than the employer was paying for you. This may or may not be less expensive than getting your own plan. S…hop and compare the figures, you might save a lot of money. With your own coverage you have the option of taking a higher deductible, HSA or not taking maternity dental, life or vision to save $$$. When you lose coverage under a group plan, your Employer should automatically send you all the information about COBRA continuation coverage. If you have problems, we can lead you in the right direction. It's basically though something that you arrange directly through your Former Employer's HR Department or Insurance Company. When you're COBRA expires, we can help you with continuation coverage under HIPAA or other options. (MORE)
What should you do if you are unable to expose a sociopath because you have no proof due to your belief that justice should not be based on surveillence and deceit?
I'm stating the obvious, but you have to provide evidence tosupport specific allegations. If you try to prove that someone is a"sociopath," you're on a path to nothing. However, if you can provespecific deeds, you may achieve what you want. I'd suggest lettingothers apply whatever label they think i…s appropriate rather thandoing the labeling yourself. You must decide whether your own conscience , which is what'skeeping you from using such tactics, is worth more to you than yoursafety and freedom, as the one opposing you has noconscience , if he truly is a sociopath. Your honesty is lost onhim. (MORE)
Answer . \nNo. You can go to court and see about having the payment amount reduced but you still have to pay child support because your child still needs to eat.
Yes, if there is good reason for the action.. It is a misconception that employers cannot impart information concerning the dismissal of an employee, the only stipulation is the information must be accurate and substantiated.
FAMILY AND MEDICAL LEAVE ACT OF 1993 . TO MY UNDERSTANDING THE ANSWERS IS NO , THERE SHOULD BE A POSTER POSTED IN YOUR WORK SITE WHERE ALL EMPLOYEES CAN VIEW IT, THE POSTER BRIEFLY EXPLAINS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA) , THIS POSTER SHOULD BE POSTED IN THE VIEW OF ALL EMPLOY…EES BY LAW.. FAMILY AND MEDICAL LEAVE ACT OF 1993: . The U.S. Department of Labor's Employ-ment Standards Administration, Wage and Hour Division, administers and enforces FMLA for all private, state and local government employees, and some federal employees.. FMLA entitles eligible employees to take up to 12 weeks of unpaid, job- protected leave each year for specified family and medical reasons . An eligible employee's right to FMLA leave begins on August 5, 1993; any leave taken before that date does not count as FMLA leave.. The law contains provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and, protections for employees who request or take FMLA leave. The law also requires employers to keep certain records.. Employer Coverage . FMLA applies to all: . public agencies, including state, local and federal employers, local education agencies (schools) and. private-sector employers who employed 50 or more employees in 20 or more workweeks in the current or preceding calendar year and who are engaged in commerce or in any industry or activity affecting commerce Ã¾ including joint employers and successors of covered employers. . Employee Eligibility . To be eligible for FMLA benefits, an employee must: . work for a covered employer;. have worked for the employer for a total of at least 12 months;. have worked at least 1,250 hours over the previous 12 months; and. work at a location where at least 50 employees are employed by the employer within 75 miles. . Most federal and certain congressional employees are also covered by the law and are subject to the jurisdiction of the U.S. Office of Personnel Management and the Congress.. Leave Entitlement . A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: . for the birth or placement of a child for adoption or foster care;. to care for an immediate family member (spouse, child, or parent) with a serious health condition; or. to take medical leave when the employee is unable to work because of a serious health condition. . Spouses employed by the same employer are jointly entitled to a combined total of 12 workweeks of family leave for the birth or placement of a child for adoption or foster care, and to care for a parent (but not a parent-in-law) who has a serious health condition.. Leave for birth or placement for adoption or foster care must conclude within 12 months of the birth or placement.. Under some circumstances, employees may take FMLA leave intermittently Ã¾ which means taking leave in blocks of time, or by reducing their normal weekly or daily work schedule.. If FMLA leave is for birth or placement for adoption or foster care, use of intermittent leave is subject to the employer's approval.. FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work. . Also, subject to certain conditions, employees or employers may choose to use accrued paid leave (such as sick or vacation leave) to cover some or all of the FMLA leave. The employer is responsible for designating if an employee's use of paid leave counts as FMLA leave, based on information from the employee. In no case can use of paid leave be credited as FMLA leave after the leave has ended. (MORE)
Can a employer tell an employee what they can do and who they can see after work hours and then call them into the office the next day and fire them because of it?
