Is it okay to have my parents make a legal contract for me to live at their house and then collect BAH?
Thanks to all who have answered. I got the information that I needed. Though, I am not technically paying rent, I do put in work around the house by keeping the house clean, cook dinner for my parents when they work late and buy my own groceries (I have my own section of the house with small kitchen saved for a guests living area). Hell yeah I can't wait to move away from here but I don't want to worry about my belongings either... not to mention I have pets that need to get used to living here while I am away.
Is it legal for a 16 year old to work 8 hours straight
Depends on the contracts. Breaks and overtime etc are preset.
Forcing to work extra hrs without pay?
According to the 48 hr working directive, my employer can not force me to work more then 48 hrs on average. My contract says, my hrs are 30 hrs M-F and at times OT maybe required and it's without pay, but OT must be approved for pay. He won't approve the extra pay, 'cus I'm a salaried,not hourly. To him that means I get nothing. Can he force me to work 48 hrs a week without any additional pay? for the past 5 months he has been forcing me to work an extra 18 hrs a week without pay 'cus of this. How is this any different then any other slave/sweatshop labour? - Perhaps a bit dramatic on the comparison, but you get the point. I don't except OT pay as in time in a half, but I do expect my equivilent hourly rate or time in lou, something other then working for free
How many days holiday am I entitled to per year? Is there a legal amount?
there is no obligation i saw anything betwween 20 and 32
In an absconding case of an employee, what legal actions can an HR person take from the employer point of view in India?
DISCLAIMER: ABSCONDING IS NOT TO BE DONE AND THIS POST IN NO WAY IS HELPING YOU TO TAKE ACTIONS ACCORDINGLY. PLEASE TREAT THIS ONLY AS SOURCE OF INFORMATION AND I AM NOT LIABLE FOR ANY ACTIONS TAKEN HEREWITH.HR cannot sue you or file a court case until and unless you have stolen some information/data or intellectual property which is not to be shared in public domain (remember you signed a contract/bond)Actions can be taken as below:Step 1- HR will try to reach out to you on your phone no.s (cell, landline, family members phone no., any emergency contacts you have shared during joining). This follow up can be done for various durations- days to weeks (normally not more than 2 weeks). Along with this various emails will be sent to you on your personal mail ID. HR will also talk to your friends in office, colleagues etc. (investigation!), you will become a center of gossip in office for few days :PStep 2- In case HR is unable to catch hold of you through any of the above, you will be declared as absconding in company records and your employment will be terminated with immediate effect.Step 3- You will not be provided with any relieving letter/mail, your salary from the date of absconding (depending on where it falls in pay cycle) will not be processed, no full & final settlement will be provided. All your access will be cancelled (including removal of access on your laptop from company server, VPN etc., in case you have taken the laptop with you).Step 4- In case company is using tools like SAP etc, they can share the same information with other companies and you can be blacklisted in market. HR's do share information across industry specially in MNC's. Next company can easily find out your past actions accordingly until and unless you are getting into your own business of course!P.S.- ABSCONDING is highly UNETHICAL and should be avoided, as it causes a lot of pain to the HR team and company who have invested and trusted in you.
Can my employer force me to work extra hours during the notice period?
If by the notice period you mean during the time period you offered to work after you found a new job—typically two weeks in the United States, the short answer is probably not.If the rest of the team is working long hours and you’ve given two weeks notice, it is at the least a nice gesture to participate in some overtime hours at work. Again, though, it’s typically not something an employer in this country would try to force the issue on with the soon-to-be ex-employee. One reason for this is because this person might decide to just leave suddenly altogether, and without working any grace period before starting a new job.One reason for working extra hours during the notice period is to maintain good relations with the soon-to-be ex-employer. Why would you want to do this? Well, for a variety of reasons: you might like a reference from the former employer or perhaps you’d like to leave the door open to return should whatever you’re moving to not work out.What happens on the other side of the coin with respect to employer-employee relations when there are reductions in force, is, depending on the industry—say banking and/or securities, employees being escorted from the building upon the day and time of their dismissal. This is usually due to some company secrets or sensitive information that a competitor might gain an advantage, if for example, an employee has time to check/download their computer for important files, etc.As someone who’s tried to maintain good relations with all my employers—even those who’ve laid me off, I recommend finding a happy medium. Perhaps you could work some extra hours during the notice period, just not the full gamut of hours that all remaining employees are working.The caveat in this discussion is whether or not you are bound by some pre-existing conditions or stipulations in a pre-employment contract you may have signed. Maybe you agreed to work overtime in the event you give notice.In cases such as this, you could face legal repercussions for refusing to work extra hours during the notice period.I am not a lawyer. I only think like one to cover my rear end as best as possible. When something’s beyond one’s legal scope of knowledge, these are occasions best served by experienced legal representation. Know your limitations and be aware of the breadth of your commitments pre-employment-wise, for situations such as this one you just inquired about.
Breach of Contract?
First, before you can sue for Breach of Contract you need to show that you had a contract . Second you also need to show that you approached your employer BEFORE you quit and challenged him on the fact that conditions of your contract were in conflict. The employer could always say they were going to get around to it but you quit before they could implement the program. If other cases of the same infraction are on the books your may have an opportuntiy to join in a class action lawsuit ....many people claiming the same thing. This is a more powerful complaint, and cheaper for you and the other members of the class because you divide the cost of any legal fees. It also is more difficult for a defendant (your employer) to refute the claims if a large number of people all have the same issues. If you know the person filing a previous lawsuit, find the same attorney they used. Much of the leg work in filing the previous lawsuit would have already been done....and the lawyer may have the option to work you into a class action against the employer. There are also precedences in may states now that show if you were provided with an employee handbook or company rules and regulations as part of your interviewing process....that handbook and set of rules are a binding contract. For instance if the rule book said you were to get annual performance apprasials and you did not....the company violated their own policy...and hence a contract with you when you accepeted employment under the conditions of the company rule book.
I am working as a lifeguard in NJ and I work 50+ hours a week. Should I be getting paid overtime?
The term “seasonal employees” is generally used to refer to workers employed in industries that are cyclical and, thus, do not have continuous year-long business schedules. Other than agricultural (which is its own world when it comes to employment law), there is an amusement/recreational exemption that certain industries may use. The basic idea is that these businesses do not operate year round, so most of their earnings must come in a relatively short period of time. That may mean long hours for employees.
Is it legal to keep a deposit on a tattoo that is not going to get done?
If a person placed a $150 deposit for a tattoo, and decided not to have it done, is that personal legally entitled under California contract law to receive the deposit back? The business card reads appointments must be canceled 24 hours in advance, and deposits are non-refundable. Perhaps I am mistaken, but printing something on a business card does not constitute a contract, and keeping money without giving anything in return is definitely not fair business. I believe, legally, if the appointment was cancelled well in advance, the money is due back since the tattoo shop did nothing in return for it, nor did they suffer loss in money or business.