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who are you suggesting put the camera in the cubicle? that employee? someone else? who is "some of us" and why were you in the coworkers cubicle? In the end, you need to let HR do what they will do and stay out of it.

honestly I personally agree with you but that is not one of my states. I do know many states are looking at company's and checking IC status. Some of the things that help prove you are an IC is that you have more than one client, that you have your own business insurance, that you advertise and...

at what point in those years were those hours worked? Generally there are statute of limitations on wage claims and they might have passed. as to your other claim, can't help there.

The HRM that I replaced seem to have deleted many many files (Or never created them) in her last two weeks. Or she had a very strange filing system....in almost 2 years we've never found them.....

i dont' disagree and we allow our employees to work out their notice....Sometimes I wish we could accept it and pay them the time and let them go, but our grants/contracts (nonprofit) don't allow to pay if they aren't physically "working". In the end, our employees give notice but do next to...

Many many employers dismiss early due to fears of sabotage, stealing client lists, etc. And honestly most employees once they know they are leaving drop majorly in any real performance. And can cause drama and unneeded talk at work. Sometimes it's just better for them to be gone.

you don't need "good cause" to resign....your state is not mine, but often there is a 7 day waiting period in most states and then some states allow the employer to accept the resignation early and as long as it is reasonable (within the 2 week timeframe), it is still seen as a resignation.

agree that they are just limiting how you make that payment, not limiting the payment itself. Heck, you can probably send 2 separate checks in 2 separate payments for $5k and also be fine.

If you can tie the issue back to your cancer, and it's not related to work generally, I doubt it is a compensable claim. You can try, but expect to be denied.

at this point what HR has is two employees/coworkers who don't like each other and don't get along. It's causing conflicts and drama and honestly needs to stop on both sides. That said unless you have a valid complaint (i.e. the reason this coworker hates you is legally protected) any more...

cbg's question though is a good one. ACA (health insurance mandate for FT employees) has some eligibility/measurement/lookback periods. I suggest OP ask HR what the employer has . defined those as. And make sure HR has OP's eligibility properly coded .... In the end the employer can have...

You never should have offered or used the manager's login to correct ANY of the time clock in/outs once you came back to a different job. If he wanted to assign that duty to you, he should have given you that access under your own login like before. That was red flag #1. You and your manager...

I also agree that he should be classified as an employee.

These two statements are contradictory - (1) you had asked to be left alone but (2) you expected them to at least check in...

yes, I've seen it happen but as HR, and with internal legal counsel, we've always sent back a letter asking for specific requests on information they are looking for. Sometimes it's paystubs and timesheets. Sometimes they are looking for other things. And sometimes they never respond. I've...

Totally agree that stuck out to me too...to many people think that getting unemployment = some wrongful actions on the employer's part or NO wrongful actions on the employee's part!

Not really a legal answer but more of an HR professional answer... there is no reason a job application should ask for a SSN. The propective employer will only need this to do a background check once an interview has happened and around job offer time and then at actual hire. So I do not...

your wife should, in writing, ask for a copy of the SPD (summary plan description FREE) and a copy of the plan document (but she might be charged for this). Either should have the eligibility features in it. She may or may not yet be eligible. Some plans have a waiting period and then specific...

had you missed other timeoff due to a serious medical condition of yourself or someone else in your family? Usually FMLA is for 12 weeks, not 2 months. You say your FMLA was exhausted, which means that you probably used all 12 weeks in the last year. You then say you never requested...

where are your children currently?