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Just because it is in the handbook with specific provisions doesn't mean this was an illegal termination. "In the course and scope of employment" is basically anything relative to your employment, even if you are off the clock when you say it. Expect anything you say on the internet to be...

The law doesn't say anything; it is silent. Agree with Cyjeff. If your management wants to put up with this childish behavior, there is no law that is going to force them to change.

What I'm saying is that it is unlikely in the extreme that your job was the SOLE cause of your anxiety attacks. You can bet that if you file a WC claim for this incident, the carrier will look into every aspect of your medical history back as far as they can get. FMLA is job-protected leave...

It's going to be an uphill battle to get this approved as a WC claim. Just because something happens at work doesn't mean it was totally caused by work. I've had employees with anxiety syndrome, and I've even had a heart attack myself and it happened AT work. However, these problems don't...

Don't know who told you that, but misdemeanors can be considered, not just felonies.

A drug charge and conviction can certainly be reasonsable grounds for dismissal or refusing to hire in a number of fields; ditto with the driving problems. For example, if you were applying for a position in the medical field, it would be logical to exclude you because of your drug charge; if...

Whether or not you can get the conviction expunged will depend on your state laws; you'd have to see a local attorney. In the meantime, have you looked into work with temporary staffing agencies? They are sometimes a little more lenient.

OP, it doesn't make any difference. No one here knows the laws where you are.

The great majority of discrimination is legal and this is one of those cases. For example, the employer could fire you because you wear green socks. That is discrimination. However, since wearing green socks is not a protected characteristic under the law, it would not be illegal...

It may or may not have been unfair, but your current position (whatever it is) is not a legally protected characteristic. So if they will only consider employees currently in X position, they can legally do that. Maybe your new supervisor just didn't know any better. It may also be...

No need to shout. Bottom line, you negotiated the check, yes, they can come after you. YOU can go after the issuer of the check (your employer). What does your employer say about this situation?

OK, I agree that if you have a liability of zero and you had $2K, withheld, you would only get $2K back. mea culpa. However, that does not change the fact that the law doesn't require mileage reimbursement AT ALL in your state. So, your statement doesn't have any legal legs. Anything...

If you've had more withheld than your liability, you get a refund in whatever amount. If, after itemized deductions, your liability is $1K and you've had $2K withheld, you get $1K back. I suggest you see an experienced tax preparer who can advise you on the best method of calculating the...

Jokingly? No. You do NOT touch another employee's private parts, EVER; it's just common sense. Doesn't matter that the touched employee didn't file a complaint. Someone else saw it. I don't even see this being unfair. I'm not a huge fan of this company, mind you, but in this case, I think...

Your employer does not have to pay mileage under your state's wage and hour laws (the only two states which have such laws are California and Massachusetts). If you have enough itemized deductions to result in a refund, I don't know any reason you couldn't get one. Who told you you couldn't?

I would recommend taking it to a local attorney versed in employment/contract law who can review it in detail and advise you. The devil is in the details (and specific to state law) with "contracts".

Maybe. Does the bonus plan have a provision for offsets at that company's discretion? Is there an employment contract detailing the provisions of bonus eligibility.

Not true, you can get a refund. I assume you are a nonexempt employee?

I'm not sure yet there is a violation of anything. Did you ask for a copy of the SPD for the medical insurance as I suggested? Sick and vacation benefits are not regulated by ERISA, therefore the employer can pick and choose which employees get what; in other words, even if there is...

Poor management skills, but not illegal.