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Had to do with whether or not the job was protected under FMLA/CFRA, since such leave carries pretty strict job restoration rules.

If I can remember which site it was.

If the employer chooses to allow additional absences to be discounted they may, but once the 12 weeks allowed for the year is exhausted, it's exhausted and that's it under the law. Any forebearance given after 9/21/09 is strictly up to the employer and your job is NOT legally protected.

Yes. Care to share some details?

How do you go about doing which? What "other questions"? If you have not been paid for all hours worked, file the claim with the DLSE. http://www.dir.ca.gov/dlse/HowToFileWageClaim.htm http://www.courtinfo.ca.gov/selfhelp/smallclaims/scbasics.htm BTW, it took me about 5 seconds to...

No. The law is silent on disciplinary issues, fair or not.

Besides, the BBB handles consumer complaints, not employment-related ones. File for unemployment benefits immediately.

I've responded on the other forum on which you posted your question.

It's not the handbook as such, but the fact that the laws requires the employer set a schedule and stick to it. A statement of earnings and deductions is required for ANY payment, including cash. For both the above issues, you can file complaints with the Division of Labor Standards...

There is no shame is receiving unemployment benefits, why would you think there was? Unemployment is not a needs-based system. There are rules that need to be followed. What I think the $2,000 they "found" are the wages reported by your ex-employer in the base period which, if you filed the...

Not much. You did wait too long. WAY too long. Why you didn't apply immediately is beyond me.

You'd be wasting your time and money suing outside the union contract, because there is no LAW that was violated related to your termination. A wrongful termination under the law means that a specific law was violated in your firing. Google "wrongful termination". It does not mean you were...

If he's paid hourly doing that type of work, he's nonexempt.

Let's address the pay issue first. Your husband is nonexempt? Paid on an hourly basis? What type of business (not its name)?

Oh, homework. If I'd known this was homework, I wouldn't have replied. I don't do other people's homework.

Probably not, although the statute of limitations for a wage and hour claim has passed for any work performed before November 2006, and that is the outside time frame; could be less.

And though I agree completely with cbg's response, where IS the uniform?

Even if your absences related to your pregnancy were covered under FMLA (did you submit the doctor's certification to the employer-I'm still not clear on that), being on FMLA does not protect you from all job actions. A "restructuring" resulting in only one employee being let go does is not...

Or it is their honestly held opinion. And it isn't necessarily true that "no company in their right mind will give a negative reference". In fact, there are cases where an ex-employer refused to give information regarding such things as suspected child abuse by an employee, the individual...

Can't hurt, but I wouldn't mention it unless the ALJ does. Believe me, if the state has tried to get a hold of the employer more than once and hasn't had the calls returned, the ALJ will know about that without you saying anything.