Im Going Home

Trending on RT Avengers: Post Share on Facebook. Movie Info A man who's been confronted with new responsibilities must decide what to do with his career in this drama with comic undertones. Gilbert Vance Michel Piccoli is an aging but highly respected actor who, after completing a performance of Eugene Ionesco's Exit the King in which he plays opposite an attractive and talented actress named Sylvie Leonor Silveira, receives devastating news -- his wife, his daughter, and her husband have all perished in an automobile accident.

Vance becomes the guardian of his grandson, and as he learns to live without his loved ones, the boy soon becomes his best and most rewarding reason for getting through the days. Vance returns to work playing Prospero in a well-received production of William Shakespeare's The Tempest, and after the successful run, Vance's agent Antoine Chappey is flooded with offers for the actor's services.

But the majority of the projects are highly dubious, and Vance ends up rejecting most of them, though he takes a role in a screen adaptation of James Joyce's Ulysses directed by American filmmaker John Crawford John Malkovich , even though he knows he's miscast.

As Vance ponders retirement, his agent also passes along another sort of offer -- Sylvie has confided that she's very much attracted to Vance, but while she's more than interested in an affair, Vance isn't sure that he wants a new relationship in his life. Catherine Deneuve also appears in a supporting role as an actress working with Vance. Michel Piccoli as Gilbert Valence.

Antoine Chappey as Agent. Catherine Deneuve as Marguerite. John Malkovich as John Crawford. Leonor Baldaque as Sylvia. Leonor Silveira as Marie. Elliptical as it is perceptive. Nov 27, Rating: Nov 22, Rating: Nov 15, Rating: Nov 1, Rating: Oct 18, Full Review…. The movie is a trove of delights. Feb 9, Full Review…. An understated film that touches on greatness. So celebrate your win.

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Then please do something to help working people in your state. Posted by Donna Ballman at 4: We've reached a tipping point where a majority of states now have laws that protect employees of smaller employers. But a majority of states have stepped in and decided to protect their working people even if they work for a smaller employer. Not Florida, of course except our age discriminaiton law also requires only 15 employees. Florida remains, and will continue to remain after the election, one of the most anti-employee states in the nation. Still, it's something to give us hope when even many very red states have protected more employees.

A total of 37 states, plus the District of Columbia, now protect employees of small businesses. Here's a breakdown of states and how many employees a business has to have to be covered under anti-discrimination laws: If 16 states, including even ultra-red Oklahoma, can cover all employees, why won't Florida step up to help its working people?

Ask your elected officials. With Republicans threatening to cut Social Security benefits, retirement savings has become a national issue. Some states not anti-employee Florida, of course have tackled this issue by implementing retirement plans for private-sector employees. The latest state to implement a private-sector retirement plan is Connecticut.

HALLELUJAH, I'M GOING HOME

These are state-facilitated programs that private financial firms administer. Participants are automatically enrolled and pick the percentage of their pay they want to put into the plan from each check.

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Absent an election, there is a set amount put away. New Jersey and Washington State have created online marketplaces listing plans administered by private firms that meet minimum standards. Massachusetts and Vermont have implemented multiple-employer group k plans available to eligible employers. In Massachusetts, that means only small nonprofits. These plans will be lifesavers for the many employees who don't have an employer pension plan. Half of private-sector employees have no retirement plan, and many have little or no retirement savings. We as taxpayers will bear the burden of caring for these retirees, so it makes financial sense for states to step in.

It's time for states to step in where the federal government is about to fumble badly. Let's make sure working people who retire can live comfortably. So I received this email: I would urge you to do your research and correct the artcle. As it stands, your article provides incorrect information and extreme disservice to employees in general. Best Regards, name omitted First of all, wow, how rude! Is that any way to approach someone you've never met? It was so bizarre I thought I was being attacked by a Russian bot or something.

Still, I decided to take it seriously. My initial reaction was that a 7-year-old article might well be out of date. So I reviewed it and, sure enough, it's still both accurate and timely. Anyhow, bot or not, I'm posting an updated version. As an employment lawyer who has represented employees for 32 years, I find that everyone thinks they already know their rights.

After years of watching legal dramas and courtroom reality TV, Americans have absorbed lots of legal information. Unfortunately, most of it is wrong. Before you mouth off to your boss about your rights, I thought I'd share with you the top 10 laws most employees think exist- that don't. Most American workers think employers must have a reason to fire you. Because, in every state but Montana, your employer can fire you for any reason or no reason at all unless you have a contract saying otherwise.

What we have instead, in 49 states, is at-will employment. At-will employment is that nasty doctrine that says employers can fire at-will, for any reason or for no reason. Oh, sure, most states recognize some exceptions to the at-will doctrine my home state of Florida recognizes zero exceptions.

