How do I write a permission letter to my boss so as to take a day off for my daughter's immunization?
Do you need a permission letter? In the UK we are entitled to time off for children's appointments, so it's usually nothing more than an informal conversation or email exchange with your manager to tell them you won't be in, as your child has their vaccinations.If you're not entitled to paid parental leave for the day off in these circumstances, then I imagine it's the same as asking for a normal day off. Do you usually need to write a letter asking for a days vacation and telling them why you need it?If you do still feel you need to write a letter, I'd keep it short and to the point. Just something along the lines of “I'd like to request a day's leave on (date) to take my daughter for her doctor's appointment, as her vaccinations are due. Please let me know as soon as possible if this is authorised”.If you think your boss will not grant permission for whatever reason, then check your colleagues rotas to check there is no clash and add if relevant: “I have checked with my colleagues and no-one else has leave booked in on this date so I have ensured sufficient cover of duties”.The idea is to make it impossible for them to say “no” to you, without seeming ridiculously unreasonable. If they are anti-vaxxers, then don't mention what the appointment is for at all. Just say “to take my daughter to the doctor". They have no right to enquire further as to the reason for the appointment. Your daughter's health is none of their business.
Can my boss put in PTO hours for me without my permission?
I am a full time retail manager and accrue PTO based on the hours I work every week (up to 200 hours of PTO). Between maternity leave at the start of the plan year and not being scheduled a full 40 hour work week since I came back I will not accrue my maximum amount. I have been trying to save up what I will have for a family vacation in May (which my boss has known about for a year.) When I recently went to check my PTO balance before submitting payroll I discovered she has been putting PTO in for me on weeks that I am not at 40 hours. She has done this multiple time and now I am at a -50 hours PTO balance. Can she do this? What can I do about it?
Is it illegal for someone to put my name in the electricity bill without my consent?
Yes, I live with my mother and her boyfriend. My mom told me it was a "learning experience" because I apparently used the electricity a lot, which isn't true, just saying. I don't have a job and they have been taking my SSI money to pay off the bills so I don't know if that makes any difference. So she basically just told me the bill was now in my name and I was left a bit confused, being 18 at the time and a legal adult I knew what they were doing was wrong to some degree but still don't completely understand why they would do it and put me at risk. I would find it easier to call the company and get things straightened out since I don't have my license or a ride to the office besides my mother and that could possibly lead to problems. I pretty much just tried to ignore the problem because I don't want to start issues with them but I don't want them to ruin my credit.
An angry customer threatened to report me to my boss?
I work at a leisure travel office on a military installation. I got word this afternoon that one of my client's husband had passed away and she needed to cancel her vacation package I booked for her. To try to get her as much as her deposit back, I had to file a cancellation request and all the paperwork today since the vacation is fast approaching. So I got all her information together, typed up a letter on company letterhead explaining the situation and went to fax this to the company. I'm not sure if I'll be able to get her money back since she didn't buy insurance but I'm trying my best for her. Well, our main office closed early today for Memorial Day weekend. This is where the fax machine is at. So I had to put up a "The Office Will Re-open Shortly" sign on the door and go find a fax machine that worked. Finally I found one but I had to go to three other facilities across base to find it. When I got back to my office I had a nasty note slid under my door. The customer went on about how she drove an hour to base to come see me on her note. She left her number and I called her back immediately. She yelled and cursed at me for wasting her time. She said she was driving back to base. Quickly I asked what she wanted. She wanted tickets that we didn't carry in stock and then for a specific hotel that I was unable to book. So I couldn't help her anyways. She said she was going to report me to my boss. I apologized again and she told me to go to hell. I'm the only one who works in the office so I have permission from my boss to close the office if I need to run an errand. I try not to do so, but it was 3:30 the Friday before a holiday so I thought it would be alright. Plus it was important to take care of my customer. The people in the business office (including my boss) cut out an hour and a half early. Otherwise I would have been able to fax the document right away before driving all over to find another working fax machine. It probably took me 20 minutes to do so. What do you think I should do? Should I tell my boss what happened first so she hears it from me before the angry customer? Just trying to help and do my best and it always seems to backfire on me :( Thanks for the advice!
