Відео

If you are a contractor, but still get PFL taken out of your check as a deduction on your paystub, do you then qualify for PFL?

I started new job worked 35 hours those 2 weeks they gave me my first check and now I haven’t been scheduled since . Can I still get unemployment benefits?

Talk about breach of contract. I had a job contract ( independent contractor) since December, 2023. Both parties signed the contract, but the company had never reached out to me for the job that was promised to me on the contract till now . Also, on the contract they stated that the pay rates was $70 per hour , then few months later they’ve told me they have never reached out to me because they changed the pay rate at $50 and I’ve declined it . How can they signed the contract for $70 per hour , then changed it out of no where to $50, 9 months later they’ve never called me for the job promised on the contract. IS THIS A BREACH OF CONTRACT ?

How do you keep the integrity of emails when you switch email providers? Assuming someone needs to transfer the emails to a new provider. Also can you talk about the best services to use to make it a pain in the azz for an employer to subpoena your personal info.

Hello we spoke a few times. Im headed into the resolution stage mandatory mediation stage. What should I expect from a mediator its all on zoom due to distance.

Just answer the fucking question, you talk BS too much. I fell asleep listening to you and waiting for the simple answer.

Vince is now making so much money, likely BILLION$....he is referring to other attorneys.

any tips on studying federal law us codes? i use speechify. and uploading title 18 for example into speechify. the code is loaded with edtiroial notes and other texts that is scrambled useless texts. if i go through manually revise the title 18. it make take way too much effort. then i got to do that for many of the titles. i wish there was a button to press, and all the unasked for editorial notes are eliminated off of the page and it's the raw legal codes instead. then if i want to see the editorial notes press button and they reappear. but the person who wrote the us federal codes did a very poor and lazy job, in my opinion. the richest most high area of government didn't care at all to make the federal codes cleaner and better. i am considering alot of big cases that may involve federal court like big class actions. so it's pretty important to me to study the federal law.

Since when is "aviation law" considered employment law? How much did she pay for shout out?

Your face too shinny. Use a towel.

Eat my shorts Kevin Little 😮

Hey Mike, So glad to have found your informative video! Can you speak about what might occur if an employer was suing an employee for breaching the employment contract by leaving the company before the contract terminates?

TRUTH!

Love dog the bounty hunter! Leland is my fav ❤

UPS does this but they make it clear during orientation you’ll be marked as no-rehire if you quit under 6 months & especially if you quit under 30 days .

The guy is a cereal harasser? He harasses cereal?

If i have video evidence of racial discrimination hostile work environment and failure to hire should i just pull my right to sue letter? Oh not to mention reprisal on top of everything else a eeo employee told me add reprisal to my complaint because it has happened in the 45 day window

Who has $1k an hour for a PI when they want that to do the most basic research, like a business license search ?

Good information here. After the EEOC investigates a charge, and they find merit to the charge, what is the deciding issue(s) on whether they will take the case to a hearing or give a RTS letter?

Is this a case of Protected Activity & Temprol Proximity ? Geneseo “ No Evil Hear No Evil “ I would like to take this opportunity to introduce myself, my name is John Wetherbee. I was hired as a Plant Utility Engineer back in September, and this has been my experience as an employee for SUNYGeneseo. This letter is meant to voice some hidden truths about the mismanagement of this institution as everyone should be aware of and hope you take the time to read it. Thank you !!! Nestled atop the beautiful sun set rolling hills of Livingston county sits the campus of SUNYGeneseo. Where the mascot Victor E. Knight defends his motto of " Knowledge is Power". Where the old school halls of academia educate and shape the young minds of the future. Preparing them for the ever changing and challenging world in which we live in. Giving them the tools to hopefully make the world a better place. Knowing that Truth and Knowledge is the only real Power in making change. Unfortunately that motto doesn't hold true for a group of CSEA union employees at the Heating Plant. Where for over a decade now they have been denied union representation. With an in house motto of "what happens at the heating plant stays in the heating plant." This mentally over the years has created unfair working conditions. As plant management has kept employees in the dark about their rights and denied them a voice at the "round table” by not having a Heating Plant shop steward in house. When the Union president tried to introduce a union presence at the Heating Plant he was told " If you're here to visit that's fine but if you're here about the Union we don't want you here." When in the past employees asked about their union rights or pursued a contractual grievance they were told "you will have a target on your back." Back in September of 2022 I John Wetherbee was hired as a transfer from Alfred State College. Where I was a previous Plant Utility Assistant and CSEA shop steward. During my training over this past heating season I saw first hand the negligence of management toward the employees.The blatant lack of accountability of management's actions violated many Union Contract bylaws. How management achieved this was with misdirection and intimidation. The plant employees without any real "Knowledge" of their rights; they lacked the "Power" to take action and make any real improvements or change. While still on probation I John Wetherbee decided the only choice I had was to voice these concerns with management and try to implement some change. I knew that while still being on probation, it might not have been in my best interest to speak up. But doing the right thing is sometimes the hardest and only thing worth doing these days. I decided "it's now or never"!! I tried with the help of the other plant employees by negotiating issues and concerns about working 7 days straight workweek and the bidding of shifts with management. After every attempt we were lied to and led astray. The push back by management was disappointing and forced employees to file a Class Action grievance on these issues. The actions taken by myself and the other employees are considered "protected activity". Which means we are protected when opposing a practice we consider to be discriminatory, and any disciplinary actions by management would be considered Retaliation. The grievances have been pursued, and management has engaged in "retaliation" towards myself in falsified reviews and now a termination letter. It's unfortunate that management's actions towards myself have been that of "Coercion and Intimidation" through these falsified reviews and write ups. Even going as far as defamation of character by questioning my intent and integrity. Management's tactics and actions without any resolve or solution to the past treatment of employees and working conditions at the plant, has a majority of employees contemplating a CSEA Union "Vote of No Confidence." The employees have suffered enough over the years under this type of management. This is not how institutions of this caliber should be operating in the view of students and the public. The new mentality at the Heating Plant will be that of knowing your contract and holding everyone accountable by creating a cultural policy that is fair and equitable. And know that Victor E. Knight's motto is true. "Knowledge is Power" and allows us to see and hear the truth, and that the pen is mightier than the sword. Sincerely, Thank you for your time. John Wetherbee

