Podcast #128: We chat with Kent C Dodds about why he loves React and discuss what life was like in the dark days before Git. Listen now.
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Among other stories via Google, some major companies lost a 2015 civil lawsuit brought by their employees: Apple, Google, others settle antipoaching lawsuit for $415 million - CNET Filed by former employees of the companies involved, the lawsuit shed a light on the practice of some major tech industry players of allegedly working together to agree not ...


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A company generally cannot compel an employee to agree to a non-compete, but they have a wide variety of alternatives for inducing employees to do so. Most obviously, they may threaten to fire employees who refuse, whether immediately or at the end of their current term, as another answer observes. Indeed, if Big Company makes an NC a condition of ...


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This is explicitly prohibited under 42 USC 2000e-2(c) (c)It shall be an unlawful employment practice for a labor organization— (1) to exclude or to expel from its membership, or otherwise to discriminate against, any individual because of his race, color, religion, sex, or national origin; (2) to limit, segregate, or classify its membership or ...


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They have exactly zero legal grounds to withhold your last paycheck. From Code of Virginia 40.1: All employers operating a business shall establish regular pay periods and rates of pay for employees except executive personnel. All such employers shall pay salaried employees at least once each month and employees paid on an hourly rate at least once every ...


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Go to know that you live in Washington. Per RCW 49.48.210, They must give you written notice with their evidence. Per RCW 49.48.210, section 3, you can (and should) request a review of the employer findings. Since the employer gave you the money, and you nor they saw any error until now, you may be protected under estoppel (WAC 388-02-0495). In the ...


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There are numerous practical solutions, such as calling their supervisor, or calling the employee of yours who set up this arrangement, or providing some kind of proof that you are the ultimate boss. From a legal perspective, (1) the guards are acting as your agents which gives them some authority to exclude people but (2) you can revoke that authority. ...


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I assume you are working in the US outside Montana (corporate headquarters is not so important). It depends on how long they are presently required to keep you on. If you have an at-will contract (most likely), they can present you with a "sign or be terminated" ultimatum. In case you have a term employment contract, you can be forced to sign at the end of ...


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You have security for a reason. That is to prevent unauthorised persons from entering the building. It would be unreasonable to fire someone for preventing you, an apparently unauthorised person, from entering the building, because that is exactly their job. This can apply even if the guards knew you personally, depending on the authorisation protocol in ...


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If you are employed at an office in Massachusetts, you are covered by Massachusetts labor law. When an Ohio company wants to operate in Massachusetts, it cannot just come in and unilaterally decide to use the labor law of another state.


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From mhoran_psprep’s answer on Personal Finance & Money: Ask for documentation proving the amount they say you were overpaid, and ask for time to review their claim. If it is a large amount that they can prove you owe, and if you were staying, then you could ask for the repayment to be spread over multiple pay checks. This would avoid the ...


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Summary If they didn't steal your withholding, it depends a great deal. But if your employer stole your withholding, the IRS will sue them on your behalf. You will absolutely have grounds to sue them, and because tax law is so cut and dried in these situations, in that case, you will almost certainly win. You need to contact the IRS immediately and advise ...


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Bonded labor is illegal in India, but enforcement is lax. Read Right against exploitation in Fundamental rights in India. The right against exploitation, given in Articles 23 and 24, provides for two provisions, namely the abolition of trafficking in human beings and Begar (forced labour)... As per law, they cannot make the contract binding if it ...


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If the employment contract treats base pay as an advance on future commissions when an employee has not earned the minimum number of units, then the company is probably entitled to repayment of advances not earned out. On the other hand, if it treats the base pay as a guaranteed minimum, the company would not be entitled to a refund. The specific wording ...


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What do I do? Promptly hire a new lawyer. Dispute claims for fees to the extent that they were not earned or that no value was conferred.


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7:45 PM (10 hours work, 45 minutes break) for the maximum allowed workday that starts a 9 AM. In this sense working hours means the actual time you are working (and being paid for) so a break does not belong to the working hours the working hours are being interrupted by the break A break must take place after a period of 6 hours. Insurance coverage ...


