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All of it is legal, although I agree that it's a little like requiring the whole class to stay after school when only one 8 year-old was misbehaving. Whether or not the company has given this manager the authority to implement such a policy or not, we would have no way of knowing. If you can...

Ah, gotcha. I have to admit I didn't read the whole long drawn out story. Well, I did, but I must have gotten confused. :(

You can file for unemployment, but you have no case against the employer. The employer is legally entitled to fire you based on this incident, even if they are totally wrong in their assumption that you took the money. You MAY have a case against the person who lied about your taking the...

Nobody is going to read all that. However, just looking at the first couple of sentences of #5, that is not unusual in an IC arrangement. You are producing work FOR the company, for which the company is paying you. If you want a full answer, I suggest you take the entire contract to an...

He got the right information. Can you show me a law that proves me wrong? OP, I ask again, are you on FMLA?

What mightymoose said. Can you cite the law? And the questions he asked are critical.

No and No.

Generally speaking, you can hire whomever you want to. However, if they are working in the US, you have ALL kinds of laws to comply with and they are way too broad to cover here.

I have managed payroll operations for over 20 years and I am also an employee. I am not speaking out of my hat, here. Are you telling me that you didn't see on the paystub that there used to be an insurance deduction and then there wasn't? It sounds like you were just looking at net pay and...

I'm not buying "unbeknownst to me". Deductions are deductions and earnings are earnings. They are shown separately on the pay stub and if you had looked at your pay stub there is no reason not to see the error. Your attorney is right. You authorized the deductions. The fact that the...

mcarson, your opinion. Get off my back.

Thanks. I've just spent decades in the compliance area. And I have some common sense. :)

Good result. Congrats and glad I could help.

I missed that, JHarris. Thanks for the compliment, but I'm not an attorney. I do agree, though, that unless you're in a small claims situation, ANYBODY being sued needs an attorney, no matter how smart and prepared they are. If for nothing else that working through the court procedural stuff.

Contact the federal Dept. of Labor, which has regulatory authority over ERISA benefits, for your next step.

Forum-hopping is not going to get you any more correct answers than you've already received.

I have to ask the question that is the elephant in the room. WHY??????????? You can bet the company is going to have lawyers. Why would you go into battle with a VW when your opponent has a tank? If you have a probable winnable case for a decent amount, you should be able to find an...

Be patient. This is a holiday week and people are busy.

Not unless the reason for denial is based solely on a Title VII-protected characteristic, such as gender, religion, national origin, etc. Different departments/jobs often have different peak periods. Certainly a legal reason for employees to be treated differently.

Yes, that would be legal in every state.