As a condition of employment, my former employer forced me to sign a contract to work for them for two years in exchange for specialized training. I left after six months and never received the training and they were supposed to deduct a certain amount from my last paycheck and didn`t. Now, more than 4 months later, they sent me an invoice for this amount, they broke the contract by not taking the money from my last check. Can they legally charge me now? Report fraudulent accounting practices of an employer or the use of child labour. Whether they comply with the above rules regarding the size or duration of the employer`s employment, employees participating in the State`s Disability Insurance (IDW) programme are entitled to a maximum of six weeks` partial pay per year when they take time off work to bond with a newborn, a newly adopted foster child or to care for a critically ill parent. In-laws, grandparents, siblings, children, grandchildren, spouse or registered partner. In states with fraud law, the requirement that contracts longer than one year be in writing creates an additional hurdle for employee claims with verbal assurances. The employer hires employees at a wage rate. A few months later, the employee was informed by the employer that the salary structure needed to be changed.
Is it legal for the employer to change a salary structure with a contract signed with a promised salary? You can only imply a term through “customs and practices” if there is no explicit term that addresses the problem. For example, if you have worked 35 hours a week for 10 years, even if your contract states that you should only work 30 hours, you are not allowed to work 35 hours according to habit and practice. Although the majority of employment contracts are written, they can also be verbal agreements. Oral contracts, which are particularly common in small businesses, have the same legal authority as their written counterparts. However, they are much more difficult to prove. This is because the establishment of your terms and conditions of employment would depend on the memories of your employer, yourself and probably other witnesses such as your colleagues. 1. A and B both have a contract that says B will not work with me, directly or indirectly – B has already offered me a job; and they say we`re going to take care of it (should I worry about that?) I worked as a pharmacist for 23 years. My employer said my customer service skills were lacking and fired me. I feel like my employer was wrong, it doesn`t take 23 years for an employer to decide that someone is not performing, I think my employer wanted to hire a younger/graduated pharmacist for less money.
If I go to the EEOC, I think my employer discriminated against me because I`m black. Some time later, I was blown away by the fact that the employer didn`t have a 401k plan. Over the next nine months, I inquired at least three times about my employer`s implementation of the 401k plan. Their answer has always been “I`m working on it.” Your employer doesn`t have to specify how many hours of work they will give you if you have a zero-hour contract. If you have a zero-hour contract, your employer can`t stop you from working for another employer. Exactly, if someone is affected; You should definitely consult a lawyer who has experience in contractual disputes to determine the likely final outcome of your claim. In most cases, employers can fire employees “at will,” that is, at any time and for any reason. And they are not even legally required to indicate the reason for a discharge. However, there are exceptions to the “at will” rule. It is illegal for your employer to fire you: if an employee decides to leave or leave a job, an employment contract can also impose certain requirements on the employee. For example, an employment contract may require an employee to inform their employer in advance of their dismissal. As a penalty for non-duration, the contract may authorize the employer to waive severance pay and/or claim bonuses or advances previously paid to the employee.
Under the contract, an employee is also generally required to return certain properties to the employer, including a company vehicle, computers, mobile phones, uniforms, id cards, etc. Eleven months after my hiring date, my employment ended. Since then, I have claimed from the employer that she owe me up to four per cent of the annual remuneration during my period of employment, based on provision 401k of my employment contract. She responded and said she didn`t owe me anything as she had never implemented the 401k plan during my employment. California Labor Law (Section 6311) allows you to refuse to perform unsafe work as long as it is a violation of a Cal/OSHA standard or labor code provision and is so dangerous that any reasonable person would think their health or safety would be compromised by performing the work. However, before refusing to perform unsafe work, be sure to inform your supervisor of the dangerous condition and give the company the opportunity to correct it. If the company does not correct the dangerous condition and you decide to refuse the work, be sure to inform your supervisor, preferably in writing or in front of others, exactly why you refuse to do the work and return to work as soon as the condition is resolved. Finally, you must contact Cal/OSHA (www.dir.ca.gov/DOSH) to file a complaint against your employer. A contract gives you and your employer certain rights and obligations. The most common example is that you have the right to be paid for the work you do.
Your employer has the right to give you proper instructions and work for you in your workplace. These rights and obligations are referred to as the “Contractual Conditions”. While most states offer whistleblower protection for public sector workers, the protection of private sector workers is more limited. About seventeen states have passed whistleblower laws that protect private sector workers from adverse employment measures when they report employer misconduct. Please see our compilation of state whistleblower laws for quotes and summaries. I work for a school district. I submitted my resignation for a better position. However, the superintendent said they would not let me resign because they were understaffed. They didn`t give me time to leave or their plans to fill my position.
My contract states: “Termination by the employee. For greater certainty, the District Superintendent shall receive and exempt resignations. The Superintendent may, at any time during the school year, exclude a proposed effective date from the resignation. The supervisory authority`s decision to exclude or reject the proposed emotional date may be based in part on the availability of a satisfactory replacement employee. “After six months of service, you are eligible to participate in the 401k (company) plan. The plan includes an employer contribution of up to four percent of your total annual compensation under the IRS Safe Harbor Rule of IRS Section 401 of the IRS Code. “If you have a written contract, it provides more certainty about your employment status and makes it easier to resolve disputes, if any.