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Why does the US FLSA have a separate classification for “Computer Employees”? Based on the rationale in 29 CFR 541.3(a), one may infer that FLSA seeks to protect workers who perform work involving repetitive operations with their hands, physical skill and energy [...] [where] the skills and knowledge required for performance of their routine manual ...


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Everything is allowed unless the law says it isn’t Common law systems like the USA are ‘exceptions based’ - the law permits everything except what it prohibits. So, your question is backwards - rather than looking for laws that allow it, you need to look for laws that prohibit, restrict or regulate it. There are laws that regulate this but none that ...


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You can file a complaint with the CFPB regarding 12 CFR §1005.10(e)(2)-1. Your individual state Department of Labor may enforce similar state level regulations too. And, yes, this technically falls under the FDIC as well. You can also file a complaint with them, although it's very unlikely they would pursue any action against a non-bank employer. The FTC ...


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It is mandatory for the employer to provide sufficient restrooms (“cabinets d'aisance”), as per article R4228-10. Other provisions regulate evacuation, ventilation, heating, disabled access, etc. There is no provision regarding when employees are permitted to use the restrooms. There can't be a single rule that works for every profession: some jobs don't ...


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It does not really matter exactly how the employer chooses to count working hours. However, the Fair Labor Standards Act (FLSA) requires, among other things, that the employee is at least paid the official minimum wage for each hour worked, and gets overtime pay for >40 hours per week. The Act also defines what counts as "hour worked" for these purposes. ...


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Some states (including California, Connecticut, Delaware, Illinois, Minnesota, New York and Oregon, per the website below) have recently passed legislation outlawing pay secrecy requirements. Check online to see if the state you will work in is among them. Also see http://www.npr.org/2014/04/13/301989789/pay-secrecy-policies-at-work-often-illegal-and-...


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You can ask nicely, but there is nothing you can do legally to prevent your former employer from making disclosures related to your former employment so long as they are true.


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If you are subcontracted, then some other company is going to use the code that you wrote, and since you were not paid for it, you are the copyright holder. A letter to that company's legal department might work wonders.


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There is a specific exemption in 29 USC 213(c)(3) that The provisions of section 212 of this title relating to child labor shall not apply to any child employed as an actor or performer in motion pictures or theatrical productions, or in radio or television productions. See this article for further analysis, a propos state laws. Incidentally, the ...


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This isn't false advertising in any meaningful legal sense; that would involve the advertisement of goods or services for sale, not an offer of employment. What you do seem to be describing would be a breach of contact: they made an offer, employees accepted, and not they aren't providing the payment they promised. Although you could get a class action ...


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The interviewee is not an employee At least, not yet. As such, employment law does not apply to them. For the interviewer(s), we have insufficient information As a general rule, and insofar as practicable, the rest break must be in the middle of each four-hour work period. In an eight hour day, one rest break normally falls on either side of the meal ...


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Can they? Well, they'd sure like it if you signed. I'll guarantee you that their agreement is entirely to their benefit, and not to yours. This happened to me once, back in the halcyon days of the 1990's. The company I worked for (a small-to-middling size contracting firm in the wilds of northern Ohio) was being sold to a large-ish national contracting firm ...


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Can they? Yes Is it legal? No This is called constructive dismissal and it is as illegal as any other dismissal without legal cause.


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A vacation day is a day "off",that is a day that one is not working, that you would otherwise be working. So, if you had a seasonal job as, say, a tour guide, from January 1 to June 1, any days "off" that you have in August are not vacation days as far as that tour guide job is concerned. In your specific case, you normally work Monday to Friday and are ...


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There appears to be no "oppressive child labor" occurring and therefore no breach of labor laws. The definition of oppressive child labor expressly excludes employment by "a parent or a person standing in place of a parent" except in identified hazardous occupations; gardening not being one of those. Notwithstanding, schooling in California is compulsory ...


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