It's funny how FMLA does not prohibit employers from forcing.employees with approved intermittent FMLA out of state work travel. A stupid loophole that keeps me from being a caregiver to my daughter with type 1 diabetes when my breast cancer surviving wife has various appointments for the 30 days that I will be unwilling away. Someday, a congress person with guts will correct this issue with a no brainer amendment. But until then, I will pray for that miracle.
@thehuncholegendary174711 күн бұрын
Thank you 💯for the information
@williampennjr.44484 ай бұрын
They really make you work for your disability claim. What part of "unable to work" do the idiots in our government not understand? How am I supposed to find 8 weeks of paystubbs from by bed, let alone fill out a 5 page application on my computer? I don't get paid weekly. I'm paid every other month.
@sunnihaddad84714 ай бұрын
My friends hotel is being paid for while she is in Tennessee for orientation. They say this is her pay and she will not be getting paid a check for her orientation time. Can they do that?
@victor111724 ай бұрын
aid family leave is a scum and its very easy to prove, its the scum becase the dont give you any option to opt out of that program
@victor111724 ай бұрын
Paid family leave is a scum and its very easy to prove, its the scum becase the dont give you any option to opt out of that program
@AnthonyScarano4 ай бұрын
I was a nyc teacher, since resigned. While employed , I was injured at work, supplied all med documentation as required, followed medical advice, was paid for time injured, now i received notice of intent to recoup on basis of denying my previous med claim. Do I have to repay the money? It’s been 2 yrs
@hortonlawpllc4 ай бұрын
I cannot comment on your specific situation. You would need to retain a lawyer to give you specific legal advice. However, I can note as a general matter that New York's Labor Law provisions regarding wage deductions, and the overpayment recovery issues discussed here, do not apply to government employers/employees, such as New York City and its public schools.
@obedv20814 ай бұрын
I have a question let’s say I requested accommodation for gastrointestinal issues, My physician put Remote Work, Ergonomic Sitting, Flexible Hours to accommodate for frequent bathroom breaks and intermittent leave for the occasional absence due to episodic pain/ flare ups. The employer does not include me on the interactive process they just speak to my leaders. Approved Ergonomic Sitting and intermittent leave but tells me my leaders can follow up with disciplinary action for productivity issues and I tell them Remote work was requested to solve productivity problems but they aren’t engaging me in providing with an explanation. I know there’s no undue hardship because I have worked remotely in the pass. Is this refusal to reasonable accommodation? Remote work would help me immensely to stay productive on those days I have really bad pain. I am just trying to figure out what are my options
@hortonlawpllc4 ай бұрын
I'm sorry, but we cannot give legal advice regarding specific situations here. And there are many other factors, including where you are located, that may be relevant. You should try to speak with an attorney in your area if you need legal advice.
@hortonlawpllc4 ай бұрын
As a general matter, it is the case that employers are not required to provide the particular accommodation requested if they feel there is another accommodation that will enable the employee to perform the essential functions of the job.
@billyhoward46805 ай бұрын
P R O M O S M
@Wickedstickyflowers8 ай бұрын
What about if your flying from state to state My boss is saying the guys must punch out when they leave the shop to get on a plane and fly home.
@rtoney11 ай бұрын
I'm here for your Teaching..
@SmileFreestyle-hx2rc Жыл бұрын
Hey Mr Horton - if you can please provide insight (if you know about Department of Education). Employer wants to hire me despite DWI in 2017 that I got set aside (Arizona). I would be an educator working with the blind and when I called NYDOE they had no insight about the probability of being able to work in the state. No issues elsewhere but NY is strict in certain respects. They mentioned filling out a nomination but I don't feel comfortable breaking my apartment lease and moving there on a whim
@hortonlawpllc Жыл бұрын
I'm sorry, I cannot provide specific legal advice on your particular situation.
@katiesandoval3069 Жыл бұрын
What about working a part-time job while getting paid for family leave by your main job for time with a new child?
@hortonlawpllc Жыл бұрын
That would likely depend on company policy and other specific facts and issues.
@katiesandoval3069 Жыл бұрын
@@hortonlawpllc thank you!
@johnathanutahzio8474 Жыл бұрын
Awesome. Thank you for explaining the 8 week rule.
@Adam-xr4or Жыл бұрын
"Promo sm" 🤭
@jonathanchandler5194 Жыл бұрын
We’re currently researching on decertification of our postal union. National Rural Letter Carriers association
@MrQuijano187 Жыл бұрын
Can you take paid time leave for anxiety, stress, mental issues?
@hortonlawpllc Жыл бұрын
The New York Paid Family Leave law does not permit leave for the employee's own medical condition. But an employee may be able to take time off under the law to care for a family member based on the family member's mental health conditions in some cases. New York also has a paid sick leave law that provides paid time off for employee medical conditions that could include mental health issues. Other states have different laws.
