You need to make HR aware that there are potential criminal charges between two of their employees resulting from an out of work incident, as this will affect the professional relationships of everyone involved, including yourself as a witness to the case. Other than that, let the trained HR people sort it out.
You need to talk to a lawyer before you say anything to anyone about this incident.
Don't assume you're safe because you didn't do anything; the law is complex and the other people involved may not remember things the way you do.
Don't assume your job is safe because it happened outside of work; HR protects the company, not you, and they often take the ...
You are a witness. You need to refuse to discuss the case at work except to parties such as HR and your boss with a need to know (and they only need to know there was a problem, not details).
As far as coworker A, treat him at work with exactly as much professionalism as you treat everyone else. Likely he will not respond the same, but you need to stay ...
People can say all sorts of things. Whether you can be sued "for damages" by your employer is a question for a lawyer and depends on your location, situation and contract. By and large, employees are protected from such shenanigans but there can always be loopholes. In my non-legal opinion your boss is blowing hot air because he knows you're underpaid, ...
A wolf remains a wolf, even if he has not eaten your sheep.
Your CEO has demonstrated a clear lack of respect for ethics and the law, just because he hasn't gotten around to screwing you over doesn't mean he won't do so if the opportunity arises.
Update your resume
Move on to other employment
See a lawyer
**Now as to your specific ...
It's not just CEOs. It's pretty unusual for anyone in a leadership position to step down and take a lower role in that organization.
To start with it usually makes for a strained relationship between the former leader and their new peers. If someone didn't get on well with the former leader they may try to take some sort of revenge now they are equals. Or ...
I'm Canadian, we have similar laws but not identical.
This is something that needs to be addressed by your company HR department. That behaviour is unacceptable and cannot be condoned.
That being said, I'd also start looking for another job. You've probably done nothing wrong to warrant this behavior by others, so this may seem unfair. However, a company ...
Now, that last line. I see that as a threat and I was wondering if
it's even legal for them to say that.
It is a clear threat, unless and until you have been done anything which is against your employment contract. So, you might want to cross-verify that, just to be double sure.
Do hire a lawyer (if you can afford), before you submit your resignation so ...
About the workplace aspect of this:
The law (Bundeselterngeld- und Elternzeitgesetz) entitles parents to take up to 36 months of parental leave (Elternzeit) per child (this is for both together, and only 24 months may be taken after the child turns three) - so no problem there.
To actually take this leave, you must notify your employer seven weeks in ...
In cases like this what should I do?
Learn your lesson, never do it again, and never, ever, ever think that you can completely delete anything that has been posted to the web.
As for smoothing over the current situation, the only thing you can really do is apologize to your boss (which I assume you have already done) and show that this will never happen ...
I've been assigned to run interviews for a position.
What kind of training have you done?
Have you told the interviewing team what they are expected to do? Specifically, have you informed them regarding the laws that must be adhered to during the interview process?
When the team said "it's hard to relate to people that are so much older than us. We should ...
If their "personal belief" regarding not hiring someone is based on a protected characteristic in that jurisdiction, (e.g. gender, religion, age, race, etc in the US, UK etc) then yes that's discrimination, it's pretty much the definition of it actually.
Hair colour, or fondness for potatoes (or other root vegetables) isn't protected directly anywhere that ...
Do you fear that A may physically assault you? If you have any such fear you should immediately make HR and/or the police aware of that.
If you only fear that A may retaliate against you in ways that impact your work and/or career, I don't think you need to act based on fear alone. Until there is evidence of retaliation against you it would be most ...
You asked three questions,
Is my employer discriminating against non-parents?
If so, is this discrimination allowed by UK employment law?
Employment law in the UK currently classifies parental leave as a protected right. That is, the law protects the right of parents to take leave. This seems to inherently imply that such leave is not considered ...
It is harassment.
Don't take this lightly, you don't want it to escalate behind your back.
It's also a threat, sometimes the sort of people who would say something like this can get physical, already the implication is there is more than one and this is not the end of it, it's not a friendly 'heads up'. I got a lot of this in blue collar jobs and bouncing, ...
Cracked software has two different issues:
The (lack of) license, which depending on your location could be illegal and hence open your company to legal processes and damages.
The unknown provenance of the software you are using, which means various types of malware could have been introduced to your systems - which could also open your company to legal ...
Since you have left rather than taking it to HR at the time, any complaint will almost certainly be dismissed as "sour grapes" unless extremely well documented, which by your own statement isn't the case.
You chose to get out of it rather than fighting it. You've made your decision.
I am not a lawyer, but according to this interview by Spiegel Online with a lawyer specialized in German employment law, public transportation strike is not a valid excuse to come late to work. Employers can cut pay in the short run, and could even pursue termination if the problem repeats.
What you could do to get to work on time despite the strike:
Telling the boss that someone is pregnant and therefore shouldn't get an assignment is a bad, bad, BAD idea. Either the boss will act on it, in which case Bekkie is part of something that is probably illegal (discrimination based on pregnancy) or the boss will be annoyed, in which case she'll take it out on Bekkie. Bekkie needs to keep her mouth shut.
At any career level, having someone replace you, and then having to witness daily how that new person performs at your previous the job (either better or worse than you), would be extremely frustrating to most folks.
Further, the new boss doesn't want to deal with the baggage and office politics of a disgruntled employee who has been demoted.
Finally, as ...
Depends greatly on the company and their policies
Note that it is best to ask ones own company to get details on the steps that they will take, since it will vary by company. With that said here are some examples of things one could expect.
For hourly employees if he does not show up he does not get paid (exceptions do apply). So if he stopped ...
This is completely unacceptable in many ways, including legally.
While only a court can definitively pronounce on what is harassment, this is virtually certain to fall within that category.
You should immediately take this up with the company. Start with your boss, but if he does nothing (or he is one of the people involved) go to HR. Tell them what has ...
Termination isn't a discussion, the employee cannot threaten you to retain the job. You mention you have reasons for letting the employee go - I assume those are documented and dated.
Release the employee and, if need be, get a lawyer.
Between jobsites, yes but not between your home and the first/last site.
California defines the term “hours worked” as “the time during which an employee is subject to the control of an employer, and includes all time the employee is suffered or permitted to work, whether or not required to do so.” I.W.C. Wage Orders, Section 2
If we assume that you're working for Evil Corp with demonically aggressive lawyers then, of course, you're taking a risk. You're violating the letter of your contract. And an aggressive lawyer can certainly argue about whether your performance is affected, whether the markets are different, whether you're competing with some subsidiary of the corporation, ...
It sounds like you're in quite a jam. When you mention that you don't want to hire a lawyer, you'll get very vague answers here. I'll try my best.
So, to add insult to injury, our junior HR manager has also ordered
that nobody may carry a pocket knife, even a multitool like a
leatherman, unless it's for religious reasons.
First, on the the knife-...
Note: due to a preliminary injunction issued by a federal court judge on November 22nd the new overtime rule is on hold and will not go in effect on December 1st 2016.
As of June 2017, the rules remain on hold with the DOL issuing an RFI while the administration is expected to block the rules or, more likely, significantly reduce the salary requirement.
Generally, this is how it works:
Time from your residence, to the FIRST work location of your day, is unpaid. Travel time to any subsequent locations, after the first location, is paid time. Travel time back to the first location is paid time. Going home from there is unpaid time.
When a situation goes to HR trying to enforce absolutes rather than a first step of negotiating for peace among employees - I would say the situation has already gone quite far from normal.
In something this weird, the first question is really - do you still want to work here? And what are your job prospects? The real bottom line is that you could end up ...