Employee fired for reporting a serious injury, but in a roundabout way - How difficult is it to prove the employer&#39;s motive? As per my previous question How do Florida's labor laws protect employees injured when asked to do something unreasonable? A girl working in Florida insisted on filing an injury report after being asked not to. She was then, after working there 6+ months with zero write-ups, given three write ups within a span of hours for frivolous violations, including her shirt coming un-tucked while reaching upward for something, and mentioning the incident to a co-worker (who then went tell management she needs a doctor), which the management labeled as talking about non-work-related topics, and the third was so frivolous she's not even clear what it was for. She's on track to be fired on her next shift. What would it take to prove motive in such a case in order to make a case that the company is breaking Florida Statute 440.205? Coercion of employees.—No employer shall discharge, threaten to discharge, intimidate, or coerce any employee by reason of such employee’s valid claim for compensation or attempt to claim compensation under the Workers’ Compensation Law. More specifically (for the scope of this site), what are the primary fundamental questions that would have to be answered "yes" to make such a case?
A plaintiff wins a civil claim by proving their case on the balance of probabilities - that is, is their case more likely than the defence case. The court will decide if it is more likely that the employee was terminated for attempting to make a workers compensation claim or if it is more likely they were fired for the reason the company gives. When I’m called upon to make such decisions I apply the duck test: If it looks like a duck, swims like a duck, and quacks like a duck, then it probably is a duck. ... even if someone is trying to tell me it’s a chicken.
Is it legal to retaliate against an employee who answered falsely when asked an illegal question? It depends. It is important to ensure we understand the distinction between (1) questions which are illegal in and of themselves, and (2) the illegality of hiring, discharging, or failing to hire based on a candidate's/employee's answer(s) or attributes. You yourself might have been aware of the difference beforehand, but your question is a good occasion for clarifying a general misconception. In instances of the first category, it would certainly be illegal to retaliate against the employee insofar as the falsehood is traceable to the employer's violation of the law. Examples of this category are sections 432.3(b) ("An employer shall not [...] seek salary history information, including compensation and benefits, about an applicant for employment") and 432.7 ("An employer [...] shall not ask an applicant for employment to disclose, through any written form or verbally, information concerning an arrest or detention that did not result in conviction") of the California Labor code. Scenarios of the latter category are more intricate, since an employer might prove that his decision to discharge the employee falls outside of conduct sanctioned by statute. For instance, 42 USC § 2000e-2(k)(1)(A)(ii) does not outlaw --at least at a federal level-- questions about the individual's protected categories (such as sex, religion, or national origin). It only outlaws the decision making that is influenced by the protected categories which are the subject matter of the interview questions. The example you gave ("what would your husband do if you got this job?") serves to illustrate the difference, putting aside that questions of that sort might be intended to indirectly ascertain the candidate's marital status. Let's assume that the employer seeks to hire a waitress, and that the jurisdiction at issue outlaws discrimination on the basis of employee's marital status but not the questions about it. The employer has a cognizable interest to avoid employing any waitress whose husband is an overly jealous person with propensity to attack male clients. The waitress's lie when answering that question (for instance, by fraudulently representing that she is single or that her husband is ok with her employment as waitress there) contravenes the employer's legitimate interest to protect its clients. In that context, the employer's discovery that the employee lied during the interview gives reasonable grounds for discharging that employee. After all, the employee's intentional misrepresentation only strengthens the employer's suspicion of being at greater risk (of liability toward clients) than the employee is willing to admit. For the employer to prevail at law, it would need to be proved that the reason for discharging the female employee was not her marital status itself, but the employee's concealment of a risk that is a matter of employer's lawful concern.
