General employee rights relating to ADAAA,FMLA,Employee Performance Reviews,Sexual Harassment,Workplace Discrimination,Job Interviews,Workplace Violence,Workplace Privacy,wrongful termination,drug tests Non Answers COBRA (Consolidated Omnibus Reconciliation Act),USERRA,OSHA,Workers' Compensation,Federal Unemployment Tax Act,Equal Pay Act,The Wagner Act,EEOC,NLRB
16 years as an employee rights educator, coach, trainer, activist and advocate. Several of my websites and blogs, www.You-Can-Learn-Basic-Employee-Rights.com, http://EmployeeWorkplaceRights.com and http://EmployeeRightsGuide.com rank highly in all four major search engines, Google, Yahoo, Bing and Ask for the keyword “basic employee rights”, “employee workplace rights” and “employee rights guide”. The websites also rank on the first page of the search engines for various other keywords related employee rights topics. These unique site receive 20,000+ unique (new) visitors monthly from all over the world.
Tennessee Supreme Court Rule 31 trained in mediator/neutral specializing in conflict resolution of general civil, business and employment issues. Also certified in mediation including the Alliance for education in dispute resolution and Cornell University.
|Alicia||02/24/16||10||10||10||Thank you for your reply, and for .....|
|Adam||09/18/15||10||10||10||I would just add that forced PTO .....|
Hello Myranda, This from http://www.twc.state.tx.us/news/efte/c_time_clock_rounding_.html.... "As to "rounding" practices, 29 C.F.R. 785.48(b) explains that rounding off work times to the nearest
Hello Russell, This link will answer your question... http://webapps.dol.gov/dolfaq/go-dol-faq.asp?faqid=520 Also, if you were the only one that didn;t get paid it could be a red flag for discrimination
Hello Cathy, This is an issue that is beyond the scope of my knowledge. A consultation with a qualified employment attorney is the proper course of action. Remember my response is intended to be
Hello Katrina, This is an issue that is beyond the scope of my knowledge. A consultation with a qualified employment attorney is the proper course of action. Remember my response is intended to be
Hello Anita, From the legal opinion expressed in the PDF there's NO black and white answer. Your best course of action at this point is of course to consult with your attorney. Remember my response
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