In most states, unless there is a morals clause under the terms of your employment, it is not permissible to fire you for legal actions done outside of the workplace.. Typically, no, but it can also depend upon the type of work being done. An some cases it would be considered a breach of ethics to… socialize with members of competing firms, particularly in such places as law firms. (MORE)
Unable to work receiving ssi benefits but due to the cost of living the money is not enough what do you do?
nothing you can do except maybe file for food stamps or depending on state you could get medicare if you already dont (most states automatically give you medicare if you get ssi) to pay for health care
yes an employer has to pay the employee for jury duty and can not fire or discipline the employee in any way for time lost due to jury duty
If unable to pay day loans due to various medical not having the funds to keep on redoing the checks each month and you want to work with the lenders to make payments each month what is the answer?
If you are unable to pay your student dent, you need to contactyour loan companies. They will help you to find a payment plan ordeferment that works for you.
An employer cannot retaliate or fire you because you refuse to dropa civil suit. However, they can fire you for other reasons.
Due to workers compensation laws, an employer must either allowtheir employee time off work with no negative consequences, or findanother job that the worker is capable of performing duringrecovery. While each state has specific laws regarding workerscompensation, if an employee is injured on the jo…b, they areprotected from write-ups and termination. (MORE)
Yes, certainly. No US law requires any days off, nor sets holidays employers must observe. You work Labor Day if scheduled by your employer, and it is normal straight time unless the employer volunteers to pay a holiday premium not required by law.
if another employee made a mistake can my employee make me fix it for free and if i refuse can he fire me
can a employer make you work for lower wage to get out of paying unenployment An employer can lower your wage, and you can accept that or leave. Lowering your wage does not exempt the employer from UI claims.
My employer sent me home from work after working 4 hours because of a power outage. Do they have to pay me for the remainder of the day?
It sounds a little odd that they would cut off the income stream that would enable you to pay them back, but unless your position is protected by a union agreement or a personal service contract of some type, your employer can handle it pretty juch as they may choose so long as they do not break sta…te or federal laws in doing so. (MORE)
The Americans with Disabilities Act or ADA can protect you in such a situation. Your chronic illness needs to be real and verifiable.
If the behaviour is persistent and no good reason is given then yes The employer is not restricted to firing for good reason. Employers can lawfully fire for bad reasons or no reason.
No. If you are paid by the court for your days and if you get paid by your job the rule is that you are suppose to pay your job the amount you made on the jury. If the jury duty causes you a hardship when you go into the court to report for jury duty tell them so and most courts will allow you to no…t serve. (MORE)
Depends. In some cases if it is part of the job, yes. An example of this is teachers. We are required to work extra duties as part of our job. Back to School Nights, Open House, football games, dances, graduation are considered part of our job and no extra pay is given for these things. I imagine ot…her jobs and companies have similar requirements.((teachers on average also get 10-12 weeks vacation each summer the longest paid vacation of any profession in the US...)) Bad answer. All employees non-exempt from federal wage law must be paid for every hour worked. Those in exempt professional and management jobs must be paid for every DAY worked - no reduction for missing less than a full day. An overtime-exempt worker works as long as required to get the day's work done, but NEVER works a day for free. An overtime-eligible worker never works an HOUR for free. (MORE)
Not directly - aperson cannot be persecuted simply because of who they work for if the work is legal in every way. However they might pin you for breach of contract (if there is such a clause) or for violating a security or privacy agreement, or even for selling secrets if they can prove this. It's …actually a conflict of interest. And, if stated by your employment agreement, you may be subject to termination. It's usually seen in higher end businesses where strategy is key to competition. You may not transfer written training documents and manuals to the competitor without facing serious consequence. Conflict of interest. (MORE)
If the employer requires you to do something for your job, they are liable for the costs of it; they cannot fire you for not paying, if they are the ones that made you do it in the first place. You may claim the cost on your tax in the meantime, and get them to not require your payment in future.
Employers can try to make you work on Thanksgiving. There is no state or federal law that requires private employers to give employees a Thanksgiving holiday. However, there is a problem if Thanksgiving is a religious event for an employee. Anti-discrimination laws state that employers must provide …reasonable accommodation for employee's religious beliefs. (MORE)
How can you make a birth cetificate for your build a bear if you were unable to make one on the computers because they weren't working?
when I got my buildabear the computer wasnt working so i asked them for blamk certs and they gave me some
Federal law requires that you must be paid for any time that you actually worked. You may not be entitled to paid time off or other monetary benefits, but your wages must be paid.
They cant make you go out of state to work but they can fire you for any reason. You should be able to collect unemployment though. An employee must do anything an employer demands on paid time except commit a crime. Those with contracts must do everything not prohibited by the contract. Working …out of state is not a crime. (MORE)
It depends on his or her mental position at that time. But, for the question, the answer is, yes, he or she can fire an employee due to mental illness.
