Again, it depends. If you initiate a grievance prior to the effective date of separation from employment, then your grievance will be allowed to go forward, at least through the management steps. Also, if the evidence sufficiently question as to whether your resignation may have been involuntary, then you may use the grievance procedure if you file your grievance within 30 calendar days of being presented with the “quit or be fired” choice.

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...

The reason for separation from the "most recent employer" determines if an individual can qualify for unemployment benefits. Many factors are considered when determining eligibility for benefits, consequently each determination is made on a case by case basis. However, in general terms it is possible to quit employment and still be eligible for benefits if the reason for quitting is attributable to the employer. See similar questions...

Students with ADD/ADHD who are requesting support services from the Office of Services for Students with Disabilities at West Chester University are required to submit documentation to verify eligibility under the Americans with Disabilities Act of 1990. The following guidelines are provided to ensure that the documentation is complete and appropriate. The documentation must include a diagnosis of ADD/ADHD and the rationale for this diagnosis (e.g., DSM IV criteria). See similar questions...

Answer: Yes. Once paid time off is made available for an employee's use, any unused balance must be paid to the employee upon separation from employment. Unused sick leave does not have to be paid as long as it is kept in a separate balance from vacation. See similar questions...

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...

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...

Yes, both actions are possible. A department is not expected to continue to employ a FWS student whose work performance is unsatisfactory nor is a FWS student expected to keep a job he/she does not want. These situations can create disadvantages for both the employer and employee. See similar questions...

You must initiate your grievance within 30 calendar days of the event that forms the basis of the grievance. (Grievance Procedure Manual, § 2.4). The “trigger date” for the 30-calendar day period is the date you knew, or should have known, of the management action at issue. You must initiate your grievance within 30 calendar days of the “trigger date” even if you are actively discussing the disputed issue with management. (Grievance Procedure Manual, § 2.2). See similar questions...

Generally, you can either pay the outstanding balance in full or you will receive an IRS Form 1099 at the end of the year for the outstanding balance which is subject to regular federal and state taxes, and a 10% penalty if you are not 59�½. See similar questions...

The department has a formal grievance process that enables all inmates, without the threat of reprisal, to resolve problems. The process is explained to offenders when they begin their incarceration. A grievance must be filed within 15 days of the incident about which the offender is complaining. See similar questions...

If the answer is negative, the answer is simple. But if you have been fired, you need to be prepared to the answer the follow up questions that my come up. If the termination was for reason beyond your control narrate it. If not do not try justifying yourself. If you had a fault, admit it and convince the interview that you have corrected it. See similar questions...

Find out from your plan administrator how to submit your denied claim for a "full and fair review." You have at least 60 days to do this. Be sure to include all relevant information, especially any new information or evidence. Double-check the contact information, including to whom and where the claim needs to be sent. Within 60 days, you will receive a response with the details of the decision, and the plan rules upon which the decision were based. See similar questions...

You have 365 days from the time you are notified by the managed care organization of the final outcome of your grievance to file with the program. See similar questions...