Search results

Be patient. And don't open another thread. I will respond on your other thread.

No, that was almost certainly not legal. Did you get a 1099-MISC form? Or did this all occur in 2009?

If you aren't even getting calls for interviews, it's most likely that your resume is not making the first cut. Prospective employers don't call for references, do background checks, etc., for applicants they aren't considering. OTOH, if you live in a small community and you are applying with...

Anybody can sue anybody if they can find an attorney dumb enough to take the case. You had no personal liability. A cease-and-desist letter might work regarding the emails to you current employer. Or not. Has your current employer discussed these emails and the situation that occurred with you?

Even if and even if.

Let's say you make $8.00/hr and work 40 hours regular and 1 hour overtime in the workweek. That's $332.00. Minimum wage would be $290 straight-time and overtime is still $12. That's $302. So, the deduction could be only $30. Does that help? ;)

1. How were you "harrassed" by the supervisor when you returned to work? 2. If you cannot "do your job in its entirety", the employer is not required to allow you to return to work. If you had such restrictions, you should have continued to receive TTD payments. Did the TTD payments stop...

You never worked for them, so don't even put it on your resume.

Illegal, no. Regarding your resume, did you ever actually work at this job? (Your post was WAY too long and honestly, I don't have time to search for that answer.) Regarding UI, do you have a hearing scheduled? I would just state the facts. "I was told the position was XX, in which I...

Her supervisor certainly is allowed to ask her to schedule her appointments at more convenient times. This kind of habitual "out on Thursdays/Fridays" can indicate a possible abuse of sick leave and good supervisors will monitor that. If you are not her supervisor, you need to stay out of it.

Bottom line, if the customer were to sue, he would sue the dealership, because they're the ones with the deep pockets. Obviously, the employer is not reporting these incidents to their insurance company because either they don't have the requisite insurance or they don't want their rates to go...

Employees do not issue invoices to their employers. Employers do not issue invoices to their employees. If you are being audited, you need a tax attorney, or at least a good tax accountant or Enrolled Agent to assist you. Especially since this is from 1998 and the employer isn't required to...

Progressive discipline steps are not required by law. Disciplinary write-ups are not addressed by law. Refusing to sign a write-up could be considered insubordination. Signing it does not mean you agree with the fairness of the write-up; it means you have been advised of the employer's stance...

Well, even if you had extended the leave after the FMLA time was exhausted, it wouldn't be FMLA, merely a leave of absence with no job protection.

Do you not have a work comp attorney? You needed one months ago.

For any period in which you did not manage at least two FTE employees, you did not meet the duties test for the Executive classification of exempt status. Of course, the minimum salary floor for exempt salaried employees has been $455 since August of 2004, so if you were paid $400/week after...

I'm sorry for your loss. I'm not sure what "mess" you're trying to clear up. IRS audit? What does the fact that neither you nor your son worked for this company have to do with anything?

OK, let me try to separate the issues. First of all, what is your job? For what type of business (not the name of it). I'm assuming you believe you are nonexempt, since you mentioned overtime pay. What type of "policy changes" would result in your commission/bonus calculation changing...

No. You hit your boss. How could you possibly think that wouldn't get you fired? :o

The only thing that could be looked at now is the life insurance. If it was a group term policy, such coverage almost always ends with the separation from employment of the employee, unless there was a conversion option and it was taken within the required time frame. If he missed at least 12...