Does a tenured professor whose salary was set to 0 have a case for constructive dismissal? See https://www.ams.org/journals/notices/202302/rnoti-p196.pdf?adat=February%202023 The head of the Purdue math department set a tenured professor’s salary to 0. This seems very strange to me and I have two questions. First, does this violate minimum wage laws? Second, is this constructive dismissal?
Without commenting on the relatively strange situation itself, it is still useful to actually read what was actually said than what was described in a letter from a third person, even if the relayed information is technically true. The supposed basis for the claim of a zero salary is from an email allegedly sent by the department head (appendix 15): In short, you are not teaching in 2022/2023 and you have not submitted the required outline of your research or other engagement. I am very sorry that we cannot establish that you will be doing any work expected of a faculty member. Thus we cannot pay you. Starting with the Fall semester, your pay will be reduced to zero and you will be placed on unpaid personal leave. Essentially, the professor is being put on an unpaid leave because allegedly he is not doing any work. Consequently, minimum wage laws are not engaged even if the professor is not exempt as teachers since he is not being required to do any work. In the U.S., employers generally can do this (unless a work contract provides otherwise); in many circumstances, it is called being laid off (though the term has attracted a permanent connotation in parts of North America) or being suspended. An indefinite unpaid leave can be considered constructive dismissal if the employer does not reasonably allow the employee to return to work. It may not be constructive dismissal if the unpaid leave is prescribed by binding employer policies or because the employee refuses to work (and the employer allows the employment relationship to continue). Even if it is constructive dismissal, it is not automatically wrongful.
Could I get into legal trouble for this? No. Relax. Your three emails are very unlikely to cause a data privacy professor to feel harassed. Just move on regardless of whether he replies at all. Don't keep sending another email just because the recipient has not replied to your previous one. As for the issue that prompted you to start emailing the professor, what everyone else has told you is correct. And the other email user is unlikely to take court action for something like this. The effort and cost of drafting &amp; filing suit, and then pursuing discovery would dissuade most people unless they are incurring actual losses (which is not the case with your messages). Just move on so that this other user also can move on.
I am just a foreign patent attorney who is studying common law to pass the California Bar Exam, but I will present my personal view. (I cannot guarantee the validity of my theory) There is an equitable theory called Constructive Trust. If it is established, the victim is entitled to benefit of any increase in value of defendant's (thief) property, meaning in this example victim (plaintiff) can recover $100 million. In order to assert CT, the following must be met: Wrongful appropriation; Here, D stole lottery ticket. Met. D has title; Here, D has title to $100 million. Met. P can trace his property to D's property; P can trace from P's $1 lottery ticket to its possession by D and collection by D of $100 million. Met. Unjust enrichment by D; D was enriched by stealing P's property (the lottery ticket). Met. Thus, it is highly possible that a court will order D to hold the property ($100 million) in constructive trust for P. This means, in plain language, that P will recover $100 million.
The question has no definitive resolution other than the authorities cited and some other related authorities such as the protocol rules of the Secretary of State for diplomatic purposes and the Presidential succession statute. It has never been litigated any reasonable interpretations of the the constitution and relevant law could be argued. There is also some case law under the appointments clause regarding which departments count as principal departments. There is a broad consensus regarding the existence of 15 principal departments of the United States government and which departments those 15 departments are in practice. I would say that the majority view is that the highest ranking person in each department is the principal officer of that department (which is provided for by statute in the event of vacancies) but there is also an argument that only the Congressional ratified and Presidentially nominated Secretary of a department (and the Attorney General in the Justice Department similarly appointed) count. In the event of a dispute, either Congress or a court could resolve the issue depending upon how the issues ended up being presented for a decision. If asked, the White House Counsel would render a formal opinion that would be binding upon all members of the Executive Branch. Triller novel writer Tom Clancy has explored some of the scenarios as have other writers in the same genre, but since the 25th Amendment has never been invoked in this manner, there is no definitive answer or even a non-judicial precedent to provide us with guidance on the question.
The shareholders can change who is the company director, but the company director runs the company (until he or she resigns or is forced to sign by the shareholders). So the company director is who has the say what happens in the company. If the contract is between Fred and John Smith directly, then I would expect John Smith to give the orders and to pay Fred. However, Tom is company director, so he can order Fred to stay off the company premises. He can't order Fred what to do, since there is no contract between Fred and the company, and the company won't pay Fred if it doesn't want to - it's up to John Smith to pay Fred from his own pocket. The whole setup is highly unusual. I would assume that the situation is unsatisfactory for everyone involved, so likely they will agree that the contract between John Smith and Fred is cancelled, that there is a new contract between Small Company Ltd and Fred, and from then on the company director gives the orders.
Termination is a matter of fact That is, it has either happened, or it hasn’t. Whether it has or hasn’t depends on a multitude of factors including the terms of the contract, the actions of the parties, and communication between them. These factors are so case specific that it is impossible to generalise. Further, within a given case, reasonable parties may differ on if a contract has been terminated, which party initiated the termination, and if that termination was lawful. Usually, these cases involve mutual allegations of repudiation by the other party and rightful termination in response by our side. These issues are likely to be the major ones that the court or tribunal will have to determine. A claim for damages would need to be pursued as part of the overall case but the deadline for raising them is a procedural matter for the court or tribunal. Failing to raise them as an issue in pre-litigation correspondence would not be a bar to raising them in a claim or counter-claim. However, failing to raise them at the earliest opportunity denies the offending party the opportunity to mitigate the damage and, if they can show that there were actions they could have reasonably taken to mitigate but couldn’t because they weren’t informed, then that may reduce or eliminate the damages payable.
They get paid either way I’m an arbitrator, adjudicator, and mediator and I’ll make this very clear: I don’t give a rat’s arse who wins. When I’m acting as a mediator I can go even further: I don’t give a rat’s arse if the dispute even gets resolved. My job is to do my job. To manage the process and, if making a decision is part of the process, make a decision. My paycheque is totally unaffected by who I decide for. Future employment prospects depend on you being good at the job. Bias is not being good at the job. Oh, yeah. Also, it’s the law that I’m impartial. In any event, most arbitration clauses give the parties no input in the selection of the arbitrator (e.g. by nominating the president of a professional association of arbitrators to appoint them) or require them to agree on the arbitrator.
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.