Another exception a majority of states recognize is an implied contract, which sometimes allows a court to find that a handbook or employer policy is a legal contract. A few states hold that employers owe employees an implied covenant of good faith and fair dealing, but most let employers be as arbitrary as they want to be. Other protections employees have in the 49 at-will states are: But my point is this: We, as taxpayers, are footing the bill for employers who make arbitrary employment decisions.

Why not make employers who fire employees without just cause pay for their arbitrariness? Why not at least penalize arbitrary employers through the unemployment compensation system. Why not lift the maximum rate employers can be charged to these arbitrary employers? Why skew the system to punish employees but not employers? By continuing to allow arbitrary firings without consequences to employers, we end up forcing the unemployed onto food stamps, welfare, and other taxpayer-supported benefits.

And small business owners like me end up paying for these arbitrary employers by having higher unemployment compensation tax rates. No federal law requires private employers to allow employees to inspect or copy their own personnel files. Only some states require employers to allow you to look at your file and even fewer require your employer to allow you to copy items in your file.

Many times, the only way you'll find out what's in your file is if you sue and you get it with a Request for Production, or if you subpoena it in unemployment or other proceedings. Breaks No federal law requires employers to offer any work breaks for anything, even meals. Some state laws do require work breaks , but it's not a majority. No federal law even requires bathroom breaks, but it's probably a health issue, so OSHA might protect you if your employer denies bathroom breaks.

If you're a nursing mother, you're entitled to an unpaid break to express breast milk. Some states also offer protection for nursing moms taking breaks. Lots of people get fired for insisting on breaks they're not entitled to. Hostile Environment A hostile environment is not illegal. Workplace harassment is not illegal. Bullying is not illegal in any state except, oddly enough, Tennessee, and that's only for government employees. If you write a long email to HR or your boss complaining that you are being "harassed," or, you're "in a hostile work environment," you aren't protected against retaliation.

While harassment due to race, age, sex, national origin, religion, disability, or another legally-protected category is illegal, just plain "harassment" is not.

We are sorry...

So reporting it that way doesn't protect you against retaliation. When I ask why people didn't report that they were being treated differently than coworkers of a different race, sex, etc. But firing you for saying you were harassed or bullied: Appropriate remedies may be to discipline or warn the harasser, to move the harasser, under some circumstances to move the victim, to do training, or in extreme cases, to terminate the harasser.

They only have a duty to maintain a safe workplace. You might still have to work with the harasser. Don't say you refuse to work with the harasser. You might be fired for refusing to work. If you return and are retaliated against or continue to be harassed, report it again. If the employer allows retaliation or continued harassment, that is the time to get an attorney involved. First Amendment In Private Workplaces Only government employees have free speech protections, and those are very limited.

Otherwise, you can be fired in most states for your speech including political speech in the workplace or outside the workplace. You can't be fired for speaking on behalf of coworkers in order to improve work conditions or for objecting to something illegal, but be very careful to make sure you're protected before you speak out. If you're complaining about working conditions, reporting discrimination, objecting to not being paid overtime, or reporting illegal activity, you are likely legally protected in every state.

In some states, employee speech about politics is protected. Here in Broward County, it's illegal to fire employees based upon political affiliation. If you work for government, there's the good old First Amendment to protect you. Otherwise, you don't have free speech rights at work. Be very sure you have legal protection before speaking out.

Privacy At Work Your boss can read your work e-mails and monitor your Internet usage at work. If your employer is going to listen into or record phone calls, there are some legal restrictions. You also have privacy rights in your medical information. There is no federal law protecting your social security number, but California, Texas and New York do offer limited protection against employers displaying your number. Right To Work I hear all the time, "But this is a right to work state!

Right to work doesn't mean your employer can't restrict your ability to work for competitors after you leave. What it means is they can't make you join a union in order to work there. Some states, but not all, are right to work states. If your supervisor tells you that signing a non-compete agreement is meaningless or that it won't be enforced, they are lying to you.

If you complained about working conditions on behalf of yourself and coworkers, you may be protected against retaliation under the The National Labor Relations Act NLRA , which protects employees who engage in concerted activity to improve working conditions. For more about when retaliation may be illegal, check out my post on that topic. Favoritism, nepotism, and being obnoxious are generally not illegal. Discrimination based on age, pregnancy, race, sex, religion, national origin, disability, color and genetic information are illegal.

In some states, other categories such as sexual orientation, gender identity, marital status, and being a domestic violence victim are protected. Suing the Boss As much as it may be satisfying to sue your ex-boss personally, you probably can't. Federal and many state discrimination laws, Family and Medical Leave Act in some states the courts disagree on this , and most other employment laws simply don't allow it.

One major exception is wage and hour violations. Some state discrimination laws do hold supervisors liable for violations. But what's the point? Unless they're rich, you probably won't be able to collect anyhow. What can I do about it? How did the employer do that?