I believe that under federal law, the franchise owner cannot avoid overtime in this way. A similar case was considered by the Labor Department in 2005 (FLSA2005-17NA): This is in response to your request for an opinion concerning the application of the overtime requirements of section 7 of the Fair Labor Standards Act (FLSA) to employees who work at two different health care facilities operated by one management company. It is our opinion that all hours worked at any of the facilities must be combined for the purpose of calculating hours worked under the FLSA. The letter explains the logic pretty clearly, with citations. When an employee is "jointly" employed by two or more employers, then the hours are all combined for overtime purposes. 29 CFR 791.2(b) explains how "jointly" is determined: Where the employee performs work which simultaneously benefits two or more employers, or works for two or more employers at different times during the workweek, a joint employment relationship generally will be considered to exist in situations such as: (1) Where there is an arrangement between the employers to share the employee's services, as, for example, to interchange employees; or (2) Where one employer is acting directly or indirectly in the interest of the other employer (or employers) in relation to the employee; or (3) Where the employers are not completely disassociated with respect to the employment of a particular employee and may be deemed to share control of the employee, directly or indirectly, by reason of the fact that one employer controls, is controlled by, or is under common control with the other employer. Paragraph (1) applies: the two employers (the two restaurants) have an arrangement to share the employee's services (the owner is explicitly dividing their hours). Paragraph (3) also applies: both employers are under common control, since the same person owns both. They certainly are "not completely dissociated". The same logic would seem to apply even if the two locations are different restaurants, or different types of businesses. The 2005 letter explains further: Factors that are relevant in finding joint employment include, for example, whether there are common officers or directors of the companies; the nature of the common management support provided; whether employees have priority for vacancies at the other companies; whether there are any common insurance, pension or payroll systems; and whether there are any common hiring seniority, recordkeeping or billing systems. These also seem likely to apply in your hypothetical cases.
At Will Employment - In General An &quot;at will&quot; employee in the U.S. can be fired at any time for any reason without any prior notice or warning. Outside a union shop or a civil service employment situation, even an illegal reason for firing does not give you the right to be reinstated in your job - instead it gives you a right to sue for money damages. Unemployment Benefits and Employment References If you are fired for good cause (or you quit in a situation that is not a constructive termination), you are not entitled to unemployment benefits. If you are fired without cause particular to your conduct (e.g. you are laid off in the employer's reduction in the size of the employer's labor force), or your are fired for a reason that is not good cause (e.g. you are fire because the boss is annoyed because you are such a goody two shoes that you always show up to work on time), you may be entitled to unemployment benefits based upon your term of service and earnings (short time employees are often not entitled to unemployment benefits no matter what). If you apply for unemployment benefits because you assert that you were fired without good cause, and the employer believes you were fired for good cause, the employer can dispute that finding in a summary administrative hearing. Employers fight awards of unemployment benefits for employees who are fired rather than laid off, because it affects the employer's unemployment insurance rates (and because they care, for non-economic reasons, if the integrity of their stated reasons for firing someone are not believed, or if their reasons for firing someone are not considered to be legitimate grounds for termination by a government agency). Even if you are entitled to unemployment benefits, these benefits are much smaller than your regular pay, and generally last less long than the period for which you were employed. A formula or calculator should appear on the Texas Workforce Commission Website. I assume when you say that &quot;They put a few fake tags on me&quot; that this means that they stated reasons that would be valid &quot;for cause&quot; reasons for termination and you dispute those reasons apply to you, but please clarify if I am mistaken. If that is the case, it is likely that you would have to fight for any unemployment benefits you are otherwise entitled to in an administrative hearing as the company is likely to contest your claim that you were not fired for good cause. This also means that if you seek new employment that they will give you a bad reference to someone who inquires about your employment (although many HR departments are afraid to do that for fear of defamation liability and will only confirm the dates of your employment and your position). Wrongful Termination Lawsuits Separate and apart from unemployment benefits, if you are fired, not just without cause, but for an illegal reasons (e.g. race, sex, and select statutory prohibited reasons), you may bring a wrongful termination lawsuit. Some of those reasons (firings related to discrimination by a private sector employer) require you to file an EEOC complaint and have it investigated by them first, other of those reasons (mostly whistle blowing statutes and breaches of written employment contracts that don't allow for termination of employment without cause) allow you to immediately bring suit for wrongful termination. The legal status of firing someone because you complained about another employee's ethical violation depends upon the exact nature of the ethical violation. For example, a U.S. Supreme Court case decided this month (i.e. February/March 2018) held that whistle blower protections under U.S. securities laws apply to people who report securities fraud to the SEC, but not to people who report securities fraud to a supervisor in the company. &quot;My fellow employee was a lying asshole who acted unprofessionally (in non-technical sense of the word), and I complained about this conduct to my supervisor and the employer didn't care&quot; standing alone, would not normally constitute conduct that is covered by a whistle blowing statute that could allow you to bring a lawsuit for wrongful termination of employment, although it might constitute a constructive termination for bad cause by an employer (if you quit) or termination for bad cause by an employer (if you were fired) for unemployment insurance purposes. The legal theory behind the amount of damages that can be awarded in a wrongful termination lawsuit is a bit obscure. As a rule of thumb, six months wages is a pretty typical settlement amount in a wrongful termination case prior to a determination by a court of employer liability. At trial, there is wide variation in what juries award in wrongful termination lawsuits involving similar facts. Sometimes the award is minimal even when the jury finds that the employer wrongfully fired you, and sometimes the award is very substantial, amounting to many years of lost income in amount. Contractual Payment Obligations Generally speaking, unless a written contract provides otherwise, you have no obligation to return a hiring bonus and the employer has a contractual duty (and probably a statutory one as well) to pay you through the date of termination without deduction for a hiring bonus paid. This includes any amounts, including bonuses, that the employer was obligated to pay you, although proving an entitlement to a bonus can be difficult unless that standard for receiving one is clearly defined and you clearly met those standards as a factual matter. Sometimes, you can even win a breach of contract award for a bonus that was not yet fully earned if the only reason that the bonus was not awarded was the employer's bad faith conduct. You could sue to collect unpaid wages in a Justice Court (the limited jurisdiction court for small claims in Texas) if necessary, if the amount you are claiming is under $10,000. If you have a claim for unpaid wages in a larger amount or also have other damages, you would need to bring suit in the appropriate county court or district court, depending upon the amount claimed.
