#WorkplaceIssues #ConstructiveDismissal #Retaliation #UnemploymentOptions
Hey everyone, I came across a situation that has me questioning if it could be considered constructive dismissal. I shared concerns about misclassification of exempt workers at my company, and since then, things have taken a turn for the worse. Here’s a rundown of what’s been happening:
– Denied PTO request resulting in financial hardship 💸
– New restrictions on remote work after PTO days 🏡
– Pressure to work long hours to clear sprints 🕒
Do you think this is retaliation for my complaint? And could this be considered constructive dismissal? What are my options regarding unemployment if I were to quit?
Overall, I’ve tried to handle things amicably, but it’s getting tough. Any advice or insights would be greatly appreciated. Thanks in advance! 🙏
As a possible solution, I recommend documenting everything, seeking advice from HR or a legal professional, and exploring options for constructive communication with your employer.
Oof, what a mess.
Since you haven’t said what your actual job is (although you mentioned a sprint, so are you a software dev?), we can’t comment on if you’re misclassified or not.
But let’s say you are and you’re due backpay.
When was the company acquired?
See, depending on how the acquisition went down, the new company may not actually be liable for what went down with the previous company. And your beef is with the previous ownership, because the current ownership didn’t acquire those liabilities.
Your PTO was denied…do you know if your PTO carried over with the new company and you had PTO available? Was your vacation planned and approved under the old ownership or the new ownership?
Does the new company have at least 50 employees?