The regulations don't allow you to provide safety-sensitive functions for another DOT employer until and unless you have successfully completed this return-to-duty process. A future DOT-covered employer is required to obtain your drug and alcohol testing records from your previous employers for the previous two years. Your previous employer is required to report this violation, and if there is no SAP report regarding compliance, no employer is permitted to hire you.

Most private pension plans are covered by the federal Employee Retirement Income Security Act (ERISA), not by state law. The Employee Benefits Security Administration (EBSA) of the U.S. Department of Labor is responsible for regulations in this area. Call (617) 569-9600 or visit the EBSA website at http://www.dol.gov/ebsa. See similar questions...

Often employers and workers disagree over final amounts due. The Fair Labor Standards Act requires that employees be paid at least minimum wage for all hours worked, and time and a half for any overtime hours worked; salaried personnel must also be paid. The USDOL Wage and Hour Division enforces these requirements, but enforcement may be slow. See similar questions...

You are only qualified if you have a seven-day layoff between the Impact Date and Expiration Date of the certification. To determine what those dates are see the list of Certifications. If your last layoff was a quit or a discharge, but you had a seven-day layoff within those dates, contact your local TAA Representative for help. See similar questions...

By using OCjobs.com to apply to posted jobs, your resume is saved in the Employer's OCjobs account rather than getting lost in the hundreds of emails that these recruiters often receive. The employer is automatically sent an email notifying them that you have applied to the job, and giving them a link directly to your resume. They can review your resume at that time, or go back later and read it in depth. See similar questions...

Generally speaking, a worker must be out of work through no fault of their own to be eligible for benefits without penalty. If it is determined that you voluntarily quit without good cause or you were discharged for misconduct, there will be a six week disqualification period. This disqualification will begin the first week you are unemployed and will continue through the following five weeks. See similar questions...

Voluntarily leaving your employment while treating with an authorizedworkers' compensation doctor could adversely affect your rights toreceive certain types of lost wage benefits. If you are treating withan authorized workers' compensation doctor and that doctor hasreleased you to return to work with work related restrictions, it isimportant that you at least attempt to return to work for theemployer, within those limitations. See similar questions...

If you quit, you may be eligible to draw benefits if you can show that you quit for good work-connected reason(s). Examples of good work-connected reasons are material change in working conditions, material change in working agreement, nonpayment for work, and similar reasons. You will not be able to draw benefits if your reason for quitting was personal even though the personal reason was a good or compelling one. See similar questions...

When your job ends, for any reason other than gross misconduct, you may be able to purchase exactly the same benefits you have while employed, through a COBRA policy. COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) is the federal law that requires employers with more than 20 employees to extend group health insurance coverage between 18 and 36 months depending on the type of qualifying event. See similar questions...

Please make sure that you have created an account. Also, make sure that you are in the Job Seeker login, not the employer login. [ back to top ] See similar questions...

Answer: A separated employee's wages become due and payable at the regular payday(s) established in advance by the employer for the period(s) worked by the employee. In other words, payroll should simply follow its normal course. See similar questions...

Answer: Based on the Employment-at-Will law, either an employer or employee may terminate an employment relationship upon notice to the other. However, no specific length of notice (such as a two-week notice) is required. See similar questions...

If you're asking the question, the answer is "yes." Oh, maybe not today, what with that large mortgage you signed up for years ago, that outstanding credit card debt, and your kid's education... but we wouldn't suggest waiting more than two years. Any more than that and you're probably in for the long haul. See similar questions...

No. Missouri courts go by a doctrine of "Employment-at-Will" which does not require any notice. The state laws provide no requirement for notice from or for employers. See similar questions...

Any job posted is done so and handled solely by the employer/agency concerned. By applying for a position the application will be handled directly by the employer or agency with direct contact to and from the candidate, without any involvement of the wewantwork web site or its team. See similar questions...

When you submit your application to a job posting, you will receive an instant confirmation that your application was received. Our recruitment staff receives and reviews candidates for each job posting. If you are short-listed for a job posting, you will be contacted to initiate an interview and you will be kept informed of your status throughout the process. All resumes are maintained in the PCL family of companies' databases and will be available only to our recruiting teams. See similar questions...