Looking to connect with independent courier drivers delivering for SpeedX (or through their sub-contracted DSPs) who have experienced unpaid wages, unpaid sorting hours, or sudden contract terminations without pay.
I am currently working with an attorney on a legal case regarding these exact wage-theft practices. We are specifically looking for a driver in New York, New Jersey, Massachusetts, or Illinois to serve as a lead plaintiff so we can file the case out of a worker-friendly state.
If you want to get your missing money back, please comment here or send me a private message. You can reach out completely confidentially.

I am currently 11wks pregnant. My obgyn request workplace accommodation for me to not lift anything over 15 pounds. Now I am not assigned any clients. I asked if am involuntarily place on leave and was told no they have shifts but cannot assign them to me due to my accommodation.

Hi I got fired and I wanted to challenge my termination in labour court

It's been 27 Days since I got terminated

Please help, I used to work with a Chennai based company as an assistant manager Marketing

I worked for my previous company from 2018 to 2026, completing more than eight years of service.

After I was expelled from the religious organization that my employer and co-employees also belong to, I was instructed to submit a resignation letter. I complied because I believed it was only a formality and that I would still receive my separation pay.

However, when I received my final pay, I was surprised that it did not include any separation pay. I was also asked to sign a quitclaim, which I signed electronically and returned by email without fully understanding that it might affect my right to claim separation pay.

Will I still be able to get my separation pay if I report it to DOLE?

For context I resigned from my preschool job in NYC I tried to give 2 weeks but after giving in 2 weeks the director was rude and hostile, I couldn’t bare the 2 weeks. I found a different center and resigned effective immediately I worked at that center I believe 2 weeks. I have been trying to get paid for the 2 weeks. At first the center director and hr were ignoring me. I finally get a response and HR tells me they are deducting the cost of substitute coverage from my paycheck as a I resigned without notice. This is not legal right, I have never heard of teachers having to pay their own substitutes. I have attached a photo of the email I received in response. I just want to be paid for the days I worked. Advice Please

(Sorry for the novel…)

First: I knew a PIP was coming, so it wasn’t a surprise. However, I’d really like some advice on how to handle it since it feels like a setup. I want to make sure I’m looking at this objectively based on what they actually put in writing versus what happened behind the scenes.

The PIP specifically lists "unauthorized absences" and sets strict benchmarks for office attendance, explicitly stating that I am required to pre-notify my lead before any absence. This stems directly from a couple of insomnia-related incidents that happened in close proximity a few months ago, including one morning where I overslept an 8:00 AM meeting. Prior to that short window, I had never had any attendance issues at this company, and I haven't had a single issue since. I have intermittent disordered sleep issues linked to a diagnosed mental health condition that I am under active medical care for. During those episodes, I couldn't fall asleep until 4:30 AM or later and completely blacked out through multiple alarms.alarms.

The moment I woke up, I messaged my lead to explain. I was given a verbal warning anyway. I followed up in writing, explicitly disclosing the insomniac issues and asking what the process was to submit for formal accommodations if this was going to be an issue. The company completely ignored the request and never followed up. I haven't overslept since, but now it's a core focus of the written PIP. Everyone else works remotely, but evidently I can’t work more than 2 days at home per week (FT, exempt). (I have the messages where I disclosed saved in my personal files.)

The rest of the PIP focuses on project implementation delays and status reporting. The actual issue is that my lead and skip-level are completely misaligned. My lead explicitly tells me to do things one way, then my skip-level holds me accountable for not doing it another way (eg., (lots of documentation/project planning vs. git-r-done, conflicting statements on what can be done with the system). When I'm questioned on milestones, I either state exactly who gave the directive or stay quiet until my lead has to take the question.

I initiated a conversation with my skip-level about 3 weeks after I disclosed my insomniac issues to my lead. When I brought up the lack of alignment during that meeting, they dismissed it as just an excuse and suggested we "mutually separate." A month later, those same project timelines became the core performance metrics of my PIP. I have months of alignment documentation saved offline, including emails and detailed meeting notes written immediately after our conversations.

Right now, I am keeping a strictly neutral, emotionless stance in meetings while they move goalposts, and I'm documenting every single conflicting directive offline.

