My employment was recently terminated after two years of what have been told is exemplary perfomance. This occurred without reasonable cause or forewarning. Furthermore, my employer announced to my coworkers that I resigned from my position which was not true. When speaking with the human resource manager about this, I was told that I would be paid for two weeks and that my benefits would end within two weeks. Do I have any legal rights for requesting some additional form of severence pay? I would appreciate any advise to help me determine my legal rights.
135528
Unless you have a contract (union, etc.), an employer can fire you for whatever reason they like (unless, of course, if it's discrimination).  You can be fired if your employer doesn't like the color of your shoes, or for no reason whatsoever.
579177
There are "right to work" states and "work at will" states, they type of employment place in effect in the state where you are employed is important to knwo to answer the question.\n\nEssentially in a right to work state, once employed an employer cannot fire you except under serious circumstances, those empployers will usually practice a form of progressive discipline.  (3 strikes and you're out!)\n\nIn an at-will state the employer can terminate you without cause.  Employers may have a progressive discipline program in place but need not adhere to it in order to terminate.\n\nEither way you indicate your boss may have had reasons to discipline you and you gave notice, so a panel is unlikely to support a wrongful discharge claim.  2 weeks notice is never necessary, it is a courtesy, and in some right to work states by announcing your intention to leave the job you forfeit your protection under the law. \n\nSome companies, especially small business owners, don't accept two weeks notice if the employee is going to another job bcause it demonstrates the employee's heart is no longer in the job.  The figure why pay someone for two weeks of mediocre work and give them 2 weeks to steal customers for the new job.
54945
Every state's laws are different; and, every company's policies are different. In most cases if you are terminated you are entitled to receive the number of hours of accrued vacation. This must be paid with your final paycheck.
413835
If you were contract labor and the contract was not renewed, I don't believe you are entitled to file a claim for unemployment.\n\nGenerally, you can only file for unemployment compensation against the organization that PAID into the Unemployment Plan.  That would be your employer.
113166
#1. how long did you work for this new job? if it was under three months, unemployment probably hasn't gotten your info yet. employers are only obligated to report quarterly. \n#2. over three months, do you have your pay stubs? were taxes deducted? did they make you fill out a W-4 form when you started working for them? - If "yes" go to the IRS and tell them the sittuation since you probably won't be getting a w2 from them at tax time either\n#3. call them and tell them that you want a record of your disciplinary actions such as write ups and repremands. If they refuse, got to the labor board and see what kind of troule you can cause for them there by finding an intake manager and telling your whole story again\n\n\ngood luck
450028
I think that would depend on what state you live in. I think they all have different laws about what can and can't be done work wise. When he was hired, did they tell him how he would be paid? Does he have enough work everyday to carry him over 42 hours? Or is the company trying to 'cut back'? I would call the labor dept. and find out or even see if there is a Federal Dept. that could help. Is there an owner of the company or a District Manager or main office you can call? In Georgia, an employer can basically do whatever they want with an employee and get away with it. It is up to the employee to provide proof of whatever is going on but still the employer can always change the story or whatever. CALL YOUR LOCAL LABOR DEPT. and ask them who can help you with this problem.
266903
It is against the law for a former employer to tell a prospective employer ANY false information.  Most of the time, they are only allowed to confirm your title, pay rate, and if you quit or got fired.\n\nSo relax, find another job, then leave yours without worry.
386048
Is this a union / management situation?  If so, go to your shop steward.  If not and it is harassment, then there should be a harassment procedure posted somewhere or available at HR.  You are aware that this thing could backfire and get you sacked which will then give you recourse to the State or Provincial authorities.  You might be able to go to them now if you are convinced you can't get a resolution in-house.
32146
You're correct: you were used.  If you have proof that you were actually hired, you can probably sue for wrongful discharge. Firing because "another girl came back" isn't acceptable cause for dismissal.\n\nThe definition of wrongful discharge is: When an employee is fired for reasons that are not legitimate, typically either because they are unlawful or because they violate the terms of an employment contract. The contract can be either expressed or implied.\n\nIf you have a case, what you can recover may not be worth the effort, but a free consultation with a lawyer only costs you an hour of your time.
357154
Employment terminated for personal reasons. \n\nAnd your previous employer can say anything they want, depending on policy. But most times, they will only tell what is asked, which is almost always just time of hire and time of termination.
553538
The circumstances leading to reduction of your salary  is arbitrary provided it is singled out and done without information, cause and enquiry. If what you state is the fact, please give a letter to your controlling/appointing authority pointing out the discrepency, at the same time request them to set it right to the correct position.  If this does not elicit any reply or corrective action within say 15-20 days, give another reminder urging them to set right the discrepency.  Now enclose the copy of your earlier letter also to this letter.  Please obtain acknowledgement from your employer with seal of office and date of receipt every time you correspond on this matter with your employer.  If no acknowledgement is given or is refused, you may send the same through Registered post Acknowledgement due from the Post office and post a copy of the same under certificate of posting and keep them all securedly.  \n\nStill nothing happens means, you have to report the matter to the next higher authority within your organisation, which is called as apellate authority and request its intervention and give justice to you. If this is not in existence in your organisation, then what you have done in step I is sufficient and you may proceed with the subsequent steps suggested herein.\n\nIf this also fails to evoke any sort of response, then you approach an advocate and cause a legal notice to the employer, provided you have no UNION of employees to refer this matter. You have to be prepared to work honestly, at the same time protect your rights also. Donot worry, if you are on the right track, nothing will happen.  You will get back your salary with interest and other compensation, as reducing the salary of an employee without sufficient reasons and enquiry besides notice is illegal and penal.
565670
as an at-will employee they dont need a reason to fire you. if they do you can claim full unemployment benifits instead of the partial your getting now. might be a good time to look for a new job
555646
Sorry to hear that..... legally you have to be with a company for 2 years so if you are getting a redundancy package then your lucky as they have no legal obligation to do so.....  but i would speak to your union rep just to be sure as they can mediate for you.... also start looking for a job now  don't leave it till you have finished there.... good luck
397483
Dear {whatever}\nRe: Unpaid Remuneration\nI am writing to request payment of my outstanding pay as follows:\n1 weeks pay £\nHoliday pay £\nBoxing Day pay £\nPlease could you ensure I receive payment in full within seven days of the date of this letter to ensure that legal action proves unnecessary\nKind regards\nyours faithfully
526945
If you were still in a probationary period , then yes they can let you go , but if you have been employed for a while and done with your probationary period then no they cannot fire you for not wanting to work an extra shift , that is a wrongful termination , you can get a Lawyer and sue them for sure .
110589
I have been made redundant in my position it means that your position is no longer going to be there, that means they can not hire any one else to do that particular job you were doing, if they do you can take them through legal proceedings and get some cash. If they do not hire any one and what they say is true you should get a payout some sort of severance pay. If you really want to find out the truth try calling WORK COVER their number is in the phone book, just speak to someone there and they will be able to point you in the right direction.
87761
I can't answer as to the legality of your situation because I don't know what state you live/work in. But in general, this would not be legal unless there were extenuating circumstances. If you are required to clock in/out and have those records available to you, and you can prove your case, I'd file a complaint with the Labor Relations Board in your state, if you have one (which I'm sure you would). In the end, though, you might lose your job, but then you'll have a valid reason for unemployment benefits. If it turns out to be a discrimination case, you might be able to sue and not have to work again... (well, I'm not really being serious about that one).