@johnykagwan3463 Жыл бұрын
Are federal employers in NYS covered by this legislation?
@hortonlawpllc Жыл бұрын
No, state law generally does not apply to federal employers.
@andrewn7155 Жыл бұрын
🄿🅁🄾🄼🄾🅂🄼 🤘
@Alxbue Жыл бұрын
How is my compensation calculated if I'm an hourly employee that has to travel out of town via airplane to cover another site for a day. flight is approx 1 hour each way.
@hortonlawpllc Жыл бұрын
There are various factors that may be relevant and we can't give specific legal advice through KZbin. But most likely you would need to be paid for the flight if it is during your regular work hours.
@jcalene2120 Жыл бұрын
𝕡𝕣𝕠𝕞𝕠𝕤𝕞 👊
@rolandbowman14332 жыл бұрын
🄿🅁🄾🄼🄾🅂🄼 🙌
@jamesdean56312 жыл бұрын
Thank you for this video. My employer was trying to go back over a decade. I am not sure if they are cunning or uneducated.
@spencerheath50852 жыл бұрын
Odd situation I’m in right now myself working for a labor service driving to multiple places to pick up workers then driving them to work for my employer, honestly I was told I would be paid a differential for driving, now the tricky part they are trying to say the differential omits payment of driving the workers to and from work while not everyone is insisting this is the case some are, I’m wondering myself if the exemption applies to my situation while logically I don’t think it does legally I’m not sure? I’m in Missouri.
@hortonlawpllc2 жыл бұрын
I'm sorry, but we don't practice in Missouri and can't answer specific questions like this for non-clients.
@JesusHernandez-fo8sm2 жыл бұрын
awesome
@kriscunningham30772 жыл бұрын
That intro was extremely long and boring for absolutely no reason. This video sucks . Long winded and exhausting.
@KushWilson2 жыл бұрын
It’s a typo h is next to j as the go on to use the j in further spelling
@hortonlawpllc2 жыл бұрын
It's actually not a typo. The law actually spells it with an "h" as it historically has been spelled for legal purposes. We just switched back to the "j" whenever not referencing the Act's title specifically to match conventional spelling.
@KushWilson2 жыл бұрын
@@hortonlawpllc never knew that you learn something new everyday but great informative video thanks again
@danchapman31922 жыл бұрын
What about this, see in reply
@danchapman31922 жыл бұрын
21 U.S. Code § 360bbb-3 - Authorization for medical products for use in emergencies (e)CONDITIONS OF AUTHORIZATION (1)UNAPPROVED PRODUCT (A)Required conditions With respect to the emergency use of an unapproved product, the Secretary, to the extent practicable given the applicable circumstances described in subsection (b)(1), shall, for a person who carries out any activity for which the authorization is issued, establish such conditions on an authorization under this section as the Secretary finds necessary or appropriate to protect the public health, including the following: (i)Appropriate conditions designed to ensure that health care professionals administering the product are informed- (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of the emergency use of the product, and of the extent to which such benefits and risks are unknown; and (III) of the alternatives to the product that are available, and of their benefits and risks. (ii)Appropriate conditions designed to ensure that individuals to whom the product is administered are informed- (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
@danchapman31922 жыл бұрын
What about this? 21 U.S. Code § 360bbb-3 - Authorization for medical products for use in emergencies (e)CONDITIONS OF AUTHORIZATION (1)UNAPPROVED PRODUCT (A)Required conditions With respect to the emergency use of an unapproved product, the Secretary, to the extent practicable given the applicable circumstances described in subsection (b)(1), shall, for a person who carries out any activity for which the authorization is issued, establish such conditions on an authorization under this section as the Secretary finds necessary or appropriate to protect the public health, including the following: (i)Appropriate conditions designed to ensure that health care professionals administering the product are informed- (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of the emergency use of the product, and of the extent to which such benefits and risks are unknown; and (III) of the alternatives to the product that are available, and of their benefits and risks. (ii)Appropriate conditions designed to ensure that individuals to whom the product is administered are informed- (I) that the Secretary has authorized the emergency use of the product; (II) of the significant known and potential benefits and risks of such use, and of the extent to which such benefits and risks are unknown; and (III) of the option to accept or refuse administration of the product, of the consequences, if any, of refusing administration of the product, and of the alternatives to the product that are available and of their benefits and risks.
@taralm132 жыл бұрын
Would allowing the employee to work in exactly the same fashion as they have been for almost two years with no loss of production be a valid accommodation?
