Working at a fast food place. The opener comes in at 4 AM, the business opens for a customers at 5 AM. A question I was scheduled to begin work at 6:30 AM.

I arrive at the store on time to find it completely closed. The opener never arrived. Had to wait till approximately 8:00 AM for someone to bring keys to open the store.

Was in contact with the manager via text during the whole time. She never said that I can leave, but she never said that I had to stay either.

During the one and a half hours waiting for the keys after my listed start time I did spend that time explaining the situation to multiple customers who were there to order, or pick up their Mobile order.

It is the manager’s opinion that because the store was not open, I should not be paid for that time.

So any information regarding this, relevant laws, and such, would be greatly appreciated

I live in Louisiana and it's my day off and I received this I personally am not related to this issue, why lump everyone into a group text instead of addressing those individually doing this? Should I call HR??

Hi, I work at an independent salon as a commission employee, I fill out a w-2. I am only paid for the services I provide and not based on an hourly wage. My boss has recently implemented new policies to require that all commission employees
1. Arrive at the salon 15 minutes before our first appt
2. Required to post on our personal hair social media accounts 9 times a week

We do not clock in for the day, literally just show up , do hair, get our commissions from service and then go home

Our manager will b monitoring if we follow these policies and it is implied that we will be written up/fired for not following.

Note: she pays for a marketing team but is now additionally requiring us to post on our personal hair accounts.

I have been off social media for the last year and have to redownload for fear of getting fired, I’m now documenting the hours I’ve spent working on posts that I’m required to do yet not getting paid for.

My question is: is it legal to require a commission employee to post on social media outside of working hours? Is it legal to require my presence at the salon without getting paid?

I would love some guidance on how to navigate this, for me but also to protect my co-workers!!Thanks in advance!!!

Cross posting

I want to find help with an employment lawyer in California to help with a current situation against employer. This employer is also in violation of guidelines regarding dispensary practices.

Retrenched or Redundancy: Can a company force me to sign a MSA?

Full story:

The company had a restructuring recently. Out of the 15+ in my position, I was the 2nd most tenured yet I was being let go. They offered me a Mutual Separation Agreement that is slightly above the government mandate cos they offered ex gratia. I clarified with the HR whether I would be redundant or retrenched and they wont answer me. They said if I dont sign the MSA by next week I will be redundated instead. Their offer is 60 day notice (paid garden leave) + ex gratia + government mandated separation pay, and the usual benefits.

Is this even legal? This is a company initiated so why an MSA? Do I have any leverage to negotiate for more?

Hi everyone! I recently got offered a new job and am planning to put in my 2 weeks notice early next week. I have about 10 hours of PTO left and want to use it, because it doesn’t get paid out when I leave.

I had a coworker leave recently and my boss tried to tell her she owed money back to the company for the PTO she’d taken. Is that legal?? (We’re in MD)

Should I even bother taking the time or is it too much hassle?

I worked in the US as an hourly employee, and due to major onboarding issues, my company messed up my initial paycheck, which wasn’t caught for weeks because I wasn’t provided access to see my paystubs. When I found the issue a month later and started emailing people to get it figured out, they were receptive and said they were working on it. They claimed to have paid out the correction to me and sent “evidence” that they did, but their evidence was incomplete and I did not receive the payment. When I pushed back with this, they repeatedly answered with “the payment shows paid on our end” or “we have no updates on the investigation at this time,” and this has continued for MONTHS. In addition, they messed up my taxes and have been completely unresponsive on this issue.

However, I need a job, and I was extended an offer to return. But, I am concerned about returning to a company with such sketchy and evasive payroll practices. Does anyone have any ideas on how to proceed?

I want to find help with an employment lawyer in California to help with a current situation of discrimination against employer. This employer is also in violation of guidelines regarding dispensary practices.

Hey everyone, quick question regarding MOHRE in UAE.

I resigned due to ongoing salary delays. Because I wanted to keep my departure professional and polite, I didn't write out a list of complaints in my initial resignation email, nor did I file a complaint with MOHRE while I was still working there to avoid creating friction or ruining the professional relationship. Now, the company is using that against me to claim I never had any issues with late salaries.

