Unless the employee is protected by an Union Contract, yes, the employer can change employee compensation at will.
no
Yes, in certain situations. For example, 1) If you are no longer considered an "Eligible Employee" - (ie. you no longer work enough hours to be considered full-time); 2) If your employer discontinues the plan for all employee's. Note: Any involuntary loss of coverage may be a COBRA or HIPAA event.
Yes, the employer can dismiss the employee without notice at certain cercumstaces. This can be for theft.
No. Call your States Department of Insurance.
yes
No. Without the employee's consent, regardless of firewall, Intranet or Internet, this is an invasion of privacy.
No. By law no employer can force you to work at all, especially without payment.
No, it is not illegal. If it is a group plan (through an employer), the employee could submit the enrollment change without the spouse's signature. The employer or insurer would not question it, since he or she is still married to the person. The spouse would know that he or she had been dropped when a COBRA notice arrives, assuming the employer offers COBRA coverage.
If you mean can an employer compel an hourly employee to work without pay, then no, never. Hourly employees must be paid for all hours worked.
The communication between an employee and an employer regarding another coworker is very limited. Under the privacy acts, employers are not allowed to divulge personal information to any other employee regarding the coworker, without their consent.
Employee Lending Agreement(Download)___________________, referred to as PRIMARY EMPLOYER, and ___________________, referred to as TEMPORARY EMPLOYER, agree:PRIMARY EMPLOYER employs ______________ as systems analyst, referred to as EMPLOYEE, at a rate of $____(_______ &___/100 dollars) per ____. TEMPORARY EMPLOYER will employ EMPLOYEE from _____________ to _________________.During the period in which EMPLOYEE is lent, PRIMARY EMPLOYER shall continue to pay EMPLOYEE, and TEMPORARY EMPLOYER shall reimburse employer for the pay plus ___% percent for overhead and benefits. In addition, TEMPORARY EMPLOYER shall reimburse EMPLOYER for worker's compensation insurance on EMPLOYEE. In the event that state law or other regulation requires TEMPORARY EMPLOYER to provide worker's compensation the EMPLOYEE, said regulation shall control.Dated: __________________________________________Temporary Employer. Federal ID #:___________________Employer. Federal ID #:__________________Employee. Social Security #:Date:Employee Lending AgreementReview ListThis review list is provided to inform you about this document in question and assist you in its preparation. Employee lending has become a standard practice in many industries. It lets the Temporary Employer use Employees at will without having hiring, firing, and reporting requirements associated with it. This also keeps the temporary employees in a position as suppliers to the employer, who remains a customer.1. Make duplicate copies. Be sure to get the Federal ID and Social Security numbers so you are protected under this arrangement.