@jeffmyers70622 жыл бұрын
AFD has just approved the PfiNzer life vest. Don't worry about learning to swim, just get the vest. All people who drowned to date did not have the PfiNzer vest. No double blind studies have shown that learning to swim or exercising water safety have prevented drowning. That is just misinformation! We are in a drowning pandemic of the unvested!! If you See anyone not wearing the PfiNzer vest, or promoting swim lessons or teaching water safety, be sure and treat them with disrespect and blame them for all the drowning! Follow the science okay? And remember a few people wore the vest and actually drowned , but that was the new drowning variant that caused it , so get the new vest 2.0 and 3.0 as soon as possible or be prepared to be fired from your job if you try to say you have natural swimming skills! Everyone knows natural skills and habits are just not approved by doctor FlapSki . If you ever fell in the water and survived you natural skills are still not good enough. Just head down to your local fast food , liquor, cigarette, or donut shop and get your vest today. P.S. If you do drown while wearing a vest we are not liable.
@jutkafarkascatchthef3 жыл бұрын
What is a valid religion? Are you kidding me?
@fightingwithtruth16983 жыл бұрын
Any religion it could be a Wiccan
@Andrea-lq8so3 жыл бұрын
Agreed. Who judges whether the Catholic , Hindu , Seek religion , Islamic religions are valid ?
@jimreimers42133 жыл бұрын
@@Andrea-lq8so Right, and don't forget heathenism, Atheism, humanism. Each one a religion just the same.
@johndusak81473 жыл бұрын
Poke me and l will send you too your god except no mercy.
@MrKit93 жыл бұрын
Allowing them to be crucified like the hero of their Death Cult would be a fine beginning.
@TS-mq1fj3 жыл бұрын
Ok, Stalin.
@johngibson28843 жыл бұрын
Ok Satan
@fightingwithtruth16983 жыл бұрын
You sound like the typical communist
@rosbourne1443 жыл бұрын
The lake of fire for you
@jimreimers42133 жыл бұрын
So you're admitting that there is only one true religion in the world and you're declaring which one it is!!! Pretty good confession of faith considering you're pretending not to have belief in that religion yourself!! People are funny. I get a kick out of how hard they try to ignore the truth and end up confessing the very thing they are pretending to deny. Keep talking, I'm loving it!!!
@matthew55563 жыл бұрын
DISCRIMINATION!!!!?????????
@tonalharmony92663 жыл бұрын
Absolutely unconstitutional!!! Moreover, forced vaccination with an experimental vaccine is not only against FDA regulations, it is a violation of he Nuremberg Code, to which the United States is a party. Got it now???
@thomasthumim76303 жыл бұрын
I respect sexual harrassment training but to the fact that it include perceived gender and gender expressions is far fetch they open the flood gate to chaos
@gfy3053 жыл бұрын
Anyone who pushes a mandate to get vaccinated should go to prison. This is medical tyranny. What's next? Take chemotherapy for those who don't have cancer? This is Nazi Germany shit.
@chrisfernandez61153 жыл бұрын
I use to work for my brother in iron work construction. Some times we would have to travel to a different city to do the job installation. Once it would hit 5 we were allowed to leave. It would be 4 of us but only the driver would get paid and we wouldn’t. My co workers would complain to him saying why can’t they leave an hour before so that they can get paid for the hour? Is it right how he was doing it?
@nathanwhite26893 жыл бұрын
Good he needed to be fired the shit Trumps administration let corporations get away with we’re unfair and criminal.
@yaritzarivas43363 жыл бұрын
Does my employer have to pay me if they schedule me for work and i go and its the wrong time and i have to go back home and return at a later time?
@Tearod2034 жыл бұрын
Question, I had a job that paid travel time before and I got the same wage per hour I did while I was working. I'm now working a different job and just started but they pay me minimum wage for "drive time" even though my hourly wage "on job" is higher. Can they do this here in CT?
@ScottHortonEsq4 жыл бұрын
I don't practice in Connecticut, but that arrangement would often be acceptable as long as the employee is aware of the compensation structure in advance. Note that I can't give legal advice here, and I'm just commenting as a general informational matter. If you need legal advice, you'll need to consult with an attorney in your area.
@carlosreanos39315 жыл бұрын
Is this only for New York employers or New Jersey as well ??
@hortonlawpllc5 жыл бұрын
This only relates to employees working in New York and their employers.
@carlosreanos39315 жыл бұрын
Thanks very helpful
@jerosa075 жыл бұрын
Do I have to have 2 separate policies, One explicitly for sexual harassment and another for all other types of harassment??
@hortonlawpllc5 жыл бұрын
Thanks for the question. I can't specifically respond to your situation through this forum. But I can generally say that the State's guidance doesn't appear to be clear on that. All that is clear is that you must have a policy that includes at least the minimum requirements regarding sexual harassment.