looking for info on laws regarding quiting a job and what happens to vacation time?
609939
AZ is a "right to work for less" state.  They don't have any set laws.  It's purely by company policy on how it's paid.  Usually it's contained in exactly what it's called (vacation, PTO, etc).  She needs to consult their employee handbook.
857707
look for labor law in your state, example is below\n\nhttp://www.labor.ky.gov/NR/rdonlyres/CE6C7FF3-8327-4D61-B853-B62F4C8C85CA/0/KentuckyWageandHourLaws.pdf
461607
It ALL depends on their policy.  You should have received a copy of the policies and procedures manual when you first started.  Some PTO is accrued and payable, some is not.  AND, I would not recommend taking your days off and then quitting, employers frown on that and you might burn a bridge or the chance of a good referral when you need it!!
458504
Employment Law Information Network: www.elinfonet.com\nOffers tons and tons of articles on employment law, organized by state and federal.  Happy researching.
395251
There isnt a state that I know of that allows eight hour days without breaks.  Believe it or not, it is clearly within your complete rights to ask your employer if you are getting your legal amount of breaks.\n\nEven if its a job that it would be difficult for them to run without you, if you are still entitled by law, so be it.
1120777
most companies will  pro-rate any paid vacation owed from the time of the year it became vested, minus any used time, and what part of the year your employment was terminated.\ni recently left such a job in april, and only received one weeks pay(i would have been entitled to take a total of 3 weeks this year) because i left after the 1st quarter of the yearly pay period\nask your human resource manager for their answer
327388
Once again godoompah has shown us just how smart he is (or lack there of)  HAHA you are hilarious man, thanks for the good laugh.  As I mention below, don't believe godoompah, he shows an obvious lack of knowledge on the subject.\n\nTo start, godoompah is Wrong!  Labor laws are NOT definied by the US labor code (they are only on a very broad scale) but ARE handled on the state level.  As a matter of fact, California has the most strict labor laws in the country!  Despite what godoompah said, you are entitled to breaks if you are older than 18, he may be from a state where you don't get breaks there are some, but California is NOT one of them, they do enforce breaks for EVERYONE regardless of age.  As for overtime, well he has no clue about that either!  I don't know where he got his info but he is wrong.  Please disregard his comments as he obviously doesn't know what he is talking about\n\n\nFirst of all, it depends on whether or not you are an exempt employee, and no salaried does NOT automatically imply exemption.\n\nIn a restaurant the laws are clear for you to be exempt you must be a manager. \n\nSo assuming you are not except the laws in california are as follows.\n\nIf you work 5 hours or more you get a 30 minute meal break that is UNPAID.  You also get 1 10 minute break (not 15) that is PAID.\n\nIf you work more than 5 hours but less than 6 you may waive your right to a 30 minute meal break.  You can remove the waiving of your right to a break at anytime, so that you can take your break.  Inorder for the 'waiving' to be legal they must have a signature on file.\n\nIf you work 6 hours, you MUST take a 30 minute unpaid meal break, regardless of whether you want one or not.  At 7 hours you qualify for a second 10 minute PAID break.\n\nAs for the overtime, if you work more than 8 hours in 1 day, 40 hours in 1 week or 6 days in a row (meaning you worked on the 7th day) within a work week, then you get over time for all hours over that (for 7th day, they must pay you over time for the entire day plus every day after that until you get a day off or until the pay period ends).\n\nThis is all however different if you are Exempt, none of the overtime laws apply and the breaks work different.\n\nShould you find that your employer is in violation of these laws, it is not difficult to file a complaint with the labor department but you must be aware unless you are being seriously cheated often times it is not worth it.  Although they cannot retaliate againts you, they will, in one way or another.  So be prepared to fight it all the way.\n\nThe penalty for missing breaks is they must pay you 1 extra hour for each break you do not receive.
239508
if you are working in an at-will state, then you can quit with minimal notice.  likewise, your employer can terminate you with minimal notice.\n\nas for whether you have any legal basis to sue based on either (a) your depression or (b) your union support, your best bet would be to talk to an employment lawyer.  unless you have documented, witnessed proof, I'd say you don't have a case.\n\nfinally as to whether or not you have free speech during work hours, you are not paid to talk about whatever you want, you are paid to work.  if you're spending time during work hours (for which you are presumably being paid) to drum up support for a union then he has a right to not pay you.  there's freedom of speech and then there's abuse of an employer.  just because you live in america doesn't mean you don't have to work for a salary.