The law firm could hire a non-licensed investigator as an employee, and pay him $50 per hour for the same results. But I assume a law firm would hire a licensed private investigator as a contractor in order to shift liability away from the law firm. For a law firm to hire a licensed P.I. and tell him to make sure he stays legal...is the same as saying we know you probably won't be legal, so just don't tell us your illegal methods or leave any evidence.

Do you practice in Indiana

private attorneys zhould almost never be hired. they dont have access to special tool. i tried to study to how to be one. they might try to swindle clients. i would suggest file report to fbi or doj or other agencies. its free and they have access to more tools. however. sexual harassment at work. any work place setting is NOT private legally. california has law it is illegal to ask for work conditions or pay to be private. even asking for it to be private would be illegal. this means it should be eazy to gsther evidence over time. as far previous evidence it may be lost cause. if he has pattern of do it alot shouldnt be hard to build a case on him over time. lastly sexual harassment cases are not that lucrative. it might be criminal case he might get charged. but i dont see huge tort claims out of mere sexual harassment.

Good stuff Vince. An employment attorney’s perspective on ethical reach from a “vendor’s” hand. That hour and a half would have seemed like five minutes to me. Truly engrossing video this one was. Hopefully the “elder” would reconsider his position. I know his decades of experience would have been a draw for many views. My loss. Keep up the fantastic work at the firm!

1st🎉🎉🎉🎉🎉🎉🎉🎉😊

Hi Vincent, Do you offer free consultation?

I would like to take this opportunity to introduce myself, my name is John Wetherbee. I was hired as a Plant Utility Engineer back in September, and this has been my experience as an employee for SUNY Geneseo. This letter is meant to voice some hidden truths about the mismanagement of this institution as everyone should be aware of and hope you take the time to read it. Thank you !!! Nestled atop the beautiful sun set hills of Livingston county sits the campus of SUNY Geneseo. Where the mascot Victor E. Knight defends his motto of " Knowledge is Power". Where the old school halls of academia educate and shape the young minds of the future. Preparing them for the ever changing and challenging world in which we live in. Giving them the tools to hopefully make the world a better place. Knowing that Truth and Knowledge is the only real Power in making change. Unfortunately that motto doesn't hold true for a group of CSEA union employees at the Heating Plant. Where for over a decade now they have been denied union representation. With an in house motto of "what happens at the heating plant stays in the heating plant." This mentally over the years has created unfair working conditions. As plant management has kept employees in the dark about their rights and denied them a voice at the "round "table by not having a shop steward in house. When the Union president tried to introduce a union presence at the Heating Plant he was told " If you're here to visit that's fine but if you're here about the Union we don't want you here." When in the past employees asked about their union rights or pursued a contractual grievance they were told "you will have a target on your back." Back in September of 2022 I John Wetherbee was hired as a transfer from Alfred State College. Where I was a previous Plant Utility Assistant and CSEA shop steward. During my training over this past heating season I saw first hand the negligence of management toward the employees.The blatant lack of accountability of management's actions violated many Union Contract bylaws. How management achieved this was with misdirection and intimidation. The plant employees without any real "Knowledge" of their rights; they lacked the "Power" to take action and make any real improvements or change. While still on probation I John Wetherbee decided the only choice I had was to voice these concerns with management and try to implement some change. I knew that while still being on probation, it might not have been in my best interest to speak up. But doing the right thing is sometimes the hardest and only thing worth doing these days. I decided "it's now or never"!! I tried with the help of the other plant employees by negotiating issues and concerns about working 7 days straight workweek and the bidding of shifts with management. After every attempt we were lied to and led astray. The push back by management was disappointing and forced employees to file a Class Action grievance on these issues. The actions taken by myself and the other employees are considered "protected activity". Which means we are protected when opposing a practice we consider to be discriminatory, and any disciplinary actions by management would be considered Retaliation. The grievances have been pursued, and management has engaged in "retaliation" towards myself in falsified reviews and now a termination letter. It's unfortunate that management's actions towards myself have been that of "Coercion and Intimidation" through these falsified reviews and write ups. Even going as far as defamation of character by questioning my intent and integrity. Management's tactics and actions without any resolve or solution to the past treatment of employees and working conditions at the plant, has a majority of employees contemplating a CSEA Union "Vote of No Confidence." The employees have suffered enough over the years under this type of management. This is not how institutions of this caliber should be operating in the view of students and the public. The new mentality at the Heating Plant will be that of knowing your contract and holding everyone accountable by creating a cultural policy that is fair and equitable. And know that Victor E. Knight's motto is true. "Knowledge is Power" and allows us to see and hear the truth, and that the pen is mightier than the sword. Stay Union Strong CSEA !!! Sincerely, Thank you for your time. John Wetherbee

