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PayrollHRGuy

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PayrollHRGuy last won the day on March 21

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About PayrollHRGuy

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  • Birthday 03/29/1962

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  1. You received the best answer you are likely to receive from anyone that isn't your lawyer.
  2. Have you contacted your CC processing provider? If not do so.
  3. There are only forms for DUIs under 22 because Hawaii doesn't allow them for DUIs that happened when you were over 21.
  4. I have to disagree. While firing has no legal meaning in most states it is a common word used to denote "discharge" which is how most states legally (in UI law) denote termination for cause where "layoff" denotes lack of work. It sounds like the OP's coworker is among a number of employees whose positions are being done away with by the employer. That is a layoff. The OP's coworker is lucky in that the job is being moved to a new company and they are hiring. The OP's coworker should also be aware that not accepting the position with the new company will likely cause him to be disqualified for UI unless they won't hold the job offer open until he returns for STD.
  5. I have to disagree. While firing has no legal meaning in most states it is a common word used to denote "discharge" which is how most states legally (in UI law) denote termination for cause where "layoff" denotes lack of work. It sounds like the OP's coworker is among a number of employees whose positions are being done away with by the employer. That is a layoff. The OP's coworker is lucky in that the job is being moved to a new company and they are hiring.
  6. California employers must comply with the FMLA if they have at least 50 employees for at least 20 weeks in the current or previous year. Employees are eligible for FMLA leave if: they have worked for the company for at least a year they worked at least 1,250 hours during the previous year, and they work at a location with at least 50 employees within a 75-mile radius.
  7. Does your Arkansas city have a Civil Service Commission?
  8. He isn't being singled out because there are 6-7 other employees in the same boat. Even if he is under FMLA protection he isn't protected from a layoff that would have happened even if he had been there.
  9. That doesn't relieve your parent's of responsibility. You have no right to stay on school grounds after school is over for the day. I'd suggest you tell your parents about what the vice principal said and let them work out your options.
  10. You said your sought legal counsel. Did you hire legal counsel? What does he or she say about it? I can only assume that you and your husband are estranged. Who has custody?
  11. It is your parent's responsibility to get you to and from school. The report to the police would be trespassing.
  12. There is nothing in the OP's post that this has anything to do with her work environment. As I read it I thought she was a tenant. Also just because a co-worker knew about a previous incident doesn't mean the employer knew.
  13. From https://www.uscis.gov/i-9-central/mergers-and-acquisitions The records can be kept at either or both sites. MERGERS AND ACQUISITIONS Employers who have acquired another company or have merged with another company may choose to treat employees who are continuing their employment with the related, successor, or reorganized employer as: New hires, in which case employers must complete a new Form I-9, Employment Eligibility Verification; or Continuing in employment, in which case employers must obtain and maintain the previously completed Form I-9. Form I-9 Employers who choose to complete a new Form I-9 may do so before the merger or acquisition takes place as long as the employer has offered the acquired employee a job and the employee has accepted the offer. The employee must complete Section 1 no later than the first day of employment and the employer or the authorized representative must complete Section 2 within 3 business days of the employee’s first day of employment. Employers should enter the effective date of the acquisition or merger as the date each of these employees began employment in Section 2 of their new Form I-9. Employers who choose to keep the previously completed Form I-9 accept responsibility for any errors or omissions on those forms. Employers should review each Form I-9 with the employee and update or reverify the employee’s information, as necessary. Employees Hired on or before Nov. 6, 1986 Employees hired on or before Nov. 6, 1986, who are continuing in their employment and have a reasonable expectation of employment at all times, are exempt from completing Form I-9. If you determine that an employee hired on or before Nov. 6, 1986, is not continuing in their employment or does not have a reasonable expectation of employment at all times, the employee may be required to complete Form I-9. For more information and to determine if this applies to any of your employees, see 8 CFR 274a.2(b)(1)(viii) and 274a.7.
  14. What your HOA can assess dues for will be controlled primarily by the rules that set up the HOA.
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