996504
Once the employee is taken off of workman's comp.  It is no longer the responsibility of employer to pay anything.  These Dr. appts. should be given to the employee with their benefit time.  Or loss of pay.  It is up to the boss to make new rules regulating time off with appropriate proof after so many, usually three times.  But that is up to the boss.  If you do not find a good answer then you can all ways call the U.S. Department of Labor at 1-866-487-9243 and ask them specifically.  It's a toll free number.
722255
emotional instability, "leave of absence" situations\n\ncheck with your employee handbook or boss, cause it really depends on your job.
685943
1-2 weeks vacation plus holidays:\n\nChristmas (sometimes another day before or after)\nNew Year's\nMemorial Day (some businesses)\nMartin Luther King Day (some businesses)\nJuly 4th\nLabor Day\nThanksgiving (and sometimes the day after)\n\nALL European countries give employees MUCH more time off -- 4-5 weeks, usually.  In USA, you usually have to work 15-20 years before you get that much.
402098
It depends on the company of course, but as a general rule, you - if vacation time is one of the written benefits, you should receive payment for the vacation time equal to your rate of pay.  This is also dependent upon your state's employment laws.  I know that in California, I was able to file a complaint when I didn't receive my vacation compensation and it was ordered to be paid.
758074
Take your vacation and then leave.\n\nYour employer sucks.
489806
OK.. you have to lay down the rules so that there are no uncertainties.  Then, you have to be willing to enforce them.  If you don't want to enforce the rules, then don't put up the rules in the first place.  \n\nNow, in your case, it looks like you are irritated with the behavior of the employee.  Think for yourself first: Is this behavior acceptable or not acceptable?  Is the employee getting the job done?  Is the employee doing the job in the acceptable quality?  Do you have clear set rules for acceptable and unacceptable behavior?  If you do have rules, are you willing to enforce them?\n\nNow, if you are thinking about firing the employee, on what grounds will you fire him/her?  You need to have clear set guidelines or rules so that you can refer to these rules and say that's why you are firing the employee.  Otherwise, without clear set rules, the employee can say he/she didn't know the rules because there wasn't any, or that you didn't tell him/her that such and such behavior is unacceptable.  \n\nWrite down the rules (and the consequences of breaking the rules) in an office Memo, and let the employees read it infront of you, and make sure they understand the rules.  If they don't sign, ask them why they won't.  In the rules, you must have it written that unless they sign the rules, they cannot have the employee privileges of vacations and such and such benefits.  Then, have each employee sign the Memo that they have read, and understand the rules.  This way, you will be covered in case they try to say they didn't know about the rules or the consequences.\n\nNow, when this is done, be ready to enforce your rules.  If the employee breaks the rules, you can refer to the rules and say - you have broken this and this rule, and here are the consequences.  Be ready to enforce the rules.  If you have to fire them, make sure that their behavior or a repeat of behaviors warrant such drastic measures.  If all the conditions are met, be ready to fire them.  \n\nBe sure to consult with a lawyer before you fire them, because some employees will try to take legal action against you.  So, in such a case, if you have proper documentation, you can have some protection.  If you don't you'll be in for some serious trouble.\n\nTake care, and good luck.
1151745
check with your local labor board....and file with them BEFORE you cause a stink at work.  If your boos is threatening you with termination over illegal policies, I am willing to bet the he will say you went to the labor board after some type of disciplinary action.\n\nIn Ca. the employee is not required to find a replacement when calling in ill.....and to be honest this seems like an asinine policy.  Now, if it's to cover a scheduled shift you just want covered, then yes, as the employee you need to find coverage for your shift.  \n\nWhy are you "required" to call in 6 hours prior to calling in ill?  Most people are asleep up until about an hour to two hours before going to work.....how in the world would you know you might not be able to make it in in such a long amount of time????  I would also question the labor board about this policy.\n\nDo you have your "new hire" hand book?  What do the policies regarding sick time state?  Most companies have a legal department to look over such policies.
570159
no.\nif you were fired for misconduct, which is an umbrella for excessive attendance, excessive tardies, embezellment, fraud, misuse of company assets, sexual harrassment etc. \nyour up the creek w/out paddle. however fired for other reason such as poor performance or company cutback.... maybe. and also umemloyment.\n get your company handbook, where you entitled to vacation based in tenure already? \nalso  get in touch with dept of labor for your state.
858567
This isn't a legal issue, it's a company policy issue.  If you are on salary they have to pay you the whole day, because you showed up; however, they can also charge your vacation time for the hours not worked.