Numbers are examples only.
If your insurance contract says your copay is $15; you paid $15 and they are now trying to charge you a $20 copay, you do not owe the extra $5.
However, if your insurance contract says your copay is $15; through some error you were only charged $10 and they are now...
Most of what the average Joe or Josie considers "retaliation" is 100% legal. Nothing you have described constitutes the illegal kind. Nothing you have described meets the legal definition of a wrongful term.
It is ABSOLUTELY legal to "retaliate" against you for giving your notice.
I work in HR, actually. And there have been times where my investigations found for the employee rather than the employer. In fact, I lost my job once because I insisted the employee was right. So don't you make assumptions either.
You don't believe what I'm telling you here? Fine. Look up the...
I'm not insinuating anything but I don't know you from Adam. I have no way of knowing whether you're telling the truth, telling the truth as you see it but are mistaken, or are lying in your teeth. I do know what the law says.
It's not a wrongful termination, period. As I said above, it may or may not be unfair. And if you truly did nothing wrong I hope they hire you back. But you have posted absolutely nothing to suggest that the company did anything illegal. If they do hire you back, it will be because they choose...
But that is why the law does not require an employer to follow their policies and gives them the right to deviate from it.
And I've been avoiding saying this, but it needs to be said.
Speaking as one who not only used to conduct the investigations, but who also trained employers on how to...
That is, nonetheless, the case.
If the company policy provides for step discipline, and an employee is caught red-handed stealing from his co-workers, is it your contention that the employer should provide only a verbal warning and then sent back to work?
Your understanding is incorrect. Unless there is a legally binding and enforceable contract, which the majority of employee handbooks are NOT, an employer is free to deviate from their policy when they feel it appropriate to do so.
Connecticut has a limited reporting time rule. It is industry specific and does not apply across the board. However, because of that, depending on the industry Suzanne might be required to pay her employee for four hours of the day they do not work.
LdiJ, I completely agree with you that it's a bad business practice, given this particular fact pattern. But that was not the question. The question is whether the employer is legally required to pay him. And the answer, in the first scenario, is No. The employer is not required by law to pay...