Can I sue my boss for favoritism?

Can I sue my boss for favoritism?

When Favoritism Can Be Considered Discrimination You are may be able to sue your employer for favoritism if it is rooted in discrimination. In one of these situations, workplace favoritism is considered illegal discrimination, while in the other one, there is no discrimination.

Can a willful disobedience of an order cause dismissal?

Moreover, a willful or intentional disobedience of such rule, order or instruction justifies dismissal only where such rule, order or instruction is (1) reasonable and lawful, (2) sufficiently known to the employee, and (3) connected with the duties which the employee has been engaged to discharge.

What is a warning letter for failure to comply with an order?

A warning letter for failure to comply with the orders is a letter that is written by an employer and is addressed and issued to his employee. In this letter, the employer issues a written warning to the employee for the latter’s non-compliance to follow the orders of the employees higher in rank than him or the orders were given by the clients.

How does an employer substantiate a business expense?

But the employer may use the periodic statement method for substantiating company credit card charges. In addition, an employer may issue a statement to an employee for business expenses that have been submitted for reimbursement, but will not be reimbursed until proper substantiation is provided.

Why do employees refuse to comply with orders?

An employee may want to exercise undue authority and power. An employee deems that he knows better than the given orders. He has not understood the orders properly or clarified the misunderstandings, etc.

But the employer may use the periodic statement method for substantiating company credit card charges. In addition, an employer may issue a statement to an employee for business expenses that have been submitted for reimbursement, but will not be reimbursed until proper substantiation is provided.

How to respond to a workplace protection order?

Relocating the employee’s work station. Arranging for an escort to walk the employee to their vehicle. Accommodating telecommuting or other schedule changes, such as fluctuating work hours. Discuss with the employee whether the employer should help document inappropriate contact, such as harassing calls, e-mails, and job site visits.

Can you take action without the consent of an employee?

However, taking any action without consulting or obtaining the consent of an employee experiencing violence may expose the employee to heightened danger.

How to determine a reasonable period of time for substantiation?

There are two methods of determining the reasonable period of time for substantiation and returning excess amounts: