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Did she lie? Did she provide falsified information to your employer? Remember that she did not fire you. Do you know for a fact that her intention was to get you fired? (Can you prove it?) Or did she simply report the matter to your employer? Your employer fired you. If they failed or decided...

Sounds right.

Well she needs a vehicle and its' being offered "free". Not many people worry about the potential consequences.

What were you told was the reason you were fired?

Not enough information.

Sure, but if she wrecks the car then she and the owner are going to be fighting over who fixes it. Or it doesn't get fixed, then it gets repo'd, then the owner owes the bank even more... messy, messy.

Even if the mother shows evidence of current insurance, she won't know if it gets cancelled. Not sure if daughter can get insurance on a vehicle she doesn't own. It's just a mess and not worth taking chances.

In my opinion it's never a good idea to take possession of and drive a vehicle that is in someone else's name. For many reasons, but one is that daughter will have no way of knowing if the lady maintains insurance, and if she does, will daughter be covered? Daughter should say no thanks.

Parking spots do not belong to anyone. You cannot reserve a parking spot. If you decide to fight over a parking spot with a "complete idiot" then this is what happens or worse. Some complete idiots will shoot you over a parking spot. Report it to your insurance company. If they think the other...

It's not about you it's about the children having their time with the other parent. If for example he has the kid's every other weekend, are you willing to do the driving necessary to make that happen, and is that even possible during the school year.

"I can not send the second one back yet because I need it to be able to drive the car." That's a little confusing if it's defective.

It's a bit out there and probably not great for morale, but not illegal.

I don't think it's automatic that they will take the new baby, but it's very likely. It's case by case depending on the circumstances.

No disability

All good questions and valid points. I think mgmt has already told her she can do it, so it's not up to me to say no, just trying to make sure we do it as "correctly" as we can. .

He has offered to make it right. You did not specify a time-frame for him to make it right. You can TRY to get reimbursed through small claims, but I don't see much chance for success. Then you still have to try and collect if you do obtain a judgement.

Oh yes I see the muddy waters churning. That's why I'm here asking for advice. My thought was that whatever time she turns in as time worked, would not be counted as FMLA time.

We have a sales rep who gets incoming sales leads to her phone. During her maternity leave she would like to continue receiving and responding to those leads and making appointments. She is normally paid by the hour plus bonus for appointments that lead to a sale. She has asked if she will still...

I would be very careful with someone who has a history of violence and apparently has a gun. Just sayin.

You would do well to read up on the Americans with Disabilities Act. If I were your employer I would question whether or not you need an entire day for physical therapy. If I were you I would not bring up the colleague who works a 4 day week. Her circumstances may be different.