Is the therapy provided by the therapist confidential ? Like protected by HIPPA ?

So you say you have a letter of determination and you were asked to go to a conciliation but that fell through and now you're going to trial is that a good move because they don't want to settle for anything at first they were to come to the table then I decided tobring some lives that I was able to prove that they were lying

Thank you Vince. This video makes attorney fees process very clear and to the point. Your the man/firm for your fairness and honesty. 5 STARS ***** for YOU

What if Mr. White never wins at trial so don't need to be worries about fee awards? 😂

Mr. White gone crazy???

Not today satan 😂😂😂

For retaliation cases would it still be a valid case if you never made an official complaint to osha or hr. It was more verbal to your bosses what the issue was talking to them one on one how its wrong. Safety retaliation (asbestos) to be specific

I'm "Tiny Tim". My story is another metoo movement. I've got workplace trauma... bad. haven't worked since 2019. Nobody understands what im dealing with. I can't get anyone to help me simply bcuz of WHO my last employer was. And im running out of time. I KNOW the nda void... i just know it! I was forced to sign the severance agreement under duress... and it ruined my life! It's the worst document ever! Just ndd SOMEBODY to HELP me but nobody will. Im in MO btw

How do you explain a situation whereby a self represented person loses a case. They get an attorney to appeal, the attorney makes the same argument as the client and wins.

I work for GardaWorld and the first 19 days, north of $700 in wage theft

Went to HR for FMLA accommodations HR lied and denied FMLA I ended up being hospitalized in mental hospital because of the lie and betrayal of my job. I have not been terminated yet so No Attorney is interested in my mental health Fmla interference case still employed. Why is this ? What about EEOC? Btw. I have HR on audio recording.

Correction April 2024!

Great video thank you Vince

Hi, I’m waiting for my attorney to provide me with a response of when they expect to send a demand letter to my former employers. It’s been nearly two months and I’ve followed up with my attorney with emails, but not reply. What would be your advice?

Question: after you lower your initial position on settlement and the defense comes in with their lowball offer; which according to you means that they are willing to pay six figures: as a Pro Se; how do I begin the next steps of getting to that halfway mark? After our settlement conference back in April 2025, the defense attorney filed a Motion for Summary Judgement and I responded. Still waiting on the federal judge to rule; it’s been almost 3 months. When should I expect a response? Thanks.

Mr. White where is Cassandra? What did you do to her?

👍🏾

What if the manager didn’t follow company’s investigation policy procedure after you complained but voiced their own “expectations” of a hostile work environment?

Thank you so much for responding to my question. The AJ ruling SJ to the agency. I appealed it in 2022, the AJ stated in the motion agency submitted an supplemental investigation, the agency didn't have accommodate me by moving me to the other side to work, the Supervisor stated he was unaware I had filed an eeo against him." Also the AJ gave the Agency 20 days to give me the ROI and If I didn't have it use her motion and have the courts to place sanction on the Agency." This is were the perjury came into play thanks to you. The manager stated in the ROI I never complained or reported harassment. I stated it in my resignation letter that I resended the next day because I had file an eeo and told manager. It's in the ROI. Also HR sent me a letter stating they addressed the harassment with management and asked me to withdraw my claims also in ROI. Lastly pg 230 of the ROI Supervisor stated He was aware I had filed an eeo against him. Pg 231. He stated he was unaware I had filed a prior eeo. The manager stated in the ROI he was aware I had filed a prior eeo because the Supervisor had told him (even though I had told him) and he was not a part of it. During my conference hearing the AJ told the agency attorney they had to pay me for putting me off the clock. He agreed and said they are not prepared to give me what I was asking but it not off the table. I pray ofo reverse the AJ decision

Thank you, Vince. I wish I could tell you the rest.

In the state of Louisiana when read a job job description and requirements for the pay there offering can that employer add more work that wasn’t in the job description after you hired without matching the pay or moving you pay up to match the extra work load they added

Switching up the intro today! LOL

Do you have any good tips for how to Handle all the stress that comes along with going through sexual harassment lawsuit?