Thread regarding ECMC layoffs

DO NOT SIGN THE RELEASE YET

Hello fellow colleagues,

I am in contact with a prominent employment/civil law attorney in Los Angeles concerning our termination. He is going to conduct some preliminary research to ascertain if we have a legitimate claim for a law suit. I will know by early next week of his finding. Meanwhile, he strongly recommends that we DO NOT sign the release. His website is MrShapirolaw.com. For those of you who would like to join me on this crusade, please contact me on Merc4Hire44@gmail.com or stay tune. Thank you.

by DO NOT SIGN THE RELEASE YET
| 1021 views | | 9 replies (last April 15, 2015) | Reply
Post ID: @OP+B1yblpf
Comment! It's anonymous!

9 replies (most recent on top)

If you think you have a legitimate case (not just a lot of frustration and anger) then do what the OP did - go see an attorney for a free initial consultation. Best case scenario: a couple years from now you win a judgement against a company that no longer exists and have no chance of collecting.

by Anonymous90992
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Post ID: @MHt+B1yblpf

It would be interesting to see them sued.

The firing of adjuncts makes NO sense. Why fire temp help? Just don't assign them classes! I don't get that.

To me, I would just love to see Michael and Anna fired and more competent people put in their place. That would start fixing some of the problems right there.

by Anonymous90978
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Post ID: @OEh+B1yblpf

I also question the basis for a suit. You are likely in an at-will scenario, which means that you can be let go at any time, for any reason - as long as it is not an illegal reason (race, age, gender, etc.). If you were an adjunct, your contract makes clear that you can be let go at any time. 90907 references required notification period before a layoff, but this applies in limited scearios to large layoffs at specific locations ( Google WARN Act). Don't believe that applies here, either. Having sad that, if the lawyer is willing to take this on as a contingency case (nothing paid until a settlement/judgement is received), have at it. If the attorney wants a retainer - be careful. This "lawsuit" has "Loser" written all over it.

by Anonymous90976
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Post ID: @0PU+B1yblpf

I am not going to sign it either. I am going to see what he/she finds out.

by Anonymous90969
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Post ID: @RAH+B1yblpf

You can still back out if you have not officially accepted the severance.

by Anonymous90968
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Post ID: @J7s+B1yblpf

Right. If you did a good job, you should be able to get another job. Pull up your big boy pants and move on.

by Anonymous90908
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Post ID: @Zei+B1yblpf

You all are instructors? There is no lawsuit, the author got an ambulance chaser and will be paying soon. If your an adjunct or other contract type, you have zero rights. If you were full time employee, you can be let go for no reason if done for a reduction in employees, you were at will. There is a layoff law and one must be notified a time period before, but these were not layoffs, they were terminations. Sadly ECMC is within their rights and I would just move along, you'll be out much more if you pursue it and future employers Google, you don't want your name on a lawsuit, if you are, no more jobs for you in teaching!

by Anonymous90907
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Post ID: @xzg+B1yblpf

If we already signed, can we still back out?

by Anonymous90881
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Post ID: @Hl0+B1yblpf

This is good information. Thank you. I will contact you and check out the site.

by Anonymous90858
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Post ID: @kDD+B1yblpf

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