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aquarius2001

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  1. I don't think Fallen could have been more clear...if you don't want to be responsible for the debt, then don't buy the house. Being "a week away from closing" is not closing the deal. I know that it's a long road purchasing a house, but even if you found out something on the day or hour before closing, you still have that option to WALK AWAY.
  2. I understand your frustrated, but honestly, unless you have some serious proof (evidence) that your mom and/or other members in her protected class (i.e. African-Americans) were discriminated against by this employer, you're really wasting your energy with the NAACP or any type of civil rights violation claim. Look, I don't know this employer or your mom, and fact is, this employer may have discriminated against her. Who knows? But from what you've written, the reason she was terminated has nothing to do with her race, gender or age. Your own words were that it was (allegedly) because she caught him with his secretary. People that you say you have spoken with who have basically told you the same thing, I'm sure are telling you that you (actually, your mom) has no case...because, without proving any elements of discrimination, you don't have a case. Sorry. If you want to assume that this equates to people thinking "he's right, and your mom is wrong", well, that's your right. But there's really not much you can do without proof.
  3. Unfortunately, as a result of so many elderly patients being abused by their caregivers, many employiers and/or relatives of the elderly patient have resorted to using surveillance cameras to record activity of the caregiver.
  4. Your second post was just as confusing as the first.
  5. FIrst of all, to answer you question....NO. Knowledge/Skills/Abilities requirements for particular positions are determined by the employer. Additionally, sometimes employers may choose to accept experience in lieu of education/certification. So, no, I know of no such law mandating education requirements for "management" positions.
  6. Here's the link to your original question. http://boards.answers.findlaw.com/n/pfx/forum.aspx?msg=83540.1&nav=messages&webtag=fl-employment
  7. CURIOUS1969 said... Can I fire her for taking off to much without getting in trouble for doing so. Yep. (Read up on At-Will employment by searching for it on the FindLaw website). (I'm assuming that you don't have any employment contracts with your employees, no Collective Bargaining Agreements, or any Emloyee Handbooks where you might have somehow "implied" guaranteed continued employment for any particular amount of time).
  8. 1. Attorneys do not have to accept all cases brought to them, but generally, the rules for outright refusing to represent a client include: the representation will result in a violation of the professional rules of conduct (or other law) or the lawyer's physical/mental condition materially impairs their ability to represent the client. Or, maybe the attorney doesn't see any real legal claim that the client perceives is there. 2. As far as can you use the Bible as evidence...that would be up to the judge on whether or not they would allow such evidence to be admitted into evidence. Basically, you could bring in whatever evidence you thought supported your case, it doesn't mean it will (or won't) be accepted. Who knows what a judge will allow to be admitted.
  9. If you are an at-will employee, due process is not required. Basically, without an employment contract you can be terminated for any reason (barring discrimination, violations of public policy, refusal to follow illegal orders from your employer, etc). Since due process is not required, this means your employer does not have to explain to you why they are letting you go.
  10. Are you the parent of the child who was hit by a car or are you just some concerned citizen? How have you been injured by this situation? If you haven't been damaged, you have no legal standing to sue anyone over anything.
  11. Wow. (That was alot!) =) Couple of things here: 1. Just wondering, but why you felt it necessary to disclose so much of your personal business to your employer? 2. You mentioned that you felt that your "representation (HR)" did nothing to support you. HR does not represent you. If anything, they represent management. Unless you are part of a union (or hire legal counsel), you have no representation (other than yourself). 3. You wrote alot, but I didn't see much as far as possible discrimination. Were the comments made to you disparaging against homosexuals? Or if you're in a minority class, were any comments made disparaging members in your protected class? 4. As far as whether you quit or were fired...to me, it sounds like you were fired, but explain your situation when you file for unemployment and let those folks decide.
  12. It's a bonus, which means your employer is not even required to pay it. So I don't see what the problem is if the employer chooses to pay a higher retention bonus to those with extensive backgrounds/experience over others. Again, it's not required. In fact, they could choose to pay some who are working on specific programs/areas a bonus to retain them, while not offering a bonus at all to other employees.
  13. Do you really need someone to answer that for you? The answer is quite obvious...No.
  14. As long as your co-worker is not doing anything criminal (i.e. theft, vandalism, embezzlement, , etc). there's nothing you can do. If he/she has no work ethics, and the person who employs him/her doesn't mind...oh, well. Press on. The last thing you want to do (IMO) is constantly nag your boss about this co-worker who your boss has obviously told you (in one way or another) that they don't really care. Maybe your boss is taking notes on this person and plans to deal with it during a review. Who knows. Bottom line is, it's not really any of your business. If this co-worker is really slacking off (or whatever), it'll catch up to them eventually.
  15. This was your original post: "fired because a customer did not paid bill. was told the customer belives stay on the job to long.two people on the job but other person not discharge. going to hearing because employer is fighting unployment claim. i did nothing wrong and i believe its my word aganist the customer" It is difficult to determine what your question with regards to any alleged "wrongful discharge". "fired because a customer did not paid bill" and "was told customer believes stay on the job two (too) long" Sorry, but those statements are confusing. Can you clarify this a bit?
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