As a general rule, if a business, like a bank, is legally required to keep information confidential, and an employee breeches confidentiality, then your recourse is to sue the business for damages. See for example ch. 35 of Title 12. The bank cannot claim "It's not our fault, an employee did it" (the Latin for this is "respondeat superior", whereby a part is also responsible for the acts of their agents). As far as I know, there is no law against asking for information that can't be given. This does assume, however, that your mother does not have a legal right to the information (which could arise from some form of co-signing). Also, would assume that they have a normal privacy policy, and not one where they say "We will tell your mother if she asks" (they would have informed you of that, so read the privacy policy). This is a question best answered by your own attorney, to whom you would reveal all of the details.
Maybe I'm reading Walsh wrong, but it seems to me to be saying that Stout might apply in some cases, but it doesn't in that specific case. I think you are indeed reading it wrong. In the Walsh case, the court says: We have not had occasion to decide the question up to this time, but now that it is presented, we not only reiterate the doubt which we expressed in the McAlpin case (supra), but we think that the question of the defendant's negligence was erroneously submitted to the jury in the Stout case, and that we ought not to follow it as a precedent. It's clearly repudiating Stout here, and not just as it applies to that case. It literally says they think it should not be followed as precedent.
In theory, yes; in practice no. At common law, an employer is vicariously liable for the negligent actions of an employee performed in the course of employment, and the employee is also liable to third-parties but can claim indemnity from the employer. The employer can sue the employee for breach of contract and win (see Lister v Romford Ice Cold Storage), however, such suits are rarely brought and even more rarely successful. This is partly because of the bad publicity such cases generate but mostly because many jurisdictions have introduced laws to stop them like the NSW Employee's Liability Act.
There is no legal requirement that a jury be composed of people demographically like the defendant (or the plaintiff), there is simply a requirement that the selection process give all kinds of people an equal chance at being empaneled. So being a different race or gender from one of the parties is not prima facie evidence of a biased jury. The statement that "The jury asked a question because some invoices were not attached to a statement and wanted to impeach the victim's testimony" is somewhat puzzling, since Georgia is widely cited as a state where jurors are forbidden to ask questions. Let us suppose though that jurors manage to communicate an interest in knowing a fact, such as "Do you have an invoice for X?", then the judge could decide whether that is a proper question. At that point, it moves from being a jury matter to a legal judge matter, and if the question was itself highly prejudicial, the case could be overturned on appeal. Alternatively, the way in which the question was framed by the jury could be proof of bias, e.g. "Please ask that lying %@!^* defendant to prove her ridiculous story". The defense attorney has entered an objection (if you don't object, you can't appeal), and perhaps if the question was legally improper then the verdict could be set aside. If the attorney failed to move for mistrial (if the question proves blatant bias) then that's the end of the matter, except for a possible action against the attorney. The implied questions about attorney conduct are hard to understand. An attorney may refuse to engage in a futile legal act, but this does not preclude an individual from seeking another attorney to file a motion or even attempting to file a motion on one's own (which is probably a futile act). However, I also assume that the victim did not have her own attorney and that this was a case between two insurance companies about individuals – a third party claim. In this case, the attorney represents the insurance company, not the victim, and has to be responsible to the interests of the insurance company. The attorney thus is obligated to not cost the insurance company a packet of money if there is no realistic chance of getting anything in return. The alternative would have been be to engage (and pay) your (her) own attorney.