Search results

So, DID you file for FMLA or the employer knew you were about to? And what reason did they give you for your termination?

Annual salary / months (prorated) that you actually worked, compared with annual salary / 12 * salary you've already been paid = amount due. What does the employer say when you ask them this question?

Oh, I know. I have a colleague who was out with vertigo (including the diagnosis time) for several weeks, and just went back to work part-time a couple of weeks ago.

What part of "It. Doesn't. Matter." is not getting through? I give up.

No guarantees, but sounds like a "serious health condition" that would qualify for FMLA to me. My understanding is that serious health condition includes the process of diagnosis as well.

http://www.legis.state.la.us/lss/lss.asp?doc=83945

How long have you worked there and how many employees are there at your job site or within a 75-mile radius?

I don't care HOW "ridiculous" it is or you think it is. Your termination did NOT violate any law.

I tell YOU what. Go find an attorney if you think some law has been violated. I'm sure you will find somebody who will take your thousands of dollars then have the case thrown out as frivolous.

Classroom training that is mandatory or job-related IS work time, no matter where it is, so yes, you WERE working. You don't have to be "in uniform". Prohibiting alcohol use during lunch breaks is legal. "Punching in" and "punching out" is irrelevant.

This forum is for U.S. Law only. I can pretty much guarantee you that we have no responders here that know anything about South African employment law.

By "too small", you mean less than 50 employees at your job site or within a 75-mile radius of your job site? If so, then your company is not a "covered employer" under the FMLA, which is the only law that would possibly protect your job.

Company policies are not law. You could have been fired for wearing green socks. Unless a union contract is involved, and this is a violation of the contract provisions, you have no legal recourse.

The employer does not have to provide a copy of the policy as such, but they do have to notify the employee in some way if vacation will NOT be paid at termination and the conditions under which that is applicable. That's (b)(2) in the link I gave you.

Patricia doesn't know the latest either *sigh* but this still might be applicable. http://mlis.state.md.us/asp/web_statutes.asp?gle&3-505 How about Elle?

There ARE no such laws. You were provisionally rehired; you never completed the required documents and never actually performed any services. Therefore, you were not fired. Whether or not turning down other offers based on this conversation resulted in damages for which a detrimental reliance...

You really need to discuss your chances with an attorney to whom you would share every detail. Once you get the right to sue letter (and they issue them for nearly everything) you have only 90 days to bring the suit.

Thanks. Sometimes it's hard to tell the difference. :cussing:

Because all the first amendment says is that Congress cannot blah, blah, blah. Here is the amendment in its entirety.

The OP asked for advice on the unemployment hearing, not for advice on a wrongful termination suit, two completely separate things. OP, if you have any witnesses to this conversation where the "hollering" is alleged who will testify that you did not "holler" bring them with you. You may have...