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Don't expect a quick answer. Also, you might want to look into the exact definitions of "earned" PTO as opposed to "accrued" PTO under employment law. They do not favor your definitions. I have worked with PTO and payout requirements in roughly half the states. In exactly ONE, and that one was...

"Earned" PTO does not translate to, "payable on termination". Does the policy expressly say, "Earned but unused vacation/PTO will be paid at termination"? If it does not, follow-your-policy states have not required payout of "earned" PTO in any state with which I am familiar. I have no direct...

Oklahoma is a follow-your-policy state. If the employer has a policy of paying out PTO they must follow that policy, but if they do not have such a policy they need not. There are a number of exceptions where WARN need not be followed and if the company is looking at bankruptcy this may be one...

I'm not seeing where the complex has any liability.

From what you say I would be willing to put money on the fact that they are currently in the process of renewing their contract with the insurance company. They are not lying to you; they have every expectation that when the dust settles they will be in network again, likely with no break. They...

Just as an FYI, there are no circumstances whatsoever under which an employer is required to fire someone. What's more, the term, Hostile Work Environment, has a very specific meaning under the law and what you have described does not meet the definition. It's possible that if you were more...

Requesting a discount does not guarantee getting a discount.

And are you looking to hire Wilmer Hale or a small, 2-attorney firm in Southie?

No. He was not acting on behalf of his employer; his actions were not sanctioned by them. They did not "allow" him to contact her. He acted on his own.

It may or may not be petty. Your ex may or may not be correct. But is this really the hill you want to die on?

I trust you mean without HER consent?

In a well publicized and very embarrassing situation a few years ago, the university I work for discovered that our life insurance benefit had been taxed wrongly and many employees were due a tax refund for several years. We (not me, but my office) were working hand in glove with the IRS who...

as was I. John, for sure. Donnie - ewww. No relation.

And I am directly descended from him. :D

That's quite true, Judge. However, that doesn't change the fact that a complaint to the DOL is the proper recourse for the OP's complaint. Since under the law, he's not entitled to be paid for time he doesn't work, including holidays, the only way the employer is going to be forced to pay him...

If you believe FMLA has been violated, your recourse is to make a complaint to the US DOL.

To be eligible for FMLA, all of the following must be true: 1.) You must have worked for this employer for no less than 12 months 2.) The employer must have a minimum of 50 employees within a 75 mile radius of your location 3.) In the 12 months immediate preceding your leave, you must have...

In truth, yes it is. But if they don't, it's better for you to be pro-active than to do nothing. As I understand it, they did provide you with the leave; you just want to be paid for the holidays?

I'm still looking for the part where you had FMLA forms filled out by the doctor and submitted to HR. I explained to the company that since my wife had a stroke, there would be times that i would need to tasks off and care for her… doctors visits etcetera. doesn't cut it. They are entitled to...

You're not going to get emotional damage or retaliation. You might get unpaid wages. But I suspect you may have waited too long to interest any attorney.