Can your employer fire you through a text message?
Can your employer fire you through a text message?
The simple answer is Yes. While it is unprofessional and rude, unless you have an employment contract or the real reason for the termination is an illegal reason, as discussed below, firing via text message is perfectly legal. Simply being fired by text message does not give you a legal claim against the employer.
Can you be sacked for sending personal emails?
Emails or content posted online that could be considered to be discriminatory, obscene, racists, sexist or hurtful can get you into trouble. Forwarding inappropriate emails or accessing inappropriate websites at work may not just be treated as gross misconduct; it could also be a criminal offence.
Can a former employer issue a subpoena to an employee?
For example, if your employee is involved in a lawsuit with her former employer, the former employer may issue a subpoena demanding records relating to your employee’s earnings or other personnel documents. These records may relate to the employee’s claims for lost wages or the former employer’s defenses.
When to provide proof of service for a subpoena?
The party serving the subpoena must provide the employer with a Proof of Service which states under penalty of perjury that the employee or his/her attorney was provided with the subpoena at least five days before it was served on the employer.
When does a subpoena for employment records raise privacy concerns?
A subpoena seeking records of an employee who is not a party to the underlying litigation raises more significant privacy concerns. For example, a party to a lawsuit may seek employment records of a key witness. In El Dorado Savings & Loan v.
What happens if an employee seeks to quash a subpoena?
The employee has an opportunity to ask the court to void the subpoena via a “motion to quash.” If you receive a notice that the employee intends to move to quash the subpoena, you must not produce records until the dispute is resolved by agreement by all parties or by the court.
For example, if your employee is involved in a lawsuit with her former employer, the former employer may issue a subpoena demanding records relating to your employee’s earnings or other personnel documents. These records may relate to the employee’s claims for lost wages or the former employer’s defenses.
A subpoena seeking records of an employee who is not a party to the underlying litigation raises more significant privacy concerns. For example, a party to a lawsuit may seek employment records of a key witness. In El Dorado Savings & Loan v.
The employee has an opportunity to ask the court to void the subpoena via a “motion to quash.” If you receive a notice that the employee intends to move to quash the subpoena, you must not produce records until the dispute is resolved by agreement by all parties or by the court.
Can a law enforcement agency subpoena my e-mail?
Although there are some exceptions to the rule—such as a subpoena issued by a law enforcement agency—every court that has addressed the issue has held that web-based e-mail providers cannot disclose electronic communications in response to civil subpoenas.