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What makes you think it could be?

Since you were here on a TN Visa you must be in Canada to apply for UI (if you are a Canadian whose temporary work permit in the US is no longer valid)is that you are supposed to be looking for work. If you are in the US, you cannot legally be loking for work, as you are not able to legally...

I really don't know what advice you are looking for, but Patricia gave you the only answer that is relevant, which is nothing illegal transpired and since your husband has already retired, there isn't anymore that we can suggest he could do or should have done, but you and he need to move on...

You can explore it I guess, but how are going to prove that this employer was criminally negligent? Besides, the decision will be up to your local DA whether any crimes have been committed and is it worth their time to prosecute.

You will recieve a notice of the bankruptcy sent by the court clerk that tells you where to file a proof of claim and the deadline for doing so. Act promptly since deadlines are strictly enforced in bankruptcy case. Attach a copy of any contracts or judgment concerning your claim, or a...

Nothing you have posted suggests that there was a hostile work environment. You left out the part in the section from Oklahoma you posted. The employee must be able to show that s/he is being subjected to either sexual harassment or illegal discrimination under the Oklahoma Human Rights or Title...

As long as the employer returned him to the same or like position and pay, then the employer didn't violate FMLA.

Unless you were eligable for FMLA, a doctor's note holds no weight in law. Do you know whether you qualified for FMLA or not?

Your assuption would be incorrect. First off, all states have diffrent worker's comp laws, so you need to tell us what state you are in. Secondly, in order for you or any other employee to be covered, an incident or accident rising out of and in the course of employment is what is considered for...

Please read my wall and comments on my forum points area from Green Hornet. I really don't appreciate the vulgar language toward me. This kind of behavior is really unacceptable.

Not in your widest dreams would you be entitled to or get a refund.

It is my understanding that Nevada state law prohibits employees from receiving both insurance benefits and full leave benefits at the same time. There isn't a provision that I am aware of that prohibits an employer from forcing the employee to utilize and exhaust their sick time and then be...

I am also leaning in favor of this being a violation as the employer must provide the employee with seven calendar days (unless not practicable under the particular circumstances despite the employee's diligent good faith efforts) to cure any such deficiency. If the deficiencies specified by...

It's not that simple. In the case you cite, Merriweather's mother acted as her daughter's agent in confronting Wilkins about the sexual harassment of her daughter. In retaliating against Merriweather for her mother's inter- vention, Wilkins was retaliating against the principal, her...

Obvious? No it isn't. and Fed. R. Civ. P. 17(c) ? please! Since when did an employer become a court of law? When an incident rises to any sort of litigation then Fed. R. Civ. P. 17(c) can come into play and until that happens as I stated earlier Mommy or Daddy do not have a right to be...

They can terminate you becuase they don't the color of your shoes that day if they want. As I stated earlier, unless you are terminated because of a violation of law, then it is legal. You stated You made this statement, not me and the legal definition is - The perpetrator's frame of mind in...

The police certainly can arrest you for intent to steal. Nothing in your post remotely suggests a wrongful termination. Unless you were terminated for a violation of law, i.e. Title VII, ADA, public policy, etc..... it was legal.

Can you cite any statutes referencing that? The employer can question an employee without mommy or daddy present. It's the POLICE who are constrained on who and when they may question without parents and/or legal representation and that depends on the state.

You would have to be employed with that employer to be FMLA eligable.

The hearing officer won't subpoena records, that is up to the claimant or employer to do and if it isn't done priuor to the hearing, they won't be allowed. The hearing officer isn't going to allow testimony on whether there was disparate treatment or not, they only focus on what was the cuase...