Search results

...unless you are a public, government, employee http://www.canmybossdothat.com/category.php?id=281&state=TX

typical hr blabber for we will do what we want to do and you can't do anything about it

http://www.workplacebullying.org/ http://www.examiner.com/x-19539-Seattle-Workplace-Bullying-Examiner~y2009m9d2-Bullying-and-job-status-survey a lot of what i have read here may not only fall into employment law, but most events i have read may also fall inot the category of workplace...

http://www.twc.state.tx.us/customers/jsemp/jsempsub7.html

http://www.eeoc.gov/policy/docs/psych.html

http://www.eeoc.gov/policy/docs/902cm.html

agreed, ada and fmla are seperate, however, if poster notified employer, while employed, of the work related ptsd and need for treatment and was not given the fmla at that time, would it not suffice that that action may constitute ada disability discrimination as ptsd is or at least can be, a...

i am in a similar situation, i am in ca. i was out on fmla/cfra and my employer uses a 3rd party entity to administer their fmla/cfra/std. their 3rd party entity 'approved' intermittent fmla/crfa for the same serious illness that that they 'denied' continuous fmla/cfra time for. this was for 30...

fmla does not automatically bring in an ada concern, but could. my understanding from the op was that when they notified the employer that they needed therapy for the workers comp claim, that his information should have triggered the employer to another health condistion that may fall under the...

now that is slimy

if the employee gave notice of a health condition while still employed and the employer failed to offer fmla while the employee was still employed, regardless of workers comp status, then the employer violated federal fmla law. the employee was discharged after notifiying the employer of a...

thanks for the correction you are correct:yes:

http://www.dol.gov/esa/whd/fmla/finalrule/NonMilitaryFAQs.pdf

it is your employer's responsibility to notify you within 2 days if your time is fmla. if you gave them notice that you have a condition that would fall under fmla and they dismissed you, then contact your local office of the us department of labor as your employer violated your fmla rights. in...

i was diagnosed with ptsd due to workplace harrassment, constructive discharge, etc. i am in ca and i was 'discharged' while out on fmla/disability. http://www.dol.gov/esa/whd/fmla/finalrule.htm i also have a workers comp case and just completed my qme exam in which the qme agrees with 'abuse'...

if an employer knows how to manage a company properly, then they will be able to manage their workforce properly and maintain compliance with state and federal employment laws. doesn't matter how loud they scream about it..

if an employer knows how to manage a company properly, then they will be able to manage their workforce properly and maintain compliance with state and federal employment laws. doesn't matter how loud they scream about it..

employers cannot take any negative employment action against an employee for taking fmla nor can they interfere with an employee's right to take leave. yes, you have a case if you have enough documentation to prove your employer's retaliation.

probably, retaliation for taking leave....check with your state labor board.

i disagree, managment is usually in the position to protect the company, yes, we know this. but the company does not exist withuot a healthy workforce and employers have to comply with state and fed law in order to protect the company. as management, that is your job, is to protect the company...