Answers Posted By Alejandro Caffarelli
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to what would like to received information on what type of EEOC to file posted Mar 11, 2010 12:26 PM [EST]
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to what would like to received information on what type of EEOC to file posted Mar 11, 2010 12:26 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Would making inquiries into possible illegal activities be a "protected activity" posted Feb 9, 2010 5:22 PM [EST]
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Would making inquiries into possible illegal activities be a "protected activity" posted Feb 9, 2010 5:22 PM [EST]
My Answers
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Went to HR yesterday; complained boss harassing, demeaning behavior; was fired today. posted Feb 9, 2010 4:11 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Went to HR yesterday; complained boss harassing, demeaning behavior; was fired today. posted Feb 9, 2010 4:11 PM [EST]
My Answers
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to My actual job duties include more than 20% non-exempt tasks. What... posted Feb 9, 2010 4:11 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to My actual job duties include more than 20% non-exempt tasks. What... posted Feb 9, 2010 4:11 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Can an employee who has paid sick days, use them first and then apply for FMLA? posted Feb 4, 2010 3:44 PM [EST]
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Can an employee who has paid sick days, use them first and then apply for FMLA? posted Feb 4, 2010 3:44 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Can my employer give permission to my coworker to inspect my time cards and payroll sheets? posted Feb 4, 2010 3:43 PM [EST]
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Can my employer give permission to my coworker to inspect my time cards and payroll sheets? posted Feb 4, 2010 3:43 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Equal Pay Discrimination Yes or No? posted Jan 25, 2010 2:25 PM [EST]
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to Equal Pay Discrimination Yes or No? posted Jan 25, 2010 2:25 PM [EST]
Dear "Joe":
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to How do I make it stop? posted Jan 19, 2010 12:54 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
answer to How do I make it stop? posted Jan 19, 2010 12:54 PM [EST]
Depends
It is not per se illegal to have hourly employees punch in and out for purposes of tracking attendance. What the employer does with the data, however, may be illegal. A salaried employee may be eligible for overtime even if otherwise exempt if, for example, he or she is docked pay for not working a full day. Nothing prevents an employer from using the data to discipline otherwise exempt employees for not working hard enough or long enough hours, though, as long as there is no wage docking --
answer to salaried employees posted Mar 23, 2007 7:38 PM [EST]
It is not per se illegal to have hourly employees punch in and out for purposes of tracking attendance. What the employer does with the data, however, may be illegal. A salaried employee may be eligible for overtime even if otherwise exempt if, for example, he or she is docked pay for not working a full day. Nothing prevents an employer from using the data to discipline otherwise exempt employees for not working hard enough or long enough hours, though, as long as there is no wage docking --
answer to salaried employees posted Mar 23, 2007 7:38 PM [EST]
Settlement Conference
A settlement conference is a non-binding conference, off the record, before either a district or magistrate judge, where the parties voluntarily try to reach a negotiated resolution. You will probably be asked to discuss what happened to you and the company will be able to present its version of events. You should probably try to find a local lawyer to attend with you, since you may make damaging admissions before what may end up being the judge in your case if the case is unable to settle.
answer to Sex. Hrsmnt, asslt/bttry, dscrmntn, emtnl dstrss posted Nov 3, 2006 5:40 PM [EST]
A settlement conference is a non-binding conference, off the record, before either a district or magistrate judge, where the parties voluntarily try to reach a negotiated resolution. You will probably be asked to discuss what happened to you and the company will be able to present its version of events. You should probably try to find a local lawyer to attend with you, since you may make damaging admissions before what may end up being the judge in your case if the case is unable to settle.
answer to Sex. Hrsmnt, asslt/bttry, dscrmntn, emtnl dstrss posted Nov 3, 2006 5:40 PM [EST]
Displaying answers 1 - 10 of 24
Next Page >>
