What constitutes an employers unilateral modification of  original agreed compensation?
94433
Ask an attorney and not some 13 year old kid who knows how to type those words above in GOOGLE with quotations marks around them...
769345
Your employer is required to either hold your position for you or have a similar one available (same pay... equivalent), although that might depend on your state of residence.  I would check your local laws, you may be able to sue them.
1139375
Say it exactly as you just did.\nIt's not in the original scope of the job and to either do it right the way the first time or you'll be having a chat with the person who hired you to redefine both your responsibilities and your pay scale.\n\nAll they've got to do is their job.  If they can't hack it, I think the owner has a right to know it.
256641
To be required to work without just/due compensation.
333372
Wages generally are subject to FICA taxation when they are paid. However that's not the case for nonqualified deferred compensation. It is generally subject to FICA when the services for which it is paid are performed, or when the right to the deferred comp is no longer subject to a substantial risk of forfeiture, whichever is later. Often that means that deferred comp is subject to FICA in the year it's deferred.\n\nUntil recently, this wasn't cause for major concern because most people with deferred comp arrangements were over the FICA wage base when the services were performed. Now that the Hospital Insurance part of FICA is owed on all wages, however, there's no escaping paying at least some FICA tax on all deferred comp. Although the issue has now been important for a few years, no one had any guidance on the trickier aspects of exactly when deferred comp was subject to FICA or how to value the amount that would be taxed.\n\nIRS finally issued detailed proposed regulations that address many of the uncertainties. As a result, all nonqualified deferred comp arrangements should now be reviewed to determine if any action should be taken. The new rules are quite complicated and failure to adhere to them could result much larger FICA taxes in the future. If deferred comp that should be taxed (or should have been taxed) under the new rules isn't, it will be subject to FICA when paid. If that occurs after retirement, when the recipient has no other wages subject to FICA, both employer and employee would be liable for full FICA taxes on the entire payout, including earnings credited on the amounts deferred. (Reporting the payouts under the new rules avoids much or all of FICA liability on earnings credited to deferred comp). Not paying FICA under the new rules also could subject future payouts to potentially higher FICA tax rates and a higher OASDI wage base.
4625
If you paid for the item then it is yours.  You can actually write it off of your income taxes as an "Unreimbursed Employment Expense."  Although, your employer and his lawyer must have a good reason to think it is not yours.  Otherwise, they wouldn't even bother with court.
372966
You have a right to some information pertaining to your employment e.g. employee reviews, warnings, drug testing, salary adjustments, personal information etc. You do not necessarily have the same rights with regard to compalints made about you by another employee and so forth since the company is also duty bound to protect the identity of the other employee.
939917
i had asimilar problem a while back and got in touch with the inland revenue. in my case my employer had been deducting the payments and listing them on my wage slip but not forwardinig it on. the guy from the inland revenue said that as i had reasonable grounds to believe that paye and national insurance payments were being made that it was my employer and not me that they would chase and possibly prosecute if necessary.\nhope this helps
187436
You should find a lawyer.  There are so many dependencies here, such as your position, your employment agreement, extenuating circumstances - too many variables to answer here.
335164
While you worked there, you were entitled to have a copy of absolutely anything you signed (which you probably signed your corrective action).  You are entitled to view every last thing in your file regarding any grievances/proof/documentation the company had against your performance (except for anything related to any criminal investigation had they been conducting one).  You can try to call their bluff and contact them stating that you would like to see copies of what you signed and documents related to your performance.  I think they have the right to deny you since you no longer work there.  I worked with a lawyer in a claim I am not allowed to say details of.  Marc Levine was my lawyer - a great wrongful termination/discrimination/sexual harrassment/workplace grievances lawyer.  I have nothing but great things to say about him.  He works on a purely contingency basis so you only pay him if you win the claim or settle out of court.  I will give you his number if you want it so that you can see if you have a claim.  I think he will be able to subpeona those documents should it go that far.  He will be able to tell you what to do next.
432310
Being a contractor, my position is that the extras asked for are a Change in the Work, thus additional time and money is warranted.\n\nIt is difficult to determine what the proper course of action is due to the lack of details.
245353
only if you have paid employees, not including yourself.
119725
When you work for a company, the inventions you come up with are not yours they become the property of that company
301400
No, in the US an employor can even reduce your current salary anytime they want to ( unless you have a written contract or union agreement)\n\nIf you are changing jobs with the same boss, most likely they will hold your pay unoless the transfer is to a lower position.\n\nIf you are changng companies, then you go to what ever the going wage is.
689121
this sounds like a concept that is specific to UK law. there is a definition in the source below but you might need to use edit/find to find the specific reference
10498
It's presumably legal, but it may not be ethical.  Depending on the state's judicial recusal standards, certain requirements may exist for recusal in participation in certain cases where the judge's judgment may be impaired, such as with a relative.  This depends heavily on local custom, bar restrictions, the judge's official recusal policy, and so forth.  Requesting a change is permissible and in fact preferable; you made the right decision, even if you're subject to harassment.  I've included a link that references federal policy on the matter of relatives in a firm coming before the judge, which is a related issue in a different forum.  If you provided the specific state, I might be able to help more.  I hope this helps.
799312
It depends on the actual wording of the agreement.  Most states invalidate any agreement that aids or conceals the event of a crime.  If your agreement includes non-disclosure to governmental authorities than you might still face civil liability for doing the "right" thing.  \n\nIt sounds cliche but you should consult an attorney who specializes in employment agreements before you put yourself at risk.