Salaried employees should still receive their salaries; hourly employees do not need to be paid.
Unless you have a contract or local law states otherwise, your employer is in charge of your schedule and can compel you to work whenever they deem necessary.
No, that would be illegal. Under the law, particularly Americans with Disabilities Act of 1990 (ADA), adverse employment actions such as firing or refusing to hire an employee on the basis of his medical condition or disability (ex. taking leaves because of health) are considered as discriminatory a…nd therefore, against the law. The employer is required to provide "reasonable accommodation" to a qualified individual with a disability, this includes allowing him/her to take time off or leaves because of his or her disability. (MORE)
An employer say you are still working for them after they have fired you only if they continue to pay you and there is a contract that limits your ability to obtain other employment for a time.
What do you do when you are discharged from a job due to a work injury and are unable to fill the job requirements?
File a Worker's Compensation Claim For an example of this program, see the Related Link below.
An employer has to pay for all hours worked. Other than that, it needs to follow its own policies about paid time off. Workers comp laws do not require the EMPLOYER to pay - they require INSURANCE to pay lost time benefits.
If you were fired because the employer said you have a misdemeanor on your record that does not exist can you sue?
Talk to an attorney. You need to prove that the employer acted improperly or with malice.
Can an employer make you work over 10 hours a day when your doctor says nothing over 10 hours due to health reasons?
No. Your workplace should have a Workplace Health and Safety representative who can ensure that your doctor's recommendations are carried out. This may well require some compromise on your part, however. It will mean you cannot choose to work more than ten hours if it suits you to do so on any given… day. Both you and your employer must stick with the ten-hour limit. (MORE)
Can you get fired from being on work suspension and not being contacted by employer to return to work?
It is up to the employee to keep information up to date and to be responsible for what happened at the workplace.
most employees in the United States are employed at will. The law allows them to be fired for cause or for no cause. A boss, under the law, may fire even a long-term employee simply because the boss does not like the person.
No. An employer isn't supposed to discriminate against any one for any reason. However, you might be encountering employment rules about members of the same family working for the same company or, more usually the case, one working in a supervisory capacity for the other. The latter is usually no…t allowed. The former depends on the company. (MORE)
Can you take your ex husband back to court because you are now on disability and unable to work more hours and unable to make your monthly bills?
In general, child support is based on a percentage of the obligor's net income; unless there's an extraordinary difference between the two, the obligee's income is usually not considered.
What can an employee do if they feel they are being harassed at work regarding the employer wants to get them fired because of pay?
Harassment becasue of pay is not illegal, so you cannot file a charge with EEOC or a state agency. An employer can fire anyone it employs as long as no statute or contract gets violated. An employer does not "get you fired" ... it fires you.
Employers can fire employees for good reasons, bad reasons or no reason, as long as a statute is not violated. Few statutes address medical return to work releases (FMLA, ADA) and they do not prohibit discharge.
In general, the employer sets the work schedules for employees at its own discretion. If you have a union contract that restricts management rights with regard to scheduling, then you may be protected to the extent provided by the contract. You may be able to request a reasonable accommodation of yo…ur religious observance, but if the employer requires workers to work on Sunday and there are not enough workers to adequately cover Sunday shifts, then your employer is not required to comply with your request. (MORE)
Strictly speaking, no. If they require you to work, they must pay you. However, people that get paid by salary, in most states, make a certain amount of money no matter how many hours they work.
You can certainly sue. Your action would be for wrongful termination. In order to win, you would have to establish that your reason for wanting that day off is religious and that the employer knew this and fired you for that reason. However, if you have historically been available for work on that …day of the week, said that you would be available on that day when hired or if it can be proved that your reason for requesting off is non-religious, you would not be able to prevail. (MORE)
No, because Sunday is the day of rest according to the most highly important book ever made, the Bible. Sunday is the day dedicated to going to church and seeing family members. Further answer But if your contract of employment says it's necessary then the employer can. What does your contract …say? (MORE)
Work injuries are evaluated under the Worker's Compensation system. If the injuries are proven, the employer pays a percentage of disability. Therefore, it is not the usual wage, but is a percentage.
If it is a communicable disease problem, yes. but it is also the employer's responsibility to have a potential employee screened for health problems that may affect co-workers. There have been legal fights over this and , for the most part, the plaintiff employees have lost. If the employee has a he…alth problem he or she is obligated to report that there is a problem, but not the name of the disease or even some symptoms. This is all part of our nation's health and safety regulations. No one has the right to spread a disease. (MORE)
If you contract of employment specifies this, yes. However apartfrom this, if a problem has arisen at work that requires the staffto rally round and help, it is you moral duty to do so.