Claimed Lawyer ProfileQ&A
- Employment Law
- Credit Cards Accepted
I accept contingency fees on some cases.
Rates, Retainers and Additional Information
I offer low cost consultations and flat fee representation in many legal claims.
Jurisdictions Admitted to Practice
- North Carolina
- The Angel Law Firm, PLLC
- - Current
- Trial Attorney
- United States Equal Employment Opportunity Commission
- Associate Attorney
- Burkhalter, Rayson, & Associates, P.C.
- University of Tennessee College of Law
- J.D. (1997)
- University of Tennessee - Knoxville
- M.A. (1997) | Philosophy
- University of North Carolina - Asheville
- B.A. (1992) | Philosophy
Websites & Blogs
143 Questions Answered
- Q. I took my son to the doctor yesterday. He has Mono and his spleen is enlarged and the doctor is worried it will rupture
- A: Probably lawful. Employers in North Carolina are not required to allow employees off for medical/health issues unless the employer is covered by FMLA (has at least 50 employees) and the employee is eligible (employed for at least 12 months and worked 1250 hours).
- Q. Boss is forcing me to give 2 weeks & the reason is not performing according to his expectation.
- A: If you quit, with very few exceptions, you are not entitled to unemployment. Based on what you have shared, there are no exceptions that apply and you will not get unemployment if you quit (resign). Your boss cannot make you give a two week notice if you do not want to although he could fire you. However, if he fires you at least you will have a chance for unemployment benefits.
- Q. Is it legal to switch someone from salary to hourly?
- A: Yes. It is always lawful to switch a person from salary to to hourly. However, it may not be lawful to switch an employee from hourly to salary. It is also lawful to reduce an employee's wages with a couple of caveats. First, the reduction cannot be below the required amount, i.e. minimum hourly wage for non-exempt employees, minimum weekly salary for exempt employees. Second, it cannot be retroactive, i.e for pay periods already worked. Of course, as a side note, reduction in pay can be unlawful if there is an unlawful motive even if the employer complies with the above, i.e. reduction is due to unlawful discrimination or unlawful retaliation.
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