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Something doesn't sound right. When you say "liability insurance", are you talking about Worker's Compensation? Are you an employee or an independent contractor? Are taxes deducted from your checks?

A union, or civil service requirement, would be the only thing that would require any type of interviewing.

You'll have to wait for the next hearing. Your argument will be that you were never warned that what you were doing was against company policy, that you were available to perform any work that you were assigned, and you were not notified that your job was in jeopardy.

No, you can't sue him. He did nothing illegal. Telling your boss you are taking a day off to go look for another job was not wise. However, not officially "firing" you does not mean you can't file for unemployment. How long has it been since you had any hours?

I am not your "sweetheart" (thank goodness).

Did they know about this condition prior to you saying something about new medications? Even if the ADA does apply (and I'm not saying whether I think it does or not), substandard performance does not need to be accepted.

The employer doesn't approve or deny benefits. The state does that. The employer has the right to protest your claim, just as you have the right to appeal if the decision goes against you. Have, in fact, you received a denial letter? If so, exactly what did it say. Do not talk to...

If you think you can get another job "easily", you obviously haven't been reading the newspapers or listened to the news in the past two years.

What do you mean by "sealed"? Do you have case for what?

The company does not have to give you a reason for terminating your employment. It would only be illegal if you were terminated SOLELY because of Title VII-protected characteristic, such as your race, gender, religion, etc., OR because you availed yourself of a legal right, such as filed a Work...

As an HR professional, you should have known to confirm this with the owners before you took the time off. Having said that, the federal DOL stated in an opinion letter many years ago, that salaried exempt employees may not have their salary deducted at termination for overtaken vacation...

Wage and hour law does not provide for fees and penalties on your late payments. However, see here: http://www.iowaworkforce.org/labor/wage.htm

Seems to me that the only clause that is no longer valid is the one regarding wages. But only an attorney in your state who has read the contract is its entirety can tell you whether the employer is in breach of it, and is the best person to advise you what your next step should be. BTW...

Has he transferred permanently to Pennsylvania and has he established residence here? The answer is critical.

Agree with the other responders. As a cat and dog lover, I hope you adopt this sweetie regardless. She'll appreciate your home.

They don't have to. What does he think they will say if contacted for a reference?

It could only be illegal if the document contained your entire SSN. Maybe. However, you must be paid for all time worked. If there is a punch missing, the manager/supervisor should be fixing that. They can't just not pay you.

Probably not. Has the company contacted you or did you sign a confidentiality agreement?

Texas is a "follow your policy" state when it comes to payment of accrued vacation at termination. What is the company policy or what have they done in the past? The words used are irrelevant when it comes to UI benefits. Has he filed yet?

No, it doesn't, but I'm confused. Are you saying you worked AFTER the date you stated would be your last day? If so, why did you even go in? If not, please clarify.