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OP, please do not take this the wrong way. If you believe you have a discrimination claim, you may need to enlist someone to assist you write a clear and concise paragraph outlining how management allegedly discriminated against you. Your post is barely readable. No one can offer you an...

OP, prior to your “deleting” the post, did any of your coworkers at this jobsite and/or with the temporary agency post any comments in response to the post on your Facebook page?

First, if the OP was an employee at-will, his private sector employer could lawfully fire him for trace amounts of alcohol in his system. I do not think there is a statute or a precedent anywhere in the United States which forecloses a private sector employer from discharging an at-will...

First, what is “AFW”? Second, as the above responder indicated, if you are covered by a union contract, your local apparently should file or should have filed a grievance on your behalf. Unless you have a position which reasonably requires a complete absence of alcohol from an employee’s...

Are you saying your lawyer wants to recover 33% of the financial recovery plus $85/hour he spent working on your case? Are his or her hourly fees being paid from a related attorney’s fees award? I agree with the above responder. You need to discuss the parameters of your retainer agreement...

Based on your post, it appears that you (and/or your attorney) convinced the judge to agree to the equivalent of “probation before judgment” or “PBJ” in lieu of a conviction for stealing the calling card. You may want to re-check the law in Connection on Accelerated Rehabilitation, the apparent...

On the race discrimination issue, you appear to have an “apples and oranges” situation. You have observed or heard that black workers receive preferential treatment in some areas. Even if this contention is true, it does not necessarily support a race discrimination demotion claim on your...

I am glad you came back and cleared up any possible confusion. As discussed above, you should contact (1) EEOC or the state FEP and/or (2) plaintiff-side counsel ASAP. If your account of the underlying events is accurate, then it appears your employer engaged in unlawful disparate treatment...

While less than artfully worded, the OP’s post suggests he and his white colleagues worked as coworkers for the same establishment. The OP did not claim to be a “contractor.” However, even assuming arguendo he was a contractor, if his contract was terminated for a racial reason he would have...

Two points: First, you apparently underestimate the “David Duke” strain still alive and well throughout America, including America’s workplaces. These individuals fundamentally do not accept the concept of non-discrimination or civil rights as these principles have developed over the last 50...

The OP stated the following, ”I have the premises that I was terminated for being Hispanic, for failing 2 mystery phone shops w/i a 8 mth period for witch past practice was for the ADM/DM to give a heads up call to the stores who were going to receive them.” I interpreted this “sentence” along...

Cbg is correct. If, however, he continues to spew anti-Asian comments and/or anti-female comments in your presence, you should lodge a complaint with one of your employer’s managers. (If there is a protocol for reporting discrimination complaints, you should follow it.) ONLY if similarly...

What are “mystery phone shops”? Is it a “secret shopper” critique process? If your employer terminated you, a Hispanic employee, for failing the two mystery phone shops but retained similarly situated white employees who apparently had more significant performance issues, then you would...

OP, you stated the following: “The [gun carrying] employees have signed a form from the company stating they cannot have firearms at the workplace, yet they still have them, and shot them on company property. Going to the supervisor or owner is not an option, since Alabama is a free will of...

“This is because the company cited a specific policy violation for the termination of the employee. If the company cited no reason, there would probably be no case. Companies cannot simply ignore their own policies. They are in place for a reason.” I also sincerely wish you were correct...

“As long as you have the doctor's note now, you are fine. How about people who can not go to the work place to give the doctor's note until they recover? They can not terminate you because you did not give them the doctor note on time.” I wish Sunnymoon’s above assessment was correct...

I hope you are healed and otherwise restored. I also wish I could tell you how to successfully sue your employer for violating your rights. I unfortunately I probably cannot. If the hernia resulted from your activities at work, I do not perceive any reason why you should not explore pursuing...

Unfortunately, you do not appear to have accrued enough months with your last employer to qualify for protection under the FMLA. To be eligible, you must have worked for a company and/or a predecessor company (with 50 or more employees) for a year or more and worked at least 1,250 hours during...

How long did you work at the last job? Approximately, how many hours did you work during the twelve months preceding your thirty days leave of absence? What was the illness or injury which caused you to be off from work for 30 days? How many individuals worked for the company (within a 75...

WOW! You received eight separate e-mails during the course of the evaluation period (a year?) which complimented the quality of your work. In contrast, you received no correspondence or other communication criticizing the quality or the quantity of your work when you were able to make it to...