Can my employer hold my 401k funds and not allow me to continue to contribute? My employer stopped taking my my 401k contributions after 12 years of my participation. They said since I am a union member I was never really eligible. However they won't release my funds so that I can start my own IRA.It seems to me if I can't contribute to the 401 my participation has been terminated and they should have to make the appropriate distributions. I appreciate any information anyone has on this subject.
There is no federal rule barring union members from participating in employer-sponsored 401K plans. And as described at this site 401K plans are often offered by a union directly to its members. However, it is possible that your employer's plan is not (or is no longer) open to union members. You could ask for a copy of the written rules under which they say you are not eligible to make further contributions. If you cease to be an employee, the plan must allow you to withdraw your account. It must also allow withdrawals once you reach age 59 1/2. It is usual for a 401K to allow you to withdraw at any time, withholding the proper IRS penalty, or accepting a statement that you will roll the money over to a qualified IRA account within 30 days. Many plans allow direct rollovers, in which the plan sends the account balance (or part of it) directly to such a qualified account. This is often the best method, because it avoids any error that might trigger a 10% penalty. You might want to ask if direct rollovers are supported by your plan. Get the answer in writing, especially if it is "no". However, a plan is not required to support direct rollovers. In fact I cannot find any rule that requires a plan to permit withdrawals for current employees prior to age 59 1/2, although I have never encountered a plan that forbids all such withdrawals. You could ask for a copy of the plan's written rules on withdrawals. Once you have a copy of the rules, you can consult a lawyer with knowledge of 401K law as to whether the plan can deny your request, and what steps you might be able to take. See also the article Challenges of Retirement Plans for Union Members: The collective bargaining agreement rules from Plansponsor for some relevant information.
In germany, this is called Friedenspflicht. Both employers and employees (and their unions) are required to refrain from strikes and lockouts in disputes on issues which are covered by a currently valid collective bargaining agreement. The agreement may also stipulate that there will be no labor actions on issues which are not covered, as long as the agreement is in force, but that is not necessary. Example: There is a collective bargaining agreement on wages, which is still running. Strikes for higher wages are prohibited. Strikes to get better staffing for the night shift would be allowed, if the agreement doesn't say how many employees should be on duty even during slack hours.
It probably depends on whether the employer is covered by a relevant non-discrimination statute. Most employers in the United States are covered, but some are small enough to be exempt. Federal law exempts employers with under 15 employees and religious organizations. There might also be a relevant state law. It also would depend upon whether the EEOC or a court found that "be blessed" was a compelled religious statement in violation of a worker's beliefs, and whether allowing the worker not to say it would be a "reasonable accommodation." This is a strong case, and I suspect that the worker would win on both counts but it isn't a completely open and shut case. There is arguably a secular meaning to the word "blessed" and a court could conceivably find that there is a legitimate and indispensible business purpose for insisting that every single person in the worker's position need to make this statement, although I doubt that a court would do so.
No employer has ever the right to withhold your pay check for work you have done. It is strictly illegal. Even if they had 100% evidence that you caused damage and were responsible for that damage, they still can't withhold your pay. They have to pay you, and then they can try to take you to court. The reason for this law is exactly cases like yours, where people try to avoid payment. If the "powerful attorney" tells you that you are not getting paid, then that "powerful attorney" is making a big mistake, because any lawyer would love to take your case to court and see the judge cutting the "powerful attorney" down to size. If you don't want a lawyer now, then you can write a letter by registered mail telling them that you worked for them, how much the payment due is, that they are legally required to make that payment, and that you will take them to court if they are not paying. If there is a conflict between law and a "powerful attorney", the law wins, and the law is on your side.
This is a well established model in the UK. One route is the umbrella company. Y here would be the umbrella company. A would then either be providing services to Y or be employed by Y. You may be wondering what use it is if A is employed by Y. The answer here is that whilst A may not benefit from the tax treatment, X does not bear the burden of running PAYE etc. Further, because of regulations such as IR35, it may be that there is a doubt as to whether employment tax apply even if there is a contract for service. Essentially disguised employment means taxes are levied on the employer as if an employment existed; however, in this situation X has the comfort that if this arises they will (normally) fall on Y rather than X. Another route is the service company, where normally A himself will own it (or it is owned between A and A's spouse), take a combination of salary and dividends out (using two allowances if owned between spouses), and he will bill X or Y; companies exist which will perform all the necessary paperwork to do this (in which case Y is called a managed service company), as opposed to a personal service company (if A sets it up himself). It's not clear where you are based, but if you are based outside the UK (and possibly if you are inside the UK) there are accountancy companies that specialise in setting all this up.
Every state requires at least two witnesses to a will unless it is entirely written in your own handwriting. A lawyer as a witness is fine. A spouse as a witness is not ideal as she would be an interested party if there was a dispute over whether it was executed. It may not be prohibited, but I would never do that in my practice ever. I discontinued a will signing just last week because we only had a lawyer and a spouse and not other witnesses. I would be somewhat concerned.
Legally there is no problem. What you say is protected speech under the 1st Amendment as long as it is either true or a matter of opinion. However Ron Beyer's comment is a good one; while legal this sounds very inadvisable. You would be far better off hiring a lawyer. The Mr Dicks of this world make money from the widespread fear of legal action. He will probably fold as soon as he sees a letter from a lawyer threatening a lawsuit. Until then stalling doesn't cost him anything so he will carry on doing it. BTW, don't delay. I don't know about the US, but over here in the UK there are a number of ways that people like Mr Dick can make it hard to collect. Don't give him time to play shell games with his assets.
What happens is the same as if you were an employee in the office, staying with the company for another few years. You are an agent for the company, and everything you do is as if the company was doing it (except for extreme circumstances). A company employee broke your laptop. It's the company's problem. They should have insurance for this kind of thing. And they told you to work from home, so if something happened because you are at home, that's the company's problem as well. It could be different if your company had told their employees not to have any fluids anywhere near their computers, and you had acted against this. Or my company doesn't allow me to take my works computer with me on a holiday; if I did without explicit permission and it got damaged, that would be my problem.