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Posts mentioning hashtag #legal
Below are all the posts — topics as well as replies — that mention the hashtag #legal.
Mention #legal in your post to continue the discussion!
Employment attorney
In the next couple of days, many of us will be presented with some form of a legal document from the firm that we need to sign. I know it is always advisable to get these documents reviewed by an employment attorney.
If you have worked with any employment attorneys in the past and recommend them, please share here. Also, share any negative feedback so we can stay away from such attorneys.
Know Your Rights
Know Your Rights in a Demotion / Reorganization (Missouri Employees)
There’s a lot of rumor right now about upcoming demotions being used as a cost-cutting tactic. Some of you may be wondering: If I’m offered a big downgrade and I refuse it, am I considered “fired” or “quit”?
The truth: It depends how the company handles it, and how severe the changes are. Missouri courts have looked at this exact issue many times. Here are some important cases:
⸻
Key Missouri Cases
• Kimble v. Division of Employment Security (2013)
An IT manager’s role was eliminated; he was offered a car sales position. He refused. The court said this counted as a voluntary quit without good cause because he didn’t try to preserve his job and the pay loss was “speculative.” Result: No unemployment benefits.
Takeaway: If you refuse a different role, the state may treat it as a resignation unless the demotion is clearly unreasonable.
• Mickles v. Maxi Beauty Supply (2019)
A manager was demoted by text to a clerk position. She quit. The court said she had good cause to quit—the demotion was unfair and handled poorly. She qualified for unemployment benefits.
Takeaway: How the employer handles the demotion (fair process vs. unfair surprise) matters.
• Sokol v. Labor & Indus. Relations Comm’n (1997)
Employer changed contract terms; worker refused to accept. The court said this was a discharge, not a resignation.
Takeaway: If the company outright says “You’re done if you don’t accept these changes,” that’s a termination.
• Von Hoffman Press v. Industrial Comm’n (1972)
Worker declined being forced into full-time after working part-time. Employer fired her. Court ruled this was a discharge.
Takeaway: If they change the deal and then end your job, that’s not a voluntary quit.
• Armco Steel Corp. v. Labor & Indus. Relations Comm’n (1977)
Worker declined a transfer with a 44% pay cut. Court found she had good cause to refuse and qualified for unemployment.
Takeaway: Major pay cuts are recognized as good cause to decline.
What this means for you
- If you accept the demotion → You remain employed, but you may have little legal recourse later.
- If you refuse → It matters whether:
• The company terminates you (that’s a discharge).
• Or they frame it as you “resigned” (that’s voluntary leaving). - Unemployment eligibility hinges on whether the demotion was so significant (pay cut, loss of prestige, unfair handling) that a “reasonable worker” would quit. Courts will look at that.
- Document everything → How the offer was made, the pay difference, responsibilities lost, communications with HR/management.
Bottom line
• Not every demotion refusal = “resignation.”
• Missouri courts do side with employees when the change is drastic, unfair, or essentially a way to push you out.
• If you’re faced with this, don’t just walk away silently. Make the company say whether you’re terminated. That distinction matters for unemployment and legal rights.
Disclaimer: This is general information based on Missouri case law, not legal advice. If you’re directly affected, consult an employment attorney.
Field Wants
To switch things up. I have a question. I'm not ELT, not a GP, nor high ranking DL. I'm just a professional associate in my 30s with 15 years experience at this firm and industry. I am in FA facing role, so we have most likely have spoken.
I am curious to what the field actually wants HQ to look like or be. I'm sure you have answered, but I'm not in a position to see those answers. Since this is all anonymous, I figured I could get good perspective. Are service areas still valued? Or should HQ just provide tools and tech, then you at the branch will perform the OPs work?
Should the firm abandon compliance and legal and push risk onto each individual branch?
I know you FAs give up a big portion of pay, so I am just curious and how you envision a Home Office environment if one at all?
After Tuesday things are changing. Maybe for the HQ associates still around, the answers you provide could help. I know I don't mind constructive criticism. But we ultimately have an HR department, so we may not always hear real opinions. What are some real talking points and opinions from the field about HQ?
Background check question
Not layoff related but question if someone who works at USAA currently
Has been arrested and then released is that grounds for termination ? Should it be reported to USAA (
U.S. Bank discriminates against their older employees.
U.S. Bank discriminates against their older employees making the persons life miserable forcing them to retire or quit. They zero in on them and harass them relentlessly until they break that person. The bank has no loyalty or respect for their employees with 25 years or more of service in reality they would rather bring in a herd of contractors to replace all their long term employees especially the aged employees.
Anyone planning on leaving the industry want to file a title VIi case for racist & s-xist hiring and promotion policies?
A statistical overrepresentation of one hired or promoted group IS enough grounds to file a title VII case for discrimination and force HR groups into revealing internal communications and policies regarding hiring and promoting practices.
We all know this occurs industry wide, and across most industries… Might be worth filing these cases when we have a DOJ that is anti DEI?
Law firm recommendation
Any good law firm recommendation that will fight on a contingency basis? Potentially looking at 7 figure settlement. Corruption and violation of law from senior management all the way to C level.
Top Charter Executives sued over ACP Shutdown Guidance
CEO Chris Winfrey and CFO Jessica Fisher in big trouble. Read the article on Broadband Breakfast online.
Get an Attorney
Keep all your documents. Document everything. Keep a copy at home. Get ready for the force out. And get an attorney if you are forced out. If you are written up you will have to sign that you received/acknowledge it but do a follow up email with why you disagree with the write up. DOCUMENT EVERYTHING IN WRITING. DO NOT VOLUNTARY RESIGN make them fire you as thats better for your law suit and unemployment benefit.
If the “victim colleague” who originally posted is in one-party consent states, it is legally permissible to record a conversation if you are a participant, even without informing others. A reasonable justification for doing so might include:
• Documenting harassment or threats: If you reasonably believe you are being subjected to abusive, coercive, or retaliatory behavior, recording may be the only way to preserve evidence.
• Protecting yourself from false accusations: In emotionally charged or high-stakes meetings, a recording can serve as a safeguard against misrepresentation.
• Establishing a factual record: When decisions, threats, or discriminatory remarks are made verbally and not documented, recording ensures accountability.
Can the Recording Be Presented as Evidence?
Yes—if the recording was legally obtained, it can be admissible in court or administrative proceedings. To be accepted as evidence, it must meet these criteria.
• Legality of acquisition: You must be a party to the conversation.
• Authenticity: You must prove the recording is unaltered and accurately reflects the conversation.
• Relevance: The content must directly support a claim or defense in the case.
• Chain of custody: Courts prefer the original file and a clear record of how it was stored and handled.
• Transcript: Providing a written transcript helps judges and investigators follow the content clearly.
#legal #ruleofevidence #law #harassment #employeeprotection #leadership #cvshealth
Oh, another #legal problem for Verzion, at this point i really think that #wedonotcare
Use common sense here - unless you have something that's really major to report, the hot line will not help you at all. as @jrf said below, they will side with the #STL always (unless the STL has her/his own issues) - however, if you have a major thing to report, they will consider it as it becomes a #legal thing at that point, they need to build a paper trail and they will thread lightly. I am not saying do not do it, but I would be very selective about what to report, do not think that you are phoning a friend there - the line was primarily established to protect #WFM - if they have one they can say, look what we did - we are playing by the rules and we are proactive in the fight about xyz (the use the same tactics when it comes to all that anti-harassment training, compliance, etc) They, WFM management, do not care about you getting educated or professionaly developed, all they want is to be able to say - look, we told her/him not to harass, we even trained her/him - so it's a good way for the company to decrease #harassment #legalliability)