Answers Posted By Harold Goldner

If you signed a standard Title VII Release and Severance Agreement, then you still have the right to file a charge of discrimination with the EEOC or the Penna. Human Relations Commission, but in all probability your "remedies" are limited to those already paid under the package, and you might even have to repay them. You can't just file suit, and no, you can't file suit for "getting the card and the inconvenience."

answer to can I still sue, if I signed a serverance agreement posted Dec 3, 2012 9:35 PM [EST]

Please read my answer to your other question which is essentially identical.

answer to Is it a reasonable accomadation ask your employer to NOT use available paid time off? posted Dec 3, 2012 4:29 PM [EST]

FMLA is available for a serious health condition; you haven't identified for *which* serious health condition you are seeking intermittent or reduced schedule leave, but all of that still has to be less than 12 weeks/year for you to remain qualified, and your employer is permitted to require you to exhaust all paid leave while you are on FMLA. Reasonable accommodations under ADA do not "trump" the provisions of FMLA.

answer to Can my employer require me to use paid time off when working a reduced schedule? posted Dec 3, 2012 3:44 PM [EST]

Wow, what a great series of questions to use for "How to get sued for interviewing." The problem is that you haven't indicated whether you actually *got* the job or not (or have been formally declined for the position). Secondly, the measure of your damages will be problematic.

However, the questions were definitely improper, and violate at least the Pennsylvania Human Relations Act's prohibition on discrimination based upon "family status." You certainly have the right to file a formal charge with that agency, however, failure to hire cases are fairly difficult and expensive to prosecute (even more so if you are unemployed!)

If you want a more detailed analysis and recommendations as to what your next steps should be, you should meet with an employment lawyer.

answer to I was asked about my son and the person I currently live with if he was the father? posted May 4, 2012 5:13 PM [EST]

It sounds like you are receiving intermittent FMLA leave, which is at the discretion of the employer. Additionally, FMLA to take care of your mother for one condition does not automatically extend to a different condition suffered by your mother.

It is possible that your employer is attempting to ensure FMLA compliance (because intermittent FMLA leave is problematic for employer and can be abused).

If you believe your rights may be violated, you should contact an employment lawyer directly. It is impossible to answer your inquiry, vague as it is, on this web site.

Harold M. Goldner

answer to Does my employer hace a right to make FMLA so stressful? posted Apr 10, 2012 11:46 AM [EST]

Just to echo what the others have said so far:

1. Don't expect any information on this site that will adequately protect your interests.

2. Run, don't walk, to an employment lawyer who can assist you in protecting yourself (and your reputation).

Harold

answer to I'm sorry there is no way to sum this up in 100 characters or less posted Apr 6, 2012 11:06 AM [EST]

Severence pay is not a matter of right. Pennsylvania is an at will state in which your employment can be terminated at any time for a good reason, bad reason, or no reason at all. If your employer has a formal severence policy, and your termination qualifies, then you will get severence pay. If not, you won't.

Note that many employers who do offer severence packages require former employees to sign documents such as releases which waive subsequent rights. In addition, termination, for any reason, may not terminate your obligations under confidentiality, anti-solicitiation or non-compete clauses.

If you are faced with termination, you should consult an employment lawyer to explore what rights, if any, you have under the circumstances.

answer to Am I entitled to severence? posted Feb 28, 2012 10:47 AM [EST]

I am certain you would not bother asking a physician to diagnose a condition without performing an in person physical examination. Similarly, it is impossible for anyone to answer your question without actually seeing the agreement as well as learning the circumstances of your employment.

I have been involved in non-compete disputes where an employee moved from the east coast to the west, yet the non-compete covenants were completely enforceable (and we've enforced them). On the other hand, I've seen instances in which my clients set up shop within a mile of their old employer and the non-compete couldn't stop them.

Do yourself a favor and take your paperwork to a Pennsylvania employment lawyer so you can find out what your rights and obligations are. A competent local lawyer will always check with local counsel in California if that law "trumps" Pennsylvania law.

answer to Question on a Unique Non Competition Agreement posted Feb 27, 2012 2:31 PM [EST]

First of all, for goodness' sake if you can edit the question, REMOVE THE NAME OF YOUR EMPLOYER.

Secondly, there is simply no way anyone can answer this question online. You need to see an attorney who can review the terms of the agreement as well as the circumstances under which you signed the agreement, and finally, issues regarding your former position and prospective position. There is no "general answer" that applies to your situation --- these cases are fact-specific, and require an analysis of the actual contract/covenant not to compete.

Do not expect to rely upon a website to substitute for competent legal counsel --- an you need competent legal counsel NOW.

answer to How do I get out of my Noncompete contract from a previous employer? posted Feb 3, 2012 5:27 PM [EST]

It costs at least $350 to file a complaint in Federal Court. It costs about $600 per deposition (sworn statement) and two thirds of employment discrimination cases filed are dismissed on Summary Judgment before the Plaintiff ever sets eyes on a courtroom or jury.

If you yourself believe the claim is worth no more than $4,000, counsel fees will leave you with even less.

Without any information whatsoever about your case, because you have provided absolutely no information about whether the case is meritorious, just the money discussed, I cannot possibly assess the legal merits of your case, but I can tell you from a purely business standpoint, take the money and run.

answer to Do I appeal EEOC? Do I accept offer? Do I take right to sue letter? posted Nov 3, 2011 11:05 AM [EST]