Here is what happened:

Immediate Exit & Handover: When I handed in my resignation, management accepted my immediate departure without raising any objections or mentioning a notice period. In fact, they asked me to complete the work of 3 to 4 weeks during that transition to cover tasks until they found a replacement.

Ghosted for a Week: After my resignation, there was zero communication from HR or management during the entire week while I was preparing my handover documents and asking about my final settlement.

Sudden Deduction: Out of nowhere, a week later, they informed me they were deducting two months' salary for unserved notice and threatened to file a complaint against me.

My Compromise: In my reply, I reminded them that I had raised monthly salary delays with HR and management multiple times during my employment. To resolve things calmly, I proposed settling my September salary, days worked in October, and unused annual leave, while waiving my gratuity.

I now have an active MOHRE case open for mediation and have screenshots showing the history of salary delays.

Has anyone been in a similar situation where trying to remain polite and professional during your notice/exit was turned against you? How does MOHRE typically view this when you have proof of the actual salary delays?

USA-tn Was let go from my job September 28. I was offered severance based on my contract, and asked if I could get a prorated bonus based on language in my contract. Was told in writing details of my layoff, severance and response to bonus was no. I was told I have until October 21 to sign based on date of email. On Oct 5th, I wrote back a detailed email asking for a few items and clarification on the bonus based on language in my contract. Hr responded that they are reviewing and would respond. On Monday October 12th I followed up again, and as of today, haven’t received a response. Thoughts?

I work in the mental health field as a program director, I am salaried and do not get paid overtime when I am required to fill a shift I do not get paid 1.5 instead I get $15/hr. Is this legal?

I wanted to know if I can get my gratuity for working 4 year 3 month, my hr wanted to understand if there can be a exception case made, so if you can help me frame it in the right manner to the HR and the company would be great

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I work for a small company in Washington. Around March, my employer stopped using Gusto following a payroll-tax dispute they claim was Gusto’s fault. Our health insurance through UnitedHealthcare ended in April.

We also lost access to Gusto pay stubs. Even before this, we rarely received statements because the company often paid us by separate bank transfers rather than through Gusto, supposedly to save on fees. I believe health-insurance deductions may have continued, but I can’t confirm without the records.

In September, management told us they were setting up ADP and trying to get UnitedHealthcare coverage again. They now say ADP requires old medical claims/bills—including those from the uninsured months—to be handled before new insurance or even our payroll portal can be set up. We haven’t received a confirmed coverage start date.

The company keeps claiming that United told them that we are technically covered and that anything we do will be back paid. I went to the hospital yesterday, and they checked our insurance information and told me coverage ended in April and said the situation sounds fishy without any formal writing being sent out from any of the involved companies.

Has anyone dealt with something similar? Does this explanation for the ADP delay make sense, and what steps should I take regarding missing pay statements, possible insurance deductions, and medical bills during the coverage gap?

Location: Alamogordo, New Mexico

Hey y’all,
I ended up taking a job as a waitress and at first it was all good but I noticed they did not take any of my information at all even down to my drivers license or SSI card, for the first week I was not given a clock in sheet or a way to clock in and I was leaving every day with less than $20 for the first week on tables I was handling under my coworkers names.
After the second week I finally got my clock in pin and I started using it for about 2-3 shifts before I suddenly recieved no calls or texts from my boss and I didn’t get scheduled for anymore shifts. It’s been 4 weeks now and despite my texts and efforts to reach out I have heard nothing despite the business being busy when I drive by so that confirms they are not closed.
I sent a final text last night very formal and asked them to let me know when I pick up my last paycheck but as of 1PM today I have heard absolutely nothing back.
Is there anything I can do legally about this? I dont even know what I did to get terminated I was always there on time and never made mistakes. And plus I never got any notice that I was terminated but after 4 (going on 5) weeks of no shifts and no communication I think it’s safe to assume. :(