Do I have recourse against my employer for broadcasting my suspension to coworkers? I was suspended for a day and the manager sent out an email to at least 13 other people with suspension written on the schedule. What recourse do I have? This is very humiliating to me.
No. Absent some collective bargaining agreement to the contrary, you have no recourse because you have not been legally wronged. You have no right to privacy in this regard. You have no right to be free of humiliation based upon truthful statements. If the email is truthful and you were indeed suspended, then the manager is entirely appropriate in sharing that information, and indeed has a need to do so. You would have no recourse in Tennessee, even if your manager gave a national television interview on your suspension and truthfully stated all reasons for the suspension and threw in statements of opinion disparaging you. Humiliation is only actionable if it amounts to "outrageous conduct" beyond mere truthful speech (e.g. throwing your clothes in the toilet or secretly putting some self-disparaging statement on the back of your uniform) and was calculated with a specific intent to cause you extraordinary emotional harm that was not necessary for some legitimate purpose.
united-states Under US law, unions and employees enjoy a set of protections codified under the National Labor Relations Act. Some of those rights specifically pertain to strikes, and in particular, employees engaged in &quot;lawful&quot; strikes cannot be fired merely for striking (but they can be replaced). Stack Exchange, Inc. takes the position that moderators are not employees and are not subject to the NLRA. Their reluctance to use the word &quot;strike&quot; likely stems from this position. If the moderation strike were a &quot;strike&quot; within the meaning of the NLRA, that would imply a large and complex set of restrictions on how Stack Exchange may respond to the strike. It would also suggest that moderators, as employees, have a right to discuss their &quot;workplace conditions&quot; with each other or the public - which might be construed to include some or all of the moderation policies that Stack Exchange has distributed in private (but I'm somewhat doubtful of that). Of course, it would also raise serious problems under the Fair Labor Standards Act (moderators are unpaid and the FLSA sets a minimum wage), but that is a different law, and it is theoretically possible that a court would rule that moderators are employees for NLRA purposes but not for FLSA purposes. I have never heard of such a ruling actually happening, and it is far more likely that moderators are not employees for either purpose. Still, it might be unwise to refer to the strike as a &quot;strike,&quot; just in case the issue gets litigated.
I can't see anything to say this is a state-wide ban. Do they have to give an opportunity to return unused fireworks for a refund? The ban imposed by Portland Fire and Rescue appears to relate to the use, not possession, of fireworks so I assume that the stores' / State's regular refund policies would apply. Due to unusually hot temperatures and dry conditions, PF&amp;R is announcing an immediate ban on the use of all legal and illegal fireworks...
Can an employer be required to provide an escort from office to vehicle? No, at least, not on the theory articulated in the question. I can imagine some circumstances where it is conceivable that there might be a duty arising from some other source, like an OSHA regulation applied to a firing range business, or an express contract with the employee (some employers provide an escort as a matter of right in the evenings or at other high risk times, as an employee benefit, especially college and university employers, in part, because they have worker's compensation liability while an employee is still on a large campus, in part because it helps attract employees who may feel vulnerable, and in part because of an attitude that the employer wants its employees to be safe at dangerous times of day and this shows that the employer cares about them), or a court injunction related to a labor-management dispute where the employee is a scab. There is no such employer duty, but an employer does have strict liability in almost every case (there are some minor exceptions for very small employers and criminal conduct by an employee who is injured when the criminal conduct is clearly outside the scope of duty of the employee) for injuries and death in the course of employment from any cause whatsoever pretty much (including criminal actions of third-parties) which is generally fully insured by worker's compensation insurance. The exact details of when someone ceases to be at work for worker's compensation/employer liability is buried in case law and regulations (for overtime and minimum wage purposes, the standard is "portal to portal" but workers compensation/employer liability need not be identical, although once you are clearly no longer on the employer's premises and commuting after a day's work is done or before a day's work starts, you are clearly not covered). But, any place where there is employer liability at all, it would be worker's compensation covered. Usually, if the employer is required to have worker's compensation but doesn't, the employer likewise has strict liability for the same harms, but the damages that may be awarded are not limited to those that worker's compensation policies would cover. This leaves the employee with at risk travel between the office and the vehicle. It seems reasonable as well that as the employer prohibits the employees self defence, they would be responsible for the employees defence between office and some safe location (i.e. vehicle). This theory pretty much always loses. An employee walking in an ordinary, non-wartime environment without a firearm is not "at risk" in a meaningful sense, any more than someone who didn't choose to carry a firearm who goes about their daily life (or is prohibited from carrying one due to past conduct such as a felony or a domestic violence protection order or a domestic violence misdemeanor or a condition of parole, probation or bond pending criminal charges). Also, the employee is not being prohibited from engaging in any kind of self-defense or protective action whatsoever (or from asserting self-defense rights if a firearm is carried contrary to an employer rule) just from carrying a firearm at that particular moment (on pain of losing a job, not forfeiting a legal affirmative defense under criminal statutes), which is one of many means by which a person can protect themselves from crimes.
Legally, they can kick you out for any reason that isn't illegal discrimination. They can't kick you out for being black. They also can't kick you out for being white. But they can kick you out for not liking your face. Now the question is: Who can kick you out? The store owner obviously can. Anyone who is given the authority by the store owner can. Actually, anyone with the apparent authority can kick you out. However, everyone other than the store owner has been hired to work towards making profits. If throwing you out is bad for business, then whoever did it would have to answer to the store owner. So the ex-friend can't go to court for throwing you out, but they might get into trouble with their boss about it. PS. I interpreted "kicking out" as saying "Please leave our premises. If you don't leave then you will be trespassing and I will call the police", not actually kicking the person with your foot which would be most likely assault.
If I did not sign promotion bonus document, my career would be over. Is this duress? No. The premise is hardly true or even logical, and what you describe falls short of duress. Not every imbalance of bargain power implies duress. First, it seems that you could have declined the bonus, thereby preempting the sanction/remedy for leaving within 12 months. Second, it seems hard to prove (and unrealistic) that your career would have been over if you refused to sign the document. The employer can easily refute that allegation by pointing out that there are many others who did not sign that employer's document and yet work elsewhere as investment bankers. You would need certain, additional context to reasonably allow for a conclusion that your career altogether depends on what happens with this single entity. Third, your mention that "the bonus mitigates the horrendous weekly hours" reinforces the idea that signing the document was your preference (namely, for the purpose of obtaining some additional, non-compulsory stimulus) rather than employer-inflicted duress. The rationale and decision for acceptance of those conditions reflects that you knowingly exercised your freedom of contract. A party is not entitled to void a contract only because he belatedly changed his mind about conditions of which he was aware beforehand.
It depends on the nature of the strike. If a strike is &quot;protected&quot; (allowed under the NLRA), you cannot be fired but if the strike is illegal, you can be. If the strike is legal and was at least in part over an unfair labor practice, you must be immediately reinstated after the strike ends. If the strike is over economic issues, you might have been replaced with a permanent employee so you are placed on a preferential hiring list. However this right to reinstatement can be lost if you engage in serious misconduct in connection with the strike or picketing.
The real question isn't whether there is a law, but whether you want to keep your job. If you want to do something that you believe will affect your company negatively, and you ask whether it's legal or not, the question alone should show you it's a bad idea. And another question is whether you can be sued, and what it will cost you even if you can win a case, and the answers to that are "yes" and "a lot".