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Employment Law/Experts

Expert	Average Ratings	Expertise
Umesh Chaudhary India Available View Profile Ask A Question View Past Answers	Knowledgeability 9.44 Clarity of Response 9.22 Politeness 9.78 Response Time(hr) 79.7 --Last 90 Days(hr) 25.7 Total Questions 580	Any question related to HR processes, legal compliance of labour ONLY in India
Shannon M. Reising, MSP, PHR U.S. Available View Profile Ask A Question View Past Answers	Knowledgeability 9.90 Clarity of Response 9.87 Politeness 9.97 Response Time(hr) 34.2 --Last 90 Days(hr) 52.7 Total Questions 651	FLSA, FMLA, Title VII, EEOC, AAP, ADAA, Workers Compensation, Payroll, HR Development and Training, Industrial/Organizational Psychology. My approach is from a scientific-practitioner perspective. Rather than basing ideology on pure white-paper study, I answer with a baseline of critical thinking seated in my position as an HR professional. I understand both the psychological underpinnings of both employers and employees, and how the law may be interpreted and applied in countless situations.
Margaret M. deMarteleire U.S. Available View Profile Ask A Question View Past Answers	Knowledgeability 9.93 Clarity of Response 9.92 Politeness 9.98 Response Time(hr) 24.3 --Last 90 Days(hr) 31.9 Total Questions 908	I can answer most questions about employment law, federal or state. I am an attorney, not an HR professional, so questions about HR careers, coursework, prospects, etc. are not within my scope.
Frank C. Magill U.S. Available View Profile Ask A Question View Past Answers	Knowledgeability 9.91 Clarity of Response 9.95 Politeness 10.00 Response Time(hr) 37.3 --Last 90 Days(hr) 52.7 Total Questions 112	I can answer questions about any labor or employment law question except those dealing with ERISA or Texas Workers' Compensation law. Expertise includes, without limitation, EEO/Affirmative Action/Employment discrimination (Title VII, Age Discrimination in Employment Act, Americans With Disabilities Act, GINA, Fair Credit Reporting Act as applied to employment); Fair Labor Standards Act; Texas labor code; Family Medical Leave Act; employee compensation; discipline and dismissal; force reductions, severance pay programs and administration; collective bargaining, union representation, grievances and arbitration, National Labor Relations Act and National Labor Relations Board; employee handbooks; staffing; dispute resolution outside of traditional labor agreements; employee communications; employment policies and compliance programs; codes of ethics; employment or labor litigation.
Shirley McAllister, CPP, PHR U.S. Available View Profile Ask A Question View Past Answers	Knowledgeability 9.81 Clarity of Response 9.84 Politeness 9.94 Response Time(hr) 28.9 --Last 90 Days(hr) 23.0 Total Questions 6818	I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state. If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency. Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources. Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights .....

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Recent Answers

2012-02-08 two-weeks notice:

Georgia is an at-will work state which means that the employer or the employee has the right to terminate the employment relationship with or without reason, notice, or cause (barring certain EEOC discrimination

2012-02-07 all shifts work load:

An employer may schedule the business's work shifts in any way he chooses. There is no law that states an employer cannot decide to run one shift one day and another the next, or in any combination the

2012-02-05 Booth rent laws:

Dina: I'm not sure of the context here, what industry is involved, etc., but if your status is simply as a business tenant on someone else's commercial property and you have no written lease or other

2012-02-05 unfair demotion:

A fact of business "life" is that some bosses or leaders shouldn't be bosses or leaders, but they are, so we must "deal" with them. Regardless of what you perceive your supervisor and manager thinks of

2012-02-05 Check been on hold for 6weeks:

An employer is generally given 30 days (one month) to rectify any payroll adjustment on a final paycheck. In my opinion, given the information you have provided and presuming that this information is complete

Employment Law/Experts

Umesh Chaudhary

Shannon M. Reising, MSP, PHR

Margaret M. deMarteleire

Frank C. Magill