Washington Employment Legal Questions

Yes, if he made a comment that defamed your reputation, then you could sue him for defamation and slander. I am sure that counsel in your jurisdiction would be interested in at least looking at the case to take on contingency fee. Reason being is the car dealership may have an insurance policy that protects their employees and covers their employees for acts like this defamatory acts like this.... Read Answer

If the job offer is legitimate, pays you a reasonable sum compared to to the job you had, and assigns you duties commensurate with your training, experience and similar to what you did before, then rejecting the offer MAY create a problem for your receiving unemployment. BUT, if you encountered various malicious acts or harassment at the job making it objectively unreasonable for anyone in your postion to return to that same environment, you might have a valid excuse for refusing this.  At a minimum, you should contact the job to see what they are proposiing and express your concern about being terminated all over again.  You may then want to meet with an attorney to review this further... Read Answer

Most states have laws that protect against retaliation for complaining about unpaid wages. This includes failing to correctly pay you the appropriate rate of pay.  An employer cannot reduce your rate of pay without FIRST informing you of this. If the employer knew you were complaiing about your wages or learned of the complaint you filed before it terminated you, you will have a strong retaliation case. Some states also require that the employer cooperate with your order of protection and are prohibited from taking any action against you to protect yourself against domestic abuse.  This includes getting an order of protection.  You should discuss this with an attorney from your state to see if your state has a similar law.... Read Answer

you should file an appeal with GA DOL. (You only have 14 days to do so, do not delay) They will then hold a hearing, where the employer will be required to prove the allegations. If they do not prove their case, you win. You should have an attorney with you at that hearing. Do not go alone.... Read Answer

Schedule all physical therapy for non-work hours. Do not take time off work for doctor appointments or physical therapy. If the therapy company will only provide therapy during your work hours, find a new therapy firm on medical provider network. Several schedule physical therapy at 6am and 6pm. The Labor Code DOES NOT pay you for missing time from work for treatment; this is an Urban Legend. Some employers pay people for attending therapy during work hours, but this is a gift from the employer, it is NOT a requirement of the Labor Code.... Read Answer

Yes, you can be sued. There was a contract, just not in writing, which is something you should never do. Get a form agreement detailing what you are to do, when it is supposed to be accomplished and that any changes must be acknowledged in writing by both parties. In the change order, include a section on changes in the contract price.... Read Answer

Your employer is most likely breaking the law. However you have not given enough information. What do you do? What equipment do you use to do it? Where do you do it? Who oversees or supervises your work if anyone? Are you hired by the job? Or do you work some consistent hours even though you don't clock in? If you are not paid at least minimum wage and time and a half for overtime and you are an employee then yes your employer is breaking the law.... Read Answer

If you have accounts with them, then they are not garnishing, they are setting off. You need to move your accounts from that bank. If they are garnishing, it is because they got judgments against both of you. You need to contact the bank's attorney and make payment arrangements or file bankruptcy. Bankruptcy would be a more permanent solution.... Read Answer

Did you sign any contract with the City? Did they ask you to sign another set of documents when they put you on payroll? How did they explain to you why they are putting you on payroll? And what do they really mean by telling you that, even though you were on payroll, you were still a "contractor"? It does not sound right to me, but I would want to see the actual documentation that you were provided and you possibly signed. In general, if your statement fully describes your situation, I would argue that you were in fact an employee for all intents and purposes, including your seniority, etc. That stated, a contract that you may have signed could state something different, and if so, this becomes a "grey area" possibly subject to dispute. All in all, I think you raised a good question which is worth looking into in detail. I recommend requesting a complete copy of your file from the HR, including any documents and contracts you may have signed since you started with them.... Read Answer