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cbg last won the day on April 17

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About cbg

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  1. Allow me to clarify. No state, including Tennessee, places an obligation on all parents of all disabled (or terminally ill) adult children to support them. However, as pg1067 points out, in all states, including Tennessee, there is provision for a parent to be required to provide support to a disabled adult child. Which is why I said that the absence of a law requiring it in all cases doesn't mean that you can't be required to.
  2. And neither do we, since you're so cagey with the facts. Consult local counsel.
  3. No, there is not a law in Tennessee (or any other state, either) that requires a parent to retroactively pay support for an adult child, even if the adult child is disabled or terminally ill. However, the absence of such a law does not have anything to do with whether YOU will or will not be found responsible to make such payments. And since you have provided no facts for us to work with, we can't answer that question. For example, WHO is suggesting that you should be made to pay retroactive child support for an adult child? WHY is there a court hearing? WHAT has happened that all of a sudden, anyone is looking to change the status quo?
  4. I read it as wondering if she could collect UI. As she quit, that's doubtful in the extreme but there's no harm in applying.
  5. And I would like to win the lottery without buying a ticket. It's about as likely.
  6. Would I have a snowball's chance in hell of winning if I filed a lawsuit now? No. Could I file a lawsuit against the company I worked for? No.
  7. Hmm... I do see your point about the semantics in my post, pg1067. Thanks. To the OP: Exempt employees ARE compensated for the time they work. The fact that they are not granted extra compensation for working extra hours doesn't mean the time is unpaid. Non-exempt employees do not get paid when they don't work, whereas an exempt employee who takes off an hour early to go watch his kid's soccer match doesn't get docked for it. Does that bother you as well?
  8. Curious that you are only concerned with exempt employees. So you're okay with non-exempt employees being required to work in these circumstances? BTW, salaried and exempt are not synonyms. All salaried employees are not exempt; all exempt employees are not salaried.
  9. It is legal because there is no law that makes it illegal.
  10. These are all excellent questions to ask your lawyer.
  11. FMLA in ALL states covers employees with 50 or more employees within a 75 mile radius. That's a Federal law and a Federal definition.
  12. Okay. So what are they doing specifically and why?
  13. I'd like a few more details before I confirm Jack's response or refute it.
  14. Just as an FYI, in Florida (and in a great many other states) PTO and vacation time does not vest the way it does in states like California or Massachusetts. There is no legal right to a payout of earned but unused vacation in Florida. There is not even a requirement that employers follow their policies, or at least there wasn't last time I looked. So while I agree that it stinks, barring a bona fide contract or CBA that expressly promises the payout of unused PTO, nothing illegal seems to have occurred.
  15. On his 18th birthday, he can move anywhere he wants. Before he turns 18, he lives where his mother says he lives. If his mother says he can move out, he can; if she says he cannot, then he cannot. It really is that simple.