Employer Changing Schedule without notice...help?
I work for a building maintenance company ( Carpet Cleaning, Maintenance and Restoration). Our schedule varies from week to week. Basically we don't have set days off. Sometimes if there is work pending on a certain day, our employer will put the word "Surplus" or "Pending" so that we know not to make plans for that day in case we do have to work that particular day. Our employer will also put ourdays off as "Off" for that week.When our schedule gets posted, I like to make plans as soon as I see what days off I have for that week. Well our schedule gets posted on Thursday and I see that I have Monday(Stat) ,Tuesday and Wednesday off. And I have a "Surplus" shift on Friday. So I start making plans. I come in to work Friday afternoon to work my shift. I double check the schedule and see that nothing has changed. I leave the office to work on our scheduled sites, I come back to the office, and I see that the schedule has been changed. I now have to work on the days that were marked as "Off". I sent an email to my boss as follows, {[Dear Boss, If a schedule has a "Surplus" shift typed in , I understand that I shouldn't make any plans for that day...but if it says "off" and then the schedule gets changed, what recourse do I have? I've already made plans. I can't live my life like this.]} So basically what I am asking is, can an employer just arbritarily change your schedule at any time or do thay have a certain time limit from the day a schedule is posted. I heard that an employer can make changes to a schedule within 24 hours but after 24 hours, they have to ask the employee. If anyone has an answer or a a link to the answer in the Labor Code, your help would be much appreciated. I just want to make sure that I am armed with the proper answers before I face my boss. Thanks
Can an employer punish an employee for missing work, due to a court date?
The only “court date” for which an employer is legally required to allow you to take time off without penalty is jury duty. This does not mean they must pay you. Some states require employers to pay employees for jury duty, many do not.Otherwise, there are no laws in the U.S. specifically requiring an employer to grant you time off without consequence. The “rules” for a court date are based on standard practice and the company’s policies as published in its employee manual pertaining to time off.Typically an employee is expected to give an employer some notice of his or her intent to take time off for any purpose, and this would apply to a court date equally.At the risk of sounding facetious, an employer cannot physically compel an employee to come to work or remain at work under any circumstances. Obviously, if you have a court date, you do not want to miss it. The penalties, depending on what you’re going to court for, can range from fines to dismissal of the case (if you are the plaintiff) to jail time, so you should go regardless of your employer’s policies.All an employer is obligated to do is treat you equally with all other employees and in accordance with written policies. You can generally use personal time off (PTO) or vacation time for a court date, but you cannot use sick time (if your company separates this from PTO.)If your employer feels you have not given adequate notice, or that the amount of time you are taking off is excessive, or they are simply unwilling to deal with your absence, they are generally within their rights to terminate your employment. (This depends on whether you have an employment agreement and whether your company and/or state have an “At Will” employment environment.)You should ask your company HR representative to be sure.
My employer is clawing back promised vacation time. What can I do?
When I was hired I was negotiating extra salary and vacation. They said that the company policy was only to give a certain number of weeks, however they would get around that rule by making one week of vacation 'unofficial'. Unfortunately my old boss has now left and now the company is saying they don't have to honor the extra vacation. I have tons of documentation and proof of the vacation, how it was promised, and when I took it in the past. However, looking in the written contract the extra vacation isn't stipulated :( My question is do I have any legal recourse to make them uphold their original promise and/or lay me off. They definitely don't want to lay me off as I'm a good employee. They'd also be forced to give me severance which is a lot better for me than just quitting over this. Clearly if this was used as a 'technique' to claw back everyone's vacation that would be unacceptable (both legally and ethically). I figure this might qualify as constructive dismissal since even though it's not in my contract my job is being materially changed. Also, I could argue the vacation was in a verbal contract specifically overriding the written contract, since it is clear the verbal contract was the one which was enforced in practice. Please no uninformed answers!