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Are you talking medical insurance? Or other benefits? If medical, and this is a group plan, there must be an SPD (Summary Plan Description) that sets out the rules as to eligibility and covering those not eligible (and not offering the coverage to those who are) would be a violation of ERISA...

You're welcome. The responder community in employment law on these and similar boards is rather insular. :D

Relative to the hiring of the intern, the fact that s/he was of a different race does not automatically mean she was hired full-time and you were terminated because of your race. For the other situations you mentioned in your post, however, you're certainly free to file a complaint with...

I just replied on the other forum on which you asked this question.

You got the legal information. It was not illegal. You were the one who was telling us how this "affected" you; what did you expect?

OP, you are the one who obviously doesn't understand the "real world". And if one rude interviewer has affected you to this extent, you are the one who needs professional help. You have received the correct legal information. Move on.

Oh, please, how petty can she be? Does your supervisor know about her actions? Next time, go to your supervisor and let him/her handle the 5 year-old.

HUH????????? :confused: I have no idea what this thread is about.

Too funny. :D:D

Agree with prior responders. Although favoritism can be described as discrimination, it is not illegal discrimination. We discriminate all the time, for example, I prefer pizza over burgers. :)

http://www.dol.gov/compliance/laws/comp-flsa.htm

There is no such thing, legally, as "unfair termination". Lots of things are unfair. It's over a year ago, IMHO, my suggestion is move on. The media isn't going to care.

First of all, Santa has nothing to do with God. You refused a direct instruction that was not inherently unsafe; many people are afraid of getting sick. You may or may not get UI benefits. You have nothing to sue for.

Some does, yeah. Not the CBA as much as that, in combination with a government employer.

Ah, now we have an issue. Generally speaking, there are exceptions in the FLSA for employees of a government agency who perform protective services, such as firefighters, police officers, EMTs, etc. I honestly don't know if California accepts these exceptions (with or without AWS). You...

Is this an approved-by-the-state AWS?

1. http://mlis.state.md.us/asp/web_statutes.asp?gle&3-502 2. http://www.dllr.state.md.us/labor/wagepay/wpremedies.htm 3. Liable for what? 4. County Health Agency and/or http://www.dllr.state.md.us/labor/jobsafety.shtml

The FMLA leave cannot be counted against the employee. But the additional leave over and above that may be counted.

You would likely not be eligibile for unemployment benefits if you QUIT the job because of the reduced hours. However, you should be eligible for partiial benefits due to the reduction in hours. http://www.edd.ca.gov/pdf_pub_ctr/de1275a.pdf

12 weeks of FMLA is all that FMLA is. If you actually took 20 weeks off, those additional 8 weeks could very well have been what brought your scores down. Even so, this happened over a year ago?