Depends if the gathering was non-business related. If the gathering had any thing to do with business/work then yes they can take action. But if it is purley soical and not realted to work in any way, then there should be nothing that they can do. She how ever can file a sexual harassment charge with the police.
Yes, and it is a good way to show coworkers that improper behavior will not be tolerated.
No. However, if there is some allegation of abuse or harassment, the other employee can seek a restraining order against you. However, the employer can make your employment contingent on complying with this instruction. If, for example, the company believes that this former employee is seeking secret information or attempting to lure away current employees, they may well be justified in making this a condition of employment.
Yes. Any person committing acts of sexual harassment or allowing them to continue or retaliating against a person who made a harassment complaint may be held personally liable. The company is not always the one that is responsible. In many cases a person who sexually harasses another is held liable while the company is not if the company can prove it acted promptly and appropriately to stop the harassment once the situation became known.
Harassment? If your employer if asking when you can go back to work, that's not really harassment. If your employer wants to see proof that you are out due to medical reasons, that's not harassment.
Yes, an employer can be guilty.
Providing a workplace free from harassment is one of the basic responsibilities of an employer.
If an employer asks an employee if that employer can count on him or her, the answer should be yes. An employee must be reliable in order to benefit the employer.
The employee's criticism of the employer
Yes, generally an employer can require an employee to work overtime. Employers have the power to dictate the employee's work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime.This depends on what state you live in. Each state regulates their own labor law under the large umbrella of federal labor laws. Federally, an employer can force an employee to work whatever hours they are needed as long as the employee is over 18.
If the employee built the item under the direction of the employer, using the employer's plans or specifications, the employer will be responsible. If the employee did not follow the directions of the employer, particularly if it strayed from the standards of a normal build, then the employee could be held responsible.
There are various elements in determining employer-employee relationship. The main elements can be found in the recruitment and engagement of the employee by the employer.
An employer should not charge a 1099 employee for workman's comp. If you get a 1099 you are not in an employer, employee relationship You are an independent contractor.