case from 1915 dealing with employee being terminated then working for a competing company.
206961
American Ice Company v. Hunter, Appellant.\nNo. 267, Oct. T., 1914\nSUPERIOR COURT OF PENNSYLVANIA\n60 Pa. Super. 311, *; 1915 Pa. Super. LEXIS 187, ** \n60 Pa. Super. 311; 1915 Pa. Super. LEXIS 187\n\nAre you looking for the whole case?
378298
If this is a breech of union contract, which I'm assuming that it is, your union officials, and shop stewards need to be raising some hell right about now. The company has flagrantly disregarded the labor contract, and it is going to take union solidarity to straighten this out, this means everyone filing a grievance for breech of contract. Contact your regional union Representative, to arrange a meeting with the plant manager. This is going to take everyone in your union local getting involved, if you want to fight this.\nLet me know how this turns out. Best Regards!
412533
go to   www.findlaw.com\nthey have attorney's listed there. if this is a work-related civil rights issue, go to    www.eeoc.gov
99317
http://www.findlaw.com/\nSearch for Employment Law in your state.
534996
I think everyone here is on the right track.\n\nYou need to contact the local Labor board and check on them. You may be able to sue him for the pay, the lack of a 2 week notice before termination, and lack of a in writing letter of termination outlying the reasons. May want to talk to a lawyer and see what the rights are in your county to see what you are able to do from here.\n\nGood luck!
550329
document document document!! everything and go to your cities labour board. ( in Canada) They will start a claim on your behalf and investigate and should you need a lawyer they can provide one for you as well (not sure if its free or a nominal fee) but talk to them first they really are there to help employees. also get all your pay stubs in order and your record of employment they will need to see them and any witnesses you might have. If they decide in your favour they will come after your employer for unpaid wages, holiday pay severance pay etc. they can garnish the accounts for you once you get the labour board involved im sure you employer will come to their senses and pay up. Send in writing to your employer a formal request for all sums owed to you keep a copy for yourself date it make sure you give that to your case worker as well. g/l
414607
Yep, a non-competition clause. If you had signed she could have prevented you from working for any of her competitors for a fixed period of time after you left her company.
89734
Talk to a lawyer. Most likely, to properly sue the company, you will have to serve the Resident Agent. If you serve anyone else, the case will likely be thrown out.
515284
He could end up with some serious legal consequences for violating a contracted agreement. At the very least he could be terminated with cause and expect to receive no unemployment benefits depending on the details of the situation and the companies Human Resource policies.
279944
"Termination" here, as it is usually applied with this sort of case, simply refers to the end of your employment with the company and does not infer that you have been dismissed for any reason in particular, be it "termination", the conclusion of your contract, or your deciding to quit.  Since your contract has simply expired and was not renewed, that is considered the termination of your employment with this particular company.  The non-compete clause still applies, so for a term of one year you are not allowed to be employed in the same field within a certain, specified radius of the company's offices.  Be careful how you gauge that distance, though; most companies do it as a straight line instead of driving distance.  One of the doctors I work with's husband went through a huge ordeal with this sort of thing, ended up paying an insane amount in court costs and what not.  The most important thing is to read the clause, and the entire contract carefully.  If this doesn't help, check with an attorney or someone at the Better Business Bureau in your area (you should be able to find information about them online).
24812
I'm in an employment Law class.  Check the EEOC website, and depending on your state, the state agency as well (example: CA is the Cal Fair Housing and Employment agency.)  And there is such a thing as reverse discrimination, there have been cases where people won.  Good luck!
3630
They can fire you at any time if you were hired as an at will employee. Have you talked to your Human Resource Manager about the problem, that is a good place to start. If the problem is that bad that it is causing you to seek help, you can go through the EEO for help.
601716
Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
420963
If this had been a contract with the company, then you could have sued for breach of contract and they would no doubt have been glad to settle out of court.  The problem is, you were subcontracted and your agency was the employer. Just put it down to experience.  It won't show up on your cv and you wouldn't want to work for such horrible people anyway.
651506
Then no, If the worker decided to stop working even thought he was told he can work, the union can't do anything. The employer didn't do anything wrong. They offered light duty work.
284883
I think it is because customer service oriented jobs are being performed by the couch potato generation.  They think they are doing us a favor by being there.  Labor laws protect the employee but not the employer.  It is hard to weed out the individuals that are lazy.  It's not like the days when somebody could be fired on the spot.  Now there is so much red tape to terminate somebody.  I feel your pain though.  I have a hard time having to bag my own groceries after putting in a ten hour day!  I voice my opinion by making a copy of my receipt and mailing it to the business owner or manager with my complaint.  This way; they know exactly who the individual was, what time and date the incident occurred, and what my issues were.  Most of the time I get a letter explaining that the problem is being addressed.  Sometimes, the individual puts two and two together and is much more pleasant to me the next time I pay the place of business a visit.
299214
Walking off the job give the employer more pull .Too late to mention he should have finished the day and called in the next , to go to the labor association in your city .Ask a lawyer ( advice is free) .Good luck and try the labor association.