I was fired for refusing to work with Typhoid, do I have any recourse? I was fired for not showing up to work as ordered. This is after explaining to my boss over the phone that I have Typhoid, and working with food would endanger the guests to the restaurant/arcade at which I work. Do I have any recourse at all in this situation? As it stands, I should've just went to work anyway. This is a followup to this question: May I legally work in a restaurant with typhoid if the employer knows?
Read the answers to your previous question. You should not have gone to work anyway. That would have been stupid and irresponsible. You would have endangered the public and would have been liable for being sued and being financially destroyed for the rest of your life. You need to get treatment; find a community clinic or go to the local ER. Failure to do so will result in you possibly being criminally liable for infecting others in addition to being civilly liable. The hospital or clinic will inform the city/county health department and they inspect the business that fired you; and if you were at the restaurant at all, inform the public as to the dangers. After you have started treatment and are not contagious, Google for free legal aid in your area and talk to a lawyer. They will explain if you have a case against the business - this can depend on jurisdiction - to at least get unemployment.
They have to pay you for all hours "worked". If you are an intern, it would come down to whether you are an unpaid intern and therefore agreed to that or if you are a paid employee. I noticed your post said you were an intern and then were asked to stay on, so I don't know if you stayed on as an intern or employee. Employees should be compensated for their time and effort, so if you are an employee you should get some compensation. As for how you claim it, you are going to have to talk to them. If it bothers you that you won't be paid for the training and they won't agree to pay you, your best bet is to find a different job. This article lists how to take them to a tribunal or talk to a union, if you do not want a different job and wish to pursue the matter: https://www.citizensadvice.org.uk/work/rights-at-work/pay/problems-getting-paid/#ifnotgettinganywhere
If we cut through all the entertaining colour commentary around Bob's experience then all that happened is TfL refused him permission to carry a specific item and according to the TfL Conditions of Carriage: 9.2 Staff can refuse permission for you to take any item onto our services. For example, you may be prevented from taking a bicycle on DLR services during the London Marathon. So the rules around the times when non-folding bikes are permitted on the Overground not withstanding there's a catch-all rule which allows them to refuse specific items on specific occasions for whatever reason they want. What remedies does Bob have available for his wasted time, his refusal of carriage, the supervisor's concealment of his identity, general rude treatment, Realistically - none. The refusal may be harsh - but there's plenty of room in the conditions of carriage to allow it. A supervisor concealing his identity may be annoying but it's not illegal, nor is being rude. the BTP's shockingly insulting accusation of his &quot;wasting police time&quot; by simply trying to explain the situation to reason with them upon their arrival, either against TfL, or against BTP? Probably nothing doing here either - the BTP aren't for what Bob's trying to use them for. I doubt they'd actually pursue Bob for wasting police time unless he makes a habit of doing it, but they've got a point. They're not the complaints department for TfL! It's like calling the police because McDonalds won't serve you at the drive through.
You probably would not be &quot;obligated&quot; to do anything. However your employer also would not be &quot;obligated&quot; to continue employment. If you agreed to something verbally, that is a contract. Verbal contracts can be difficult to enforce, but in this case the employer does not need to enforce it but rather take the easier solution of terminating your employment.
This is just saying that if they can’t host your event then the only remedy you get is your money back that your paid them (your deposit, advance payments, and of course your don’t owe final payments). It is there to make it clear that they are not responsible of any other money. What else might the client want them to refund? Other lost expenses. Non refundable deposits to the band, the florist, the caterer if this is just for the space. The non refundable airline tickets your relatives bought. Prepaid hotel rooms. They will not pay for any of that. The pandemic is a bit of a red herring because although that is of course the big thing now, it says any occurance whether or not the business caused it. The answers to your specific questions though are pretty trivial. -The business did not cause the pandemic or control the state health office (Irrelevant as noted) -There is nothing they can do about it. The state or county will allow the events when the situation improves. But even if say there was no state order but the venue for their own reasons or because they could not get enough staff cancelled, the answer would be the same.
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.
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.
The simple answer is, get a lawyer and explain your case, and pay him to solve the problem (or tell you that it's hopeless). The two main questions would be whether the appraiser have any duty to you, and whether his action was within the scope of what he is supposed to do. If you hired the appraiser, he has a duty to you. I will assume it was you that hired the appraiser (if it was the bank, that's a different matter). Then the question is whether his action or non-action is within the scope of the job. If the place is infested with termites, that is probably irrelevant because an appraiser is not a termite inspector. On the other hand, if he failed to measure the structure, or erred substantially in the measurement, that kind of negligence could be legally actionable. The seller (not the appraiser) is required to "disclose", so it's not obvious that there is any thing that an appraiser could disclose that relates to a map.