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Thats enough! you are replying to another post that is over 9 months ols and all you are doing is trying berate a responder. I will be reporting you to Admin.

The burden of proof is with the employer to prove misconduct and if the blog was completely anonymous, the employer will have an difficult task of trying to convince the hearing officer that it was yours. Also if you don't have any other wirte-ups relating to your performance than again the...

Start your own thread, this one is over two years old.

WOW! what an attitude. Maybe thats your issue. First off, I never said, indicated, or even implied I was an attorney. I was never rude in my prely, I just didn't tell you what you wanted to hear. I work for a company thats hires individuals with disabilities and completely understand their issue...

I am finding quite a few inconsistencies in your story. First you state your employer is offering paid training to other employees, but you state you couldn't take that training becuase of your hearing impairment. You go on to say that you don't have to take the training because you have more...

No, because it doesn't make any sense how anyuone doesn't notice that large amount of money each money not in their paycheck. No matter how you slice it, you can't convince me you went 10 months and overlooked it. I have employees who mentally disabled and notice if there is the slightest...

You are getting shorted $760 a month and you don't notice it for 10 months. Come on! you need to come up with a better story than that.

The one I think you are referring to is a case with the NLRB and I believe it doesn't go to a hearing until Jan 2011. Basically the NLRB stated that the employee’s Facebook postings were protected concerted activity. That is the only case I know about unless you heard or read another one.

You might want to file a charge with the NLRB. With the union forming, your termination and the statement from the one co-worker should be interesting for the NLRB to investigate.

File a complaint with the North Caolina DOL. Under NC law, you should have recieved your finla pay on the next regularly scheduled payday.

Employees will generally maintain their rights under FMLA even if their current employer merges with or is acquired by another company. The conditions that must be met for the new company to be considered a successor-in-interest are the same conditions that were established under Title VII of...

As told to you in another forum, you need to file a wage claim with your state department of labor.

Perfectly legal and believe it or not, you put this friend in the situation by adding them to the protection order.

Deception really? The employer has the right to assign additional duties as they see fit (every job description I have ever seen includes ("All other duties assigned")Get a grip and your wife should feel lucky she has a job right now.

No, once again another ex-employee who only hears what they want to hear and then blames professionals who gives them sound advice and the correct answers. You are the only one that is being single minded and a chip on your shoulder. You have no idea whether this supervisor was rought to task or...

Please! the OP's situation doesn't even come close to intentional infliction of emotional distress. The OP's situation would have to be so outrageous and extreme that the conduct would be regarded as atrocious and egregious that a reasonable and prudent human being would be unable to tolerate...

It may well be your right, but the employer isn't obligated by law to allow it unless you are part of a collective bargaining unit.

My reading comprehension is just fine thank you. You don't have to be convicted of a crime. Unless you had a bona fide contract or were part of a collective bargaining agreement, you can be terminated for any reason prohibited by law and nothing you posted was against the law. So how is you...

Protect you from what? Why should your employer be responsible for your drinking problems?

Geez! relax. So you think you should have to break a law in order for an employer to take corrective action, suspend or even terminate someone? You need to come back to reality. Your rights haven't been violated and get some help.