Get Policy Moonlighting Lawyers

The pot shrinks by another $120,000 because each of the eight plaintiffs who represented all Facebook users in the case is entitled to $15,000.

How to track Facebook Settlement Status? Visit the official settlement website. Log in using the information you provided during the application process. Navigate to the “Check Status” section on the website. Enter the required details, which may include your claim number or a unique identifier.

How do I claim money under the Facebook settlement? Go to the claim website to fill out your claim, or else print out the claim and mail it to this address: Facebook Consumer Privacy User Profile Litigation, c/o Settlement Administrator, 1650 Arch Street, Suite 2210, Philadelphia, PA 19103.

How much can I get from the T-Mobile settlement? The amount on offer varies greatly, and is largely based on the severity of the data breach suffered by the customer. Current and former customers are entitled to a flat $25 as a base amount. Californians are eligible for a cash payment of $100.

Moonlighting refers to an employee who works a second job on the side, usually after hours. California law generally protects the rights of workers to moonlight. Under California Labor Code section 96, employers are essentially prohibited from punishing employees who engage in moonlighting in their free time.

Any form of moonlighting would be a breach of the exclusivity provision described above. Therefore, if an employee is found moonlighting, an employer would have the right to take appropriate action for breach of contract, including up to termination of employment of the concerned individual for cause.

Most states allow employers to institute a more general ban on moonlighting as part of company policy. In these situations, working a second job is against company policy, which might provide just cause to fire the employee even if it does not affect their job performance or your business interests.

Fatigue is another aftereffect of a side hustle, leading to distraction, and possibly neglect. Employers also worry about data and confidentiality breaches especially if one works with a direct competitor. There is also the concern that people will use company resources for their second gig.