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The best thing I can think of that is the least bit of a hassle is to contact the unemployment office and see if you can file a claim for backdating to the time you quit your job with a bona fide offer from the firm in Washington, to the time you were laid off and up to the time you were able to...

If the behavior has stopped, then I would consider the matter resolved. Off the cuff remarks may be distasteful and possibly offensive, but as long as the company has addressed the issue and they have stopped, it would be difficult to prove a matter such as hostile work environment or...

The employer at "job a" can legally terminate you if they wish in this situation. They do not have to work around your schedule and availability in ANY situation, not just this one.

An employee can do this, however, your benefit rate may be reduced from what it normally was since you will technically still be considered in the workforce. Best solution is to discuss this with the HR representative.

They most certainly can fire you for this, or any other reason they want. Keep any records you have from this incident so that you can submit them as exhibits during an unemployment claim.

An unemployment Service Center will look for the primary reason she was terminated, not things that "pop up" afterward unless they are so egregious that they violate someother form of criminal code. As for the email, any Referee would probably admit it into the record, but not use it to weigh...

you can also contact your local branch of the ACLU to see what they have to say about the situation. If you feel that your civil rights have been neglected, then they can investigate it for you.

Best thing to do in this situation is to contact your state's Labor Law Compliance office within the Department of Labor & Industry and let them handle it from here on out. Since you severed the employer-employee relationship, you are under no further obligations to them and should let either...

Sounds like they decided to go the route of laying you off for lack of work or some other reason they will attest to. Nothing illegal for what you have posted, although it would make me mad as well. Continue collecting unemployment and look for another job in the meantime. If that is the reason...

Basically, I would contact your Union rep to see if there is any possiblity to resolve this through them. However, it is doubtful. The employer has every right to dismiss you for basically anything depending on your state and it soounds like they wanted to for some reason or another. If you...

You may be able to contact OSHA and state what the problem is, but i don't believe that this would classify under their definition of unsafe working conditions. However, they would know. Best bet is to have her try and explain it to someone in HR.

Decided to do more research into Title VII to get a better understanding of it. You were right and I concede the point. I was WAY off. HardWorker, please disregard my comments pertaining to this. It will not help you in this situation.

Either way, the claimant must bring all pertinent docuementation for whatever defense with them to the hearing or else it will be inadmissable in further appeals. See if there is a way to get them if you are going that route. What the employer will probably say is that the reason for the rule...

That's one of the things employers can do. No matter how often you've stayed late for them, or came in on your day off for them, it sometimes doesn't matter in their eyes. Running in, punching in the time card and then going outside can be seen as stealing time and the employer has the right to...

cbg, I know what the law says under Title VII to constitute a hostile work environment and am explaining that an employer needs to know aspects of the primary complaint in order to rectify the problem BEFORE it falls under this category. While Title VII clearly states what it is, its...

I understand that the anti-discrimination statutes are not a general civility code. Thus, federal law does not prohibit simple teasing, offhand comments, or isolated incidents that are not extremely serious. Rather, the conduct must be so offensive as to alter the conditions of the individual’s...

Hmmm...mlane is correct about the hostile work enviornment, but not about only being about sexual harrassment or discrimination. Since your other managers are aware of it and have been unwilling to do anything about it, you do have cause to state that the environment has become hostile. However...

Here is an excerpt from another site, ExpertLaw.com, that illustrates this: While people who are targeted by lies may well be angry enough to file a lawsuit, there are some very good reasons why actions for defamation may not be a good idea. The publicity that results from a defamation...

You can ALWAYS file a slander suit against this person, however, it may be difficult and not worth your time as they were acting as a representative of the company and not as an individual. The best remedy would be to contact someone above him and explain the situation and ask for an apology of...

This is a sticky situation indeed since you and her both have a son together and she has visitation rights. Let her know that the contact she has been giving your household is going a little overboard and see if she is willing to abate some. If not, you have a choice. Either deal with it for the...