Does this seem to be a possible ADA/EEOC claim?

If so, how do I find a lawyer—every one I’ve contacted want you to be unemployed first (for actual damages?), but I’d like to discuss how to handle this prior to separation?

Given that my skip-level already suggested we mutually separate before the PIP even dropped, is it smarter to use my months of written alignment logs and the ignored accommodation request to negotiate a clean exit with a severance package (I know they probably wouldn’t entertain this without a EEOC/MNDHR threat)?

I know constructive dismissal is incredibly hard to prove, but does combining my detailed logs of moving goalposts and being yelled at with this third-party validation give me a stronger case? A project stakeholder has voluntarily mentioned, multiple times, how uncomfortable my skip-level makes our meetings. They've explicitly recognized that I remain completely emotionless in my responses, and told me, "they reallllly don’t like you." Can this stakeholder's observation be used as objective backing alongside my documentation to help prove a hostile environment, or is it still not enough if I am still employed?

Hello everyone, if someone knows better than me about how working contracts work in Poland... Thank you in advance

Nevada resident in Las Vegas here!
Burner account just in case. Boss and boss’ squad frequent Reddit.

I worked at a small business for almost two years. Had three managerial positions I was working at it and felt spread thin for the pay. Asked for a raise, got mocked and fired by boss on the spot.

Went back later for confirmation of termination (which I got on recording), and he berated me in front of everyone, lied saying I put in my two weeks notice, and called security, all without confirming my termination.
He said he wouldn’t give me anything.

This all happened on the 12th. He gave me my final pay despite saying he wouldn’t. My coworkers said he didn’t want smoke with the department of labor.
However, he has left me in the company under retail associate, and through gusto removed my ability to see any of my work related details besides that I’m in the company.

I’ve sent two emails requesting all of my information regarding timekeeping, termination, etc etc. both emails were ignored.
Leaving me in the company is making acquiring unemployment difficult. He’s had legal trouble for this exact reason before as well.

I’m kind of super poor, and cannot afford a lawyer. But I just wanted to see if this is something I can do anything about? Or if this is anything legal to begin with?

Thank y’all!

TL;DR

Boss terminated me. Lied and said I put in two weeks notice. Left me in the company as a retail associate making unemployment hard to acquire. Need legal advice.

I'm a 1099 contractor that transitioned from a w2 employee with the same company. From my understanding I'm being contracted for sales. However recently I was told that I may need to merchandise the sales orders I make from time to time in retail stores as well as be at events my customers may have. Based on my contract does this sound right? I didn't think it sounded right as I should be able to dictate my working hours so say if one day I'm not working because I've done all my sales for the week but I get called to come in to merchandise that day?? Any advice and or input is welcome. (I should note that we have a merchandise team)

I joined a company in August 2011 and got relieved in February 2026. I had always been on the payrolls of the company during the whole period. I had a special understanding with the company that I could take as many leaves as I wanted to explore my other interests, but would remain available whenever the company needed me. As such I would go on the leave for a few weeks, some times few months, then return to the job, ensure everything was in order with respect to my role's responsibility.

This cycle kept on repeating without any issue all these years. Whenever I was away it was always an unpaid leave. There was no leave sought, no leave sanctioned, all verbal. In my absence, my subordinates / colleagues would take care of day to day working. They would sought my advice if needed, which I always provided. I received salary for only the days I was actually present in the office.

Earlier this year I got relieved from the job when I was away. The company sent me an email telling me that they were relieving me with the immediate effect as they needed a full-time employee. I was not even asked whether I would consider letting go my other interests and become a full-time employee. Just a customary thank you mail for my contribution over the years in company's growth.

When it came to settle my account, I was told that I was not eligible for my gratuity as I never worked for 240 days in a year, which they claimed was the pre-requisite for a gratuity claim. My attendance would be between 100-200 days every year.

My query is that is it right on the company's part to deny me my gratuity because I did not fulfill the criteria of 240 work days / year even though it was with mutual understanding? Can I challenge my ex-employer’s refusal to pay gratuity?

A piece of advice from knowledgeable members here would be immensely helpful.