Vince, you're great. I'm in that category of people that didn't get properly accommodated and this caused four hospitalizations before I was accommodated, so according to another video of yours, it will be hard for someone to accept my case. I've noticed that first hand now! However, I do believe I am owed compensation for damages and will pursue my claims pro se and your videos help me a lot! If you know of anyone in North Carolina that can help, let me know!
If you file an employer discrimination suit while still employed, what protections if any, will you have from further retaliation? If/when the case is won/settled, can stipulations be put in place to protect you from the retaliatory boss/employer?
Can a Company make you sign a form not to work there no more after u settle a worker comp case ? And what if u have a EEOC case against them but my appointment haven’t came yet what I do ?
I filed a complaint with OSHA, soon after that my fiance and I were layed off until our unemployment benefits expired. The company tried to say we quit but we have the determination letter from unemploment office stating we were layed off for lack of work. Is this evidence enough to prove our case ? Also we were ignored by our boss after numerous attemts to return to work. We also still recieved team emails a month after they said we quit, then all communication from them stopped. How strong is my case ? I have proof in text and emails .
Hi Mr. White, what has been your experience when going through CA DFEH process for sexual harassment/discrimination and retaliation? Does the process pre investigation typically take months on end? I am awaiting to schedule a potential voluntary mediation however the process is turtle pace. 🐢 and of course my former employer is a large university institution who has unlimited funding to drag this process out
I am not allowed to speak to State Law procedures, agencies or issues in CA. I apologize, I am only able to speak to Federal laws that pend through the Equal Employment Opportunity Commission on this channel, at least when speaking into CA. My apologies, I would advise you to speak to local counsel.
You would need to speak to a workers' compensation attorney about that, I am sorry. I am an employment attorney and those are two different fields of law.
When an employer terminated "at will" employment after being served by plaintiff councel (a month prior) is that retaliation and what strategy overcomes the at will employment contract bluff?... That they had already been served claims a month prior to termination?
Hi just a hypothetical question if you don’t mind answering if you were discriminated against and recorded have a recording of someone locking you in the classroom with a witness as they want you to revise a statement they told you to write and said you couldn’t leave until they came back but you know the teacher wasn’t treated the same way AT ALL I do feel discriminated against and then I called my company. (Agency). So I found a lawyer he stated my case was worth 60000 and upward and he wouldn’t sue for unlawful imprisonment not his expertise is this normal? I feel like it’s more because I faced retaliation with my contract being cancelled and my job did not want to give me another contract until this month from august
10 month mark of eeoc investigation as of today , still waiting on a cause finding, I got paid from the company under investigation that I filed a charge against about 500$ a few weeks ago, but I haven’t worked there in over 5 months .. do you think that is a result of the investigator raising hell about it ? Does that look good for my cause finding ? I mentioned in my rebuttal that I wasn’t receiving my vacation time that I earned on an annual basis
If you got awarded full make whole relief from your retaliation claim, what does it mean when the AJ adds in interim relief? Meaning if you recieved reinstatement, backpay, etc. Is that something like "while you guys are figuring all that out, don't hold up the process until you get it squared away" ?
Hi Mr. White, thank you for all you do! So I just recently found out the company i filed with the EEOC, has let go of the manager who illegally fired me, but I am not sure if he quit or got fired. But he is no longer with the company. And they claim they can not find the man.... also my old supervisor who on a daily sexually harrased me until one day he pulled his pants down infront of me to show me his one testicle, and that is the reason for my complaint. With them not finding the managers who new about this and the supervisor who sexually harassed me does this hurt my case or theirs. And yes I have plenty of witnesses....
I think I did a video on this in the past month about what it means for your case when the bad actor resigns or is terminated. Have a look at that video.
Ty so much Vince fr the video I look forward to your content everyday as I’m going through this terrible situation at work while still being employed bt how do yu negotiate a settlement agreement fr damages and yu haven’t been terminated, which means only emotional and punitive damages, may apply what are your best moves while still being employed to maximize yur damages especially when yu no longer want to work there bc of all that has happened
@@DaPREZEDENT I think both of these video answers exist on the channel, you may want to use the "search channel" function on the channel's homepage or peruse the video catalogue. We discuss these two topics that you asked here and many, many more that might be helpful to you.
If you win your retaliation case and the defendants case was solely based on the testimony of the offending RMO and the judge finds that the testimony of the offending RMO to be "NOT credible in its entirety", what's the likelihood of appeal given the credibility issue?
@@JobAttorney thank you 🙏🏾 so much for willingly answering my questions.. I do appreciate your time and expertise.. I am also such a fan of your of your personality, you crack me me up with some of your quirkiness 😂😂💯
Oh my goodness, who seriously views these videos and find you welcoming. You literally demean employees as if they’re idiots . Your job is to educate but do it with grace and class .
I was accused of stealing a piece of paper witch was, in their eyes (stealing property) it was a laminated overtime sheet that went missing in our lunch room, it’s been a whole week and No Supervisors or any other workers noticed it gone since our pier OT meeting, so I take sick leave on a wed/Thursday due to personal reasons and then a picture of me was taking of me on a Friday morning and sent to the employers lawyers office. I told them OT was Thursday morning at 8am, and this pic your showing me was from this morning Friday at 7.01am and the picture was me holding the none original laminated ot list it was the copy of that they put in my mail box, what can I do or what do you call this.
