Board 8 > Can i quit my job and then sue after i quit citing reasoning (lawyers)

(+) Yeah! (+)

I'm seriously looking into hiring an attorney, this job has really fucked with my head

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You can sue for anything!

But honestly the only answer you should need, and listen to, is to consult with an actual lawyer. 99% of what people post here will be anecdotal evidence as we are not lawyers.

If you're serious, talk to a lawyer

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@Drakeryn

Gravy needs help

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Aecioo posted...

talk to a lawyer

it depends on what they did

but in your case "they wouldn't promote me when they said they would, the jerks" is probably not getting you anywhere

I was hopeful about the OSHA angle but that didn't pan out so
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also standard disclaimer I do not work in employment law there may be things I'm overlooking etc
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Weaku is a lawyer.

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Pay for a consultation with someone who specializes in employment law, it will be worth it.

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it depends on where you live and what they did, and tends to be very fact specific as to what was said, what was promised in writing, etc.

you can probably find tons of attorneys for free consultation, they usually work on a contingency basis.

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Well I emailed this morning

I feel like there has been retaliatory behavior here, plus I kinda had that thing two sundays ago with the cops...

So yeah idk

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I dont know what to do

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How do I even know what my contract says

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Where would I start to even see what it's supposed to say, I've wanted to see my contract in writing for months and my liaison contractor company didnt have anything for me

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so again i think it depends on the state but you should be able to find a plaintiff's side attorney who will do a free consultation and either take you on contingency basis (assuming they believe you have a worthwhile claim) or possibly for a fee help you with a records request letter to the employer, which at least in California you are entitled to your entire personnel file (including any contract you signed and wage statements)

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okay well let me see if I understand the situation here

correct me if any of this is wrong

1. gravy was hired as a temp. the interviewer said, verbally, that he would be made permanent within six months, or possibly sooner if he chose to work overtime.
2. gravy has been working more than six months and has not been made permanent.
3. gravy has not worked overtime (but was never told that was a prerequisite to being made permanent, simply that it could expedite the process).
4. because of this, gravy complained to various higher-ups, asking why he had not been made permanent.
5. he was told "your production is low" - which was not true(?) since in his time with the company, he had never received a negative performance evaluation re: his production.
6. he was also told "maybe you should work overtime bro" which he was, and is, unwilling to do.
7. after he made his complaints, gravy got two disciplinary writeups (in retaliation, he believes) (he had never received a writeup before). the first was for low production. the second was for a minor production error. (it was an actual error. but minor.)

okay so some brief thoughts (though like I said, I'm not in employment law and not an expert)
- I'm not sure whether the interviewer's statement can be considered part of the employment contract, but I am skeptical. this is where you'd have a specialist in employment law look over the written contract. it's possible that the contract contains an integration clause saying basically "only things actually written in this document count."
- as for retaliation, it's my understanding that there's a limited subset of things that employers are not permitted to retaliate against. like employers can't retaliate for you filing an EEOC complaint, or filing an OSHA complaint. but can they retaliate for you saying "hey can I be made permanent"? ...possibly

but honestly if you can get a free consultation with someone who actually knows this stuff, that's the way to go
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That's a good summary of experiences I've shared in the right timeline

actually theres a few actual things drakeryn is incorrect on, but the early timeline is pretty correct and the last few